Human Capital Review - Why should we establish mentoring or coaching in our organization?

In order to ensure the effectiveness of a programme, we need to understand the rationale underlying the decision. This understanding will significantly influence the way forward, as well as the nature of the programme. Furthermore, unless the sponsor, champions and entire design team have reached consensus on this first principle, the programme is doomed to fail.

Reasons for a mentoring or coaching programme	Underlying needs or benefits
Growing the internal talent pool	Organizational change, growth and development Medium and long-term benefits
Succession management	Organizational sustainability and growth Medium and long- term benefits
Employee engagement	Organizational sustainability and growth Short, medium and long-term benefits
Employee retention	Organizational sustainability and growth Short, medium and long-term benefits
Growing the external talent pool	Corporate social responsibility Organizational change, growth and development Long -term benefits
Multi – skilling and multi -tasking : Flexibility and adaptability Developing responsibility	Ability to meet the needs of a constantly changing business environment Change management Taking accountability Being responsible
Addressing Employment Equity requirements	Organizational change, growth and development Change Management
Role coaching Remedial coaching	Coaching for a specific role Unlearning behaviours and learning new ones Organizational change, growth and development
Academic mentoring	Mentoring in an academic environment

Setting up a mentoring or coaching programme can be quite a daunting task. This book provides a series of processes intended to guide and inform organizations that have never before set up a formal mentoring or coaching programme.

This book covers the following topics, with self-assessment activities.