Coaching and Mentoring For Enhanced Learning of Human Resources in Organizations: (Rapid Multiplication of Workplace Learning to Improve Individual Performance)

Abstract

Coaching aims to enhance “self propelling force” of an individual to work effectively. Whereas, the mentor has
expertise to guide and influence other individuals in a positive way, that leads to the development of an employee’s career in an
organization. They both have positive impact on individual performances that is the reason coaching and mentoring is
considered to be an important part of new practices of management. They “inspire” and “empower” employees, to gain
organizational commitment, boost up the productivity level that leads to organizational success. This research paper aims to
differentiate coaching and mentoring and acknowledge the impact of its practices on organizational performance and on
employees’ workplace learning. The current research attempted to investigate the aim, style, goals and focus of coaching and
mentoring and its mechanism for improved individual performance. Researchers have presented two major conceptual models
of coaching and mentoring. First model comprehensively characterize strategic differences between two practices, whereas the
second model explains the premeditated collision of said two practices with organizational performance.