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Presented by-
Prakash N 250
Vivek Kumar 187
Yarroju Srimannarayana 278
Vishak John Thomas 168
Chirantan Ghosh 190
What is Coaching and mentoring
Coaching means educating,
instructing and training subordinates.
coaching focuses on teaching shorter-
term 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 developmentThe Individual
• Accept responsibility for your own
career.
• Assess your interests, skills, and
values.
• Seek out career information and
resources.
• Establish goals and career plans.
• Utilize development opportunities.
• Talk with your manager about
your career.
• Follow through on realistic career
plans
The Manager
• Provide timely performance
feedback.
• Provide developmental
assignments and support.
• Participate in career
development discussions.
• Support employee
development 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 StagesEstablishment Stage
Advancement Stage
Maintenance Stage
Withdrawal Stage
Managing Promotions
Making promotion decisions
Decision 3: Is the Process Formal or Informal?
Decision 1: Is Seniority or Competence the
Rule?
Decision 2: How Should We Measure
Competence?
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 seriesof integrated systems of
recruitingperformance managementmaximizing 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 performanceas a unique source of competitive advantage
To empower employees:Cut down on high turnover ratesReduce the cost of constantly hiring
new people to train