Developing Coaching & Mentoring Programs In The Workplace

2635 words - 11 pages

Coaching and mentoring has been recognised as an ever more important function within the area of human resources. Programmes developed within these areas help employees to grow, develop and learn new skills from the guidance and direction of an expert in this field. Nowadays, organisations develop and implement coaching and mentoring programmes in line with the goals of the company with the professional development of its employees. It provides benefits for not only the employee but also the mentor and the company.
In developing a well structured coaching and mentoring plan, human resource management will need to build toolkits. These toolkits will be needed in implementing and enhancing already existing practices within the workplace. They will provide guidance to management including a brief introduction on the matter and a trouble shooting section with suggestions on to resolve the matter.

What is Coaching and Mentoring?
“Coaching and mentoring are learning relationships which help people to take charge of their own development, to release their potential and to achieve results which they value.”
Coaching and mentoring are two distinct workplace functions however they are related. These functions act as methods in retaining and developing talent. They also act in attracting talent to an organisation, as an effective tool in aiding and developing employee performance. Employees nowadays now look for these opportunities to help them establish the behavioural attitudes they feel need to be adopted within the workplace and how to have the right attitudes. Coaching and mentoring programs provide the trainee with real knowledge which will bridge the gap between educational theory and actual business practices. Mentors also grow into their mentoring positions by honing leadership skills and constantly networking with other coaching and mentoring professionals. In the most ideal coaching relationship, both parties learn from one another.
In isolation, coaching focuses primarily on performance and can be relatively short-term. Coaching can be carried out between the line manager and staff member. Coaching is deemed as the most popular type of people development and professional satisfaction. This function is used to help staff in acquiring specific knowledge or skills they need for their current role, to make significant changes in performance for areas within their role, or perhaps gain access to knowledge of the coach. It also intends to create awareness on developing reflection on self-development.
Coaching and mentoring also helps to boost employee morale and engages them more throughout the working day. By providing a supportive atmosphere, employee morale will increase and they will bring more loyalty to the company. This will help in reducing employee turnover and enhancing productivity. Companies need to analyse the high costs involved in high levels of employee turnover to determine the benefits of coaching and...

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