HRD professionals can help managers and supervisors become effective coaches. Resolving performance problems may require the use of HRM or other management activities beyond human resource development. For example, if a manager discovers the same skill deficiency in all employees, the recruiting or selection system may need to be changed, rather than relying on training to ensure that new employees can perform a job.

It is important that HRD professionals understand the coaching process and the skills necessary to conduct it well. While they may not have to conduct coaching themselves, they can help managers, supervisors, and others prepare for this challenging and rewarding responsibility. It is easy to equate human resource development and training, but HRD includes activities in addition to training that provide employees with the necessary skills and motivation to meet current and future job demands.

Supervisors may need training to be effective coaches, and employees may need training to deal with performance issues uncovered by a coaching analysis. However, coaching by itself is an HRD intervention. HRD professionals must ensure that coaching and performance management in their organizations are working effectively.