Employee Coaching Form Template for Saudi Arabia

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Key Requirements PROMPT example:

Employee Coaching Form

"I need an Employee Coaching Form for our Saudi-based technology startup that focuses on positive performance development and aligns with our fast-paced, innovative culture while ensuring compliance with local regulations."

Document background

The Employee Coaching Form is a essential tool for organizations operating in Saudi Arabia to document and track employee development and performance improvement initiatives. This document is designed to be used during formal coaching sessions, whether for regular performance enhancement, addressing specific workplace challenges, or supporting career development goals. The form ensures compliance with Saudi Labor Law requirements regarding employee development and documentation while incorporating best practices in performance management. It includes sections for recording coaching objectives, action plans, and follow-up commitments, providing a clear framework for both coaches and employees. The document supports organizations in maintaining proper records of employee development efforts, which is particularly important in the Saudi business environment where systematic documentation of employee-related processes is required for regulatory compliance.

Suggested Sections

1. Employee Information: Basic details including employee name, ID number, department, position, and length of service

2. Coach Information: Details of the supervisor/coach conducting the coaching session

3. Coaching Session Details: Date, time, location, and type of coaching session (scheduled review, performance improvement, skill development, etc.)

4. Areas for Discussion: Specific topics, behaviors, or performance issues to be addressed in the coaching session

5. Current Situation Assessment: Detailed description of the current performance level or situation requiring coaching

6. Goals and Objectives: Clear statement of expected outcomes and performance standards to be achieved

7. Action Plan: Specific steps, timeline, and resources needed to achieve the stated goals

8. Employee Comments: Space for employee to provide their perspective and feedback

9. Follow-up Plan: Schedule and metrics for monitoring progress and providing additional support

10. Signatures and Acknowledgment: Formal acknowledgment of the coaching session by both parties

Optional Sections

1. Previous Coaching History: Summary of past coaching sessions and outcomes, used when there have been prior coaching interactions

2. Resource Requirements: Additional training, tools, or support needed, included when specific resources are required for improvement

3. Performance Metrics: Specific KPIs or measurement criteria, included for performance-related coaching

4. Cultural Considerations: Specific notes regarding cultural or religious accommodations, included when relevant to the coaching plan

5. Third-Party Involvement: Details of any additional parties involved in the coaching process, such as HR representatives or external coaches

Suggested Schedules

1. Appendix A - Performance Standards: Detailed description of relevant performance standards and expectations for the role

2. Appendix B - Training Resources: List of available training programs, resources, and development opportunities

3. Appendix C - Progress Tracking Template: Template for monitoring and recording progress against coaching goals

4. Appendix D - Relevant Company Policies: References to specific company policies relevant to the coaching areas

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

Relevant legal definitions

Clauses

Relevant Industries

Banking & Financial Services

Healthcare

Manufacturing

Retail

Technology

Telecommunications

Oil & Gas

Construction

Education

Professional Services

Hospitality

Government Services

Transportation & Logistics

Relevant Teams

Human Resources

Learning & Development

Performance Management

Operations

Training

Talent Development

Professional Development

Employee Relations

Organizational Development

Relevant Roles

Human Resources Manager

Learning & Development Specialist

Performance Management Coordinator

Department Supervisor

Team Leader

Operations Manager

Training Manager

Talent Development Specialist

Line Manager

Department Head

Executive Coach

HR Business Partner

Professional Development Coordinator

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