Coaching and mentoring help employees develop both short-term job skills through coaching and navigate longer careers through mentoring. They benefit the coach, learner, and organization. For the organization, benefits include higher retention, competitive advantage, and optimal resource use. The coaching process involves preparing, planning, active coaching sessions, and follow up. Career management helps employees understand their skills and interests to use them effectively through exploration, establishment, development and fulfillment over their career lifespan. Employers play a role through development opportunities, feedback, and supporting employee plans.

1. Presented by-
Prakash N 250
Vivek Kumar 187
Yarroju Srimannarayana 278
Vishak John Thomas 168
Chirantan Ghosh 190

2. 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

3. 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

4. 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

5. Process of coaching
Four step process-
Preparing to coach
Planning
Active coaching
Follow -up

6. 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.

7. 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.

8. Roles in career development
The 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.

9. The Employer’s Role in Career
Development
Realistic job previews
Challenging first jobs
Career-oriented appraisals
Job rotation
Mentoring
Networking and interactions

10. Career Stages
Establishment Stage
Advancement Stage
Maintenance Stage
Withdrawal Stage

11. 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?

12. 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.

13. 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

14. 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

15. process

16. 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