Work in a large organization from the outside may look very funny: employees are divided into groups, which, as a rule, are formed on the basis of functional duties. Accountants are friendly with each other, warehouse personnel form their own society, the sales department, which has to communicate with all groups at once - its own.

The coaching department and the personnel department stand alone. If the first three groups have obvious functionality for third-party view, then to the question why the trainers and the personnel department are not everyone will find the answer.

In addition, training managers and HR specialists are a characteristic feature of either "head" offices, or dibo for large regional divisions. Meanwhile, both the first and the second provide a certain minimum acceptable standards for the level of professionalism in the company.

Personnel department - forms the flow of candidates and the initial selection (until the moment of redirection to the supervisor). The main task of recruiting specialists is to find a potentially successful candidate on the basis of a resume and a short standard interview.

The trainer department is included after a suitable candidate passes through an initial interview with a human resources officer, and then approved by the direct supervisor (in this case, the supervisor).

The task of the coaching department is to create the prerequisites for the formation of professional skills in the new employee. This includes both introductory briefing and all further activities related to the "supervisor cycle". Again: the aforementioned two departments are the privilege of large branches and organizations.

In the overwhelming majority of cases in medium-sized organizations, the personnel department is represented in the form of an accountant-sitter who simply formalizes and issues / withdraws labor books, and the coaching function completely falls on the shoulders of the supervisor.

Often, such companies as ultius.pro, in order to reduce the regular costs of training, attract outside people or organizations professionally engaged in training and recruiting. Hired HR provides everything the same as a regular staff member and coach should do:
- formation of requirements for the professional profile of the candidate
- pre-selection of candidates
- training as sales representatives (introductory course, sales training, product training, etc.), and supervisors (management training, personnel assessment training, training in field work ...).
- control of residual knowledge.
- assessment of compliance for a particular position: assessment.

At the transfer, at least at the initial stage, of the training function to a third party, the employer gets access to proven effective methods and analytics. Recruitment agencies and business trainers, many companies, trust the training, selection and certification of their employees, since often the specialized services offered by professionals are significantly superior to quality at comparable or lower material costs.