Implementing Coaching and Mentoring in HR

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HR - IMPLEMENTING COACHING AND MENTORING
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Coaching
Coaching is a process that is defined in many aspects depending on the final objective.
The process strives at making employees better in their areas of specialization, thus a significant
increase in production at the organizations. Initially, coaching was viewed as a key program to
aid learning. A coach, preferably not within the same organization provides directions by giving
a neutral approach to an activity. However, in modern organizations, a coach can be selected
from within and successfully conducts the process (Law, 2013).
Mentoring
Mentoring is a process where experienced role models guide and support new initiators to
perfect and become better in respective fields. During the process the mentors also fund career
developments of the learners. In a more simplified terms, mentoring means the act of self-
actualization and joy which is acknowledged by considering the developments of an amateur
professionally and in general.
Similarities between coaching and mentoring
1. Mentoring and coaching both offer a reason towards an action, reflection and assessment
which at the end of the process learners improve in a way or another.
2. The two process, mentoring and coaching are linked to the efforts of organizational
adjustments to help and support workers give in and familiarize with the changes without
interfering with their personal lives.
3. Additionally, mentoring and coaching empower a person to generated problem solving
techniques by discussing and asking questions. Which means, these two process focus on

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developing a non-directive method for development of individuals without too much
instructions (Parsloe and Leedham, 2009). At least the learners get to know the best way to
make their performance better.
4. Lastly, mentoring and coaching facilitate in developing self-awareness in people which
contributes to effective decision making skills (Garvey, Stokes and Megginson, 2014).
Differences between coaching and mentoring
In terms of purpose, the process of mentoring assist workers to understand the cultural
activities practiced in any organization, ensure specialization in an area, give ideas, motivate
career activities most importantly and create a friendly environment for employees in conducting
their activities. Besides for the organization, the process serves in knowledge management
(Clutterbuck, 2008, p. 8-10). Coaching on the other hand, equip workers with skills and
competencies. It also helps employees to gain self-awareness and help them to cope with new
management styles, character towards achieving the organization goals and objectives.
Concerning individuals, mentoring process is adhered towards employee who are achieve
highly in any organization set up while coaching is for workers who perform below expected
standards.
Lastly in terms of time frame, mentoring process is an ongoing relationship conducted for a
long duration whereas coaching is done for a specific period. In particular, mentoring process
can run for a whole year with frequent assessment unlike coaching which can take for about six
months or less.

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Purpose of Coaching and mentoring.
Coaching has three key objectives. One, it assists the employer in achieving development
in professional field and also in terms of personality. The process facilitates the development of a
person through understanding, passing of information and training other peoples` experience
(Bachkirova and Kauffman, 2009). Coaching also assist in enhancing and improving the
development stages of person, learning and performance. (Connor and Pokora, 2012).
Mentoring is important for motivating and inspiring workers so that they can engage with
their bosses and everyone in the organization in the best manner. Moreover, serves the purpose
for beneficial resource for an organization. This means is guarantees several opportunities to
workers to share their knowledge and assign them role so that they employees can get motivated
and work accordingly. Notably, promoting a good communication and networking in the
organization during mentoring encourage both mentees and the mentors to have a better
knowledge and understanding about the organization (Downs and Adrian, 2012).
Key benefits of coaching for stakeholders
1. Some of the benefits of coaching for stakeholders include the following:
2. An organization is in a position to identify and tolerate the strong and weak areas of its
employees.
3. Employees increase their level of self-awareness.
4. Mentoring is also beneficial in knowing the impact of workers` behavior on one another.
This entail both positive effect over the employees` management skills and their relationship
with their bosses.
5. Coaching clarifies the responsibilities that every stakeholder is assigned in an organization.