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