What is Coaching and mentoring

 Coaching means educating,

instructing and training subordinates.
coaching focuses on teaching
shorterterm job related skills

 Mentoring means advising, counseling

and guiding. It helps employees
navigate longer term career hazards
Importance of
coaching/mentoring
 Benefits to the Coach or Mentor
- Increased job satisfaction
- Further enhancement of their own skill level
- Enhanced skill in problem analysis and strategic
thinking
- Develops self-esteem

 Benefits to the Learner

- increases self-confidence and self-esteem
- Promotes professional career growth
- Enhances skills
- Identifies weak areas and turns them into potential
successes
- Enhances problem analysis
Importance of
coaching/mentoring
 Benefits to the Organization
• Higher employee retention
• Competitive advantage with more
skilled and well-performing employees •
Increased skill set and knowledge
levels of the people
• Greater chances of attaining goals
• Optimum utilization of human resources
• Enhancement of communication within
the organization
• Strengthening of company culture and
ethics
Process of coaching
Four step process
Preparing to coach

Planning

Active coaching

Follow -up

The Basics of Career

Management
 Career
◦ The occupational positions a person has had
over many years.
 Career management
◦ The process for enabling employees to better
understand and develop their career skills
and interests, and to use these skills and
interests more effectively.
 Career development
◦ The lifelong series of activities that contribute
to a person’s career exploration,
establishment, success, and fulfillment.
The Basics of Career
Management
 Career planning
 ◦ The deliberate process through which
someone becomes aware of personal skills,
interests, knowledge, motivations, and other
characteristics; and establishes action plans
to attain specific goals.
 Careers today
◦ Careers are no simple progressions of
employment in one or two firms with a single
profession.
◦ Employees now want to exchange
performance for training, learning, and
development that keep them marketable.
Roles in career development
The Individual
The Manager
• Accept responsibility for your own
career. • Provide timely performance
feedback.
• Assess your interests, skills, and
values.
• Provide developmental
• Seek out career information and assignments and support.
resources.
• Participate in career
• Establish goals and career plans. development discussions.
• Utilize development opportunities.
• Support employee
• Talk with your manager about development plans.
your career.
• Follow through on realistic career
plans
The Organization
• Communicate mission, policies, and procedures.
• Provide training and development opportunities.
• Provide career information and career programs.
• Offer a variety of career options.
The Employer’s Role in Career
Development
Realistic job previews
Challenging first jobs
Career-oriented appraisals
Job rotation
Mentoring
Networking and interactions
Career Stages
Establishment Stage

Advancement Stage

Maintenance Stage

Withdrawal Stage
Managing Promotions
 Making promotion decisions
Decision 1: Is Seniority or Competence the Rule?

Decision 2: How Should We Measure

Competence?

Decision 3: Is the Process Formal or Informal?

Decision 4: Vertical, Horizontal, or Other?

Managing Transfers
 Employees’ reasons for desiring transfers
◦ Personal enrichment and growth
◦ More interesting jobs
◦ Greater convenience (better hours, location)
◦ Greater advancement possibilities
Employers’ reasons for transferring
employees
◦ To vacate a position where an employee is no
longer needed.
◦ To fill a position where an employee is needed.
◦ To find a better fit for an employee within the firm.
◦ To boost productivity by consolidating positions.
Retirement
 Retirement
◦ The point at which one gives up one’s work,
usually between the ages of 60 and 65.
 Preretirement practices
•Explanation of Social Security
benefits
•Leisure time counseling
•Financial and investment
counseling •Health
counseling
•Psychological counseling
•Counseling for second careers
What is talent management?
 ◦ Talent Management is the automated
end to end process of planning,
recruiting, developing, managing and
compensating employees throughout
the organization
 Talent management includes a series of
integrated systems of
recruiting
performance management
maximizing employee potential
retaining people with desired skills and
aptitude
process
Purpose of talent
management
 To compete effectively in a complex
and dynamic environment to achieve
sustainable growth
 To develop leaders for tomorrow from
within an organization
 To maximize employee performance
as a unique source of competitive
advantage
 To empower employees:
Cut down on high turnover rates
Reduce the cost of constantly hiring
new people to train