Employee Reward and Development Essay Example | Topics and Well Written Essays - 1500 words - 1

Employee Reward and Development - Essay Example al., 2004). With this concern, there are many approaches that are accessible in the field of human resource management such as coaching or mentoring, e-learning or blended learning, management or leadership development. Furthermore, HR practices of organisations are implementing the various approaches of employee development since it has been identified as a supporting and motivational component for employees to provide high performance in organisation (Stewart, 1999). With regards to this, the aim of the paper is to identify the concept of coaching or mentoring approach among the existing various approaches. It also includes the argument for and against the chosen approach with the assistance of academic literature and research reports. In addition, the paper provides the challenges and issues related with the coaching in order to measure the effectiveness of the approach which in turn endow with the effective evidence to achieve the objectives of an organisation. Concept of Coachin g and Mentoring Coaching and mentoring are considered as the two employee development methods that foster the ability of an employee in order to improve behaviour and level of the performance. The concept of coaching and mentoring are similar. However, the processes of each other are creating differentiation between them (Brooks, 2006). Coaching tends to be recognised as more task-oriented, skill focused and time-bound. On the contrary, mentoring is more focused on ‘open-ended personal development’. The process of coaching deals with instruction, discussion and guidance which are provided by the coach to the coached person. Whereas, the process of mentoring takes place through a conversation that assists the mentee in order to learn from the mentor (Deans & et. al., 2006). Coaching and mentoring programs are playing significant roles amongst employees and organisations as these programs help to establish a connection between organisational goals and objectives. At the s ame time, they are also concerned about personal development requirements of individual employees. Therefore, coaching and mentoring can be measured as ‘two way relationship’ with both the organisation as well as the employee in order to gain adequate benefits (Whitmore, 2002). Growing Application of Coaching As an Employee Development Process Compared To Others Source: (Jarvis & et. al., 2004). With a purpose to show the growing application of coaching in order to develop the performance and productivity of the employee and the organisation, the above figure has been extracted from the survey report of Chartered Institute of Personal and Development (CIPD). It can be identified from the above figure that the application of formal classroom-based training with regard to the employee development is in recent times becoming a rarity in an organisation. HR practices are applying much highly developed and effective technique for the betterment of the employees which in turn assist an organisation to progress in the path of