Коучинг – сучасний iнструмент впливу на людський капiтал працiвника підприємства

Abstract

У статті проведено теоретичний аналіз дефініції «коучинг» в розрізі людського капіталу та потенціалу працівника, сформовано два підходи до трактування досліджуваної категорії. Визначено як саме впливають інструменти коучингу на окремі складові людського капіталу працівника та підприємства. За результатами дослідження встановлено, що використання коучингу є важливою та ефективною технологією в розвитку людського капіталу працівників та в управлінні підприємством в цілому. Ключовi слова: коучинг,складовi людського капiталу, персонал, технології, пiдприємство, потенцiал.

In the article a theoretical definition of "coaching" has been analyzed in the context of human capital and employee potential, and two approaches of investigated categories have been formed: "human capital" and "human potential." Coaching is an interactive process, the purpose and outcome for the employee and the coach is the quality and efficiency of existing professionalism and personal abilities and skills of the worker to standard. The author defines how coaching tools impact the individual components of human capital and employee. There are determined few coaching tools, that affect the components of human: - self-image; - wheel life balance; - SMART goals; - four-dimension exercises on values; - GROW model ; - question-button; - organization of perception lenses; - exercise with a timeline; - three hats; - Disney strategy; - brain storm; - mental map. Each of the listed tools improves next components of human capital of the employee: physical, professional qualification, intellectual and innovative. Positive effects of using coaching technology is noticeable not only for the individual but also for the whole enterprise. However, in order to get more effective coaching methodology of human capital it's necessary to complete its implementation in the enterprise. It is necessary to create conditions that each employee could discover and contribute to the achievement of the the company’s strategic goals, and making a personal contribution to the overall development of human capital of the company. According to results it was determined that coaching technology usage is an important and effective method that will positively impact every single component of human resources of the employee, and it contributes to the strategic goals of the company through the development of its overall human capital. Keywords: coaching, components of human capital, personnel, technology, enterprise, potential, coaching technology, coaching tools.