Peer Coaching and Mentoring Policy and Procedure: ABC Organization

This assignment presents a comprehensive peer coaching and mentoring policy and procedure designed to address underperformance and enhance employee development within an organization. The policy outlines the steps from identifying underperformance to implementing peer-to-peer training and monitoring its effectiveness. It details procedures for record-keeping, mentor selection, training, and regular performance reviews. The policy emphasizes the role of the HR department in supporting the process, handling grievances, and ensuring the program's overall success. The goal is to create a repeatable process for improving employee performance, as reflected in business-wide KPIs. This policy focuses on providing a framework for peer-to-peer support, training, and ongoing monitoring, which will lead to the continuous improvement of the employee and the organization.

HR Policy No. # Peer Coaching and Mentoring
Objective
The policy intends to facilitate, through formal procedures, peer learning and knowledge
sharing among team members to enhance the overall growth and development of individual
employees and organizations using a common support and learning network
(ResourcingEdge, 2018).
Scope
The policy is applicable to all employees at ABC organization in the managerial cadre
Policy Details
 For all employees working together at the same level in the same department or
function, an employee identified as high-performing will coach a peer on his/her areas
of improvement under the guidance of the HR support team and team leader.
Procedure (Clark, 2020)
 An employee can avail peer mentoring after a detailed discussion with his/her
supervisor based on his/her performance reviews and determined improvement areas.
 The mentor would be chosen by the team leader and HR based on the previous
performance record and suitability to be a coach/mentor.
 The mentor and mentee would be provided with appropriate training for their
respective roles.
 HR will follow up periodically with the review and feedback forms at pre-determined
intervals.
 All mentoring related forms and documents shall be sent to the team leaders and kept
as a record in individual personnel files.
 An evaluation at the end of 6 months would be conducted to know the effectiveness
of the peer mentoring.
 Mentoring would be included as a KRA for the mentor while it would go as a career
development initiative by the mentee.
 In case of any grievance or withdrawal from the mentoring agreement, the mentor
and/or the mentee can approach HR who shall conduct due diligence and address the
grievance in a period of 4 working days

References
Clark, D. (2020). Your Career Needs Many Mentors, Not Just One. [online] Hbrascend.org.
Available at: https://hbrascend.org/topics/career-needs-many-mentors-not-just-one/
[Accessed 11 Feb. 2020].
ResourcingEdge (2018). Establish Effective Peer Mentoring Programs in the Workplace -
Resourcing Edge. [online] Resourcing Edge. Available at: https://resourcingedge.com/hr-
services/establish-effective-peer-mentoring-programs-in-the-workplace/ [Accessed 11 Feb.
2020].