In coaching the training manager has the primary responsibility for the effectiveness of the program.
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Q3: To be an effective manager of employee
Q6: Finding out if employees know their performance
Q7: It is very important to set specific
Q8: Performance goals are most likely to be
Q9: Poor performance may have multiple causes
Q11: An effective performance management system should focus
Q12: The interpersonal skills needed for coaching include
Q16: It is important for managers to demonstrate
Q18: When defining poor performance it is important
Q19: The coaching analysis assumes that unsatisfactory performance
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