Hrm 534 Course Project

Thanks again for taking the time to speak with me today. As we discussed, this was an error on our end, which has since be corrected. What happened was, I did not discount the 2.5% credit card processing fee when I sent out the original agreement for Swift & Sons, resulting in the difference you’re seeing.

Due to unknowns within the business, my first prototype would be a simple skeletal design. The design would be a simple navigation to get users to a specific function that is required to complete the task at hand. The first step in this process would be authentication, with two options available.

Our company’s Continuity Management Program (CMP) dictates that the business adheres to an annual testing program. The program does utilize the guidelines from the Homeland Security Exercise and Evaluation Program (HSEEP). The Continuity Management team has written and scripted into our process to incorporate our Tabletop Exercise’s (TTX’s). Our annual process is to test each of our business units for resiliency. TTX’s allows for us to open up discussions and dialogues focusing on many different areas in the event we need to declare. Also, the exercises aid in discovering any gaps and working through each tier of the recovery process. Our business lines have Recovery Time Objectives (RTO’s) starting at 1 hour up to 72 hours. During the TTX’s we cover the business impact analysis (BIA’s ) and each of the RTO’s.

List your current source(s) of income (e.g., salary from job, interest from savings, alimony/child support, even parents)

Science Application International Corporation (SAIC) is the organization I work for. It is a service based company that provides its expertise to the Department of Defense and the Federal Government as well as other smaller organizations. I’ve been approved to work remotely and have been actively doing it for over five years. My proposal for SAIC is to expand the ability to work remotely to a larger group of employees.

Coaching: helping another person to improve awareness, to set and achieve goals in order to improve a particular behavioural performance.

The Coaching Initiative was created to empower our workforce with knowledge about their unique strengths and provide guidance on leveraging those strengths for success at work, home and in our communities.

It is apparent that coaching has an enormous role in sustaining and creating well built workplaces and great organizations. Coaching is the process of assisting people develop their ability to think about things such as people, relationships, problems and their future. It is obvious that coaching helps people get through issues. Coaching helps people concentrate on the things they struggle on. Coaching helps them overcome those issues.

Stout-Rostron, Van Renburg, & Sampaio (2014, p. 238 ) argue that today’s organizations are procuring coaching services today are well informed about the business coaching process and the value of coaching for their executives and their business overall. Organizations are requesting three major

Coaching is the art of facilitating another person’s learning, development and performance. Through coaching people are able to find their own solutions, develop their own skills and change their own behaviors and attitudes.

We have learned that executive coaching is important when attempting to assist others in enhancing their full potential to master superior or desire performance levels. Executive coaching is a tool utilized to assist those in need of performance improvement or management skills. It offers them techniques on enhancing their strengths and improving their weaknesses. “The field of executive coaching has grown considerably in recent times” (Page & de Haan, 2014). There are numerous professional coaching accreditations, foundations, and conferences all over nation for several reasons;

The human capital of an organization is the only sustainable competitive advantage one holds over their competitors. Leaders of organizations have realized the importance of coaching and how valuable it can be (Frankovelgia, 2010). NCCI’s commitment to coaching helps employees turn feedback into results, and improve employee and supervisor relationships. Coaching is an extension of organizational training which focuses on an individual 's needs and accomplishments, close observation, and impartial performance feedback (“Coaching,” n.d.). Supervisors can gather information through coaching to better understand any performance issue. Supervisors can then help employees identify progress and new skills necessary for promotion or improvement. This is why the Human Resources department committed to overhaul the company’s system for evaluating employees. After seeing the importance of coaching within an organization, they decided to couple this practice with their evaluation process system even though it is not easy to execute since it requires an extensive schedule of meetings throughout the year. Employees are striving for success and they are receiving the feedback they need to become a stronger performer in their job role. Coaching promotes creativity, breakthrough performance and resilience, giving organizations a competitive edge and an effective way to flow and operate within an

The most useful way of developing people’s abilities and skills is coaching. Coaching boosts individual’s performance. It enables the client and individuals to achieve their ability’s maximum potential. It can also help individuals to deal with the challenges and issues of skills and competencies, before the issues become client’s major problem. The coaching sessions generally takes place as a conversation between the coachee (the individual who is being trained or coached) and the coach, the conversation identifies the problems that the coach can help the coachee with (Alyce, 2014).

Aguinis (2013) describes coaching as the manager’s ongoing effort to guide the employee’s performance by collaborating with the employee, advising the employee, reinforcing desirable behaviors, and assisting employees with capitalizing on improving their areas of opportunities (p. 227). In order for coaching to be successful, managers should follow four important guidelines: coaching requires collaboration and respect, the employee has the power to change, each employee is unique, and the coach enables change (Aguinis, 2013, p. 228). Essentially, the coach’s role in the coaching relationship is to provide direction, support, and counseling to form developmental objectives and attain them (Aguinis, 2013, p. 229). According to Aguinis (2013), coaches transform their feedback that manifests itself in the employee and the employee’s performance by establishing goals, communicating effectively, inspiring the employee to attain their developmental goals, maintaining a record of the employee’s performance, providing feedback on performance, identifying the employee’s areas of opportunity, and provide the means to develop the employee’s knowledge, skills, and abilities (p. 230). Gregory and Levy (2011) underscore the importance of the coach’s openness to feedback, as it could provide the coach with valuable knowledge of how to be a more effective coach (p. 68). Lock (2008) states that the purpose of developmental coaching is to improve the employee’s performance (p. 103).

Employee development and coaching are important to those workers who want to ensure that they have a long term career with the company they are employed with at the present; or for those employees who want to improve on skills they possess or obtain new skills for positions they want in the future. Coaching is different from managing and this is another reason why it is important for mangers to understand the difference between the two and to also understand that they must be diversified in their techniques when it comes to both. Managing is typically more focused on certain areas such as meeting deadlines, making sure that the employees understand the company’s vision, mission and values, whereas, coaching is a conversation between a manager and his employee. Coaching can begin when both parties understand that there is a need for coaching and both are receptive to the idea. As Chandler states in his book, The Hands-Off Manager, “Coaching is a conversation between two individuals. Coaching is about two people achieving synergy in a beautifully hands-off way. In coaching, you might pull someone aside who is struggling and say, are you open to some coaching on this? Once the person says yes, the coaching process can begin (Chandler 185). Coaching is necessary and vital to building trust worthy relationships with subordinates because in coaching, it is about understanding the employee and their areas of