MENTORING AN INTEGRATED SUSTAINABLE LEA
MENTORING-AN INTEGRATED SUSTAINABLE LEARNING IN AN ORGANISATION
AUTHORS:
1) Rachna Chandan, Asst. Professor, BCIHMCT
Contact No. : +91-9717017843
Email id: rachna@bcihmct.ac.in
2) Sunita Badhwar, Asst. Professor, BCIHMCT
Contact No. : +91-9891477508
Email id: sunita@bcihmct.ac.in
3) Prem Prakash, Asst. Professor, BCIHMCT
Contact No. +91-9818005418
Email id: premprakash@bcihmct.ac.in Banarsidas Chandiwala Institute of Hotel Management and Catering Technology,
(A NAAC accredited Institution, Affiliated by Guru Govind Singh Indraprastha University, and Approved by AICTE, Govt. of India, New Delhi) Chandiwala Estate, Maa Anand Mai Marg, Kalkaji, New Delhi-110019
ABSTRACT
Most of the organizations are facing the problem of retaining their talent and global brain drain. It can be believed that retaining employees in the organization has become an immense challenge for them. And in this regards mentoring/coaching is emerged as the finest tool which will help to implement the succession planning and retention management.
Mentoring the employees at frequent interval can be a decision determined by organizational-core competencies as well as position-specific competencies. A systematic mentoring process will steadily close the space between the current human resources and the leadership talent, which will eventually need to counter the forth coming business challenges
This study aim to look at mentoring and the role it plays in enhancing the knowledge management as a tool to share and transfer knowledge. It will also help to find out the difference or the similarities between mentoring and coaching. And will also give the expertise process of mentoring which develop the managerial skills and give the results in long-terms.
Key Words: Mentoring, Coaching, Organization
CONTENT
1. Introduction
2. Methodology
3. Definitions
4. The origins of mentoring and advent of coaching
5. Difference and similarities of mentoring and coaching
6. Types
AUTHORS:
1) Rachna Chandan, Asst. Professor, BCIHMCT
Contact No. : +91-9717017843
Email id: rachna@bcihmct.ac.in
2) Sunita Badhwar, Asst. Professor, BCIHMCT
Contact No. : +91-9891477508
Email id: sunita@bcihmct.ac.in
3) Prem Prakash, Asst. Professor, BCIHMCT
Contact No. +91-9818005418
Email id: premprakash@bcihmct.ac.in Banarsidas Chandiwala Institute of Hotel Management and Catering Technology,
(A NAAC accredited Institution, Affiliated by Guru Govind Singh Indraprastha University, and Approved by AICTE, Govt. of India, New Delhi) Chandiwala Estate, Maa Anand Mai Marg, Kalkaji, New Delhi-110019
ABSTRACT
Most of the organizations are facing the problem of retaining their talent and global brain drain. It can be believed that retaining employees in the organization has become an immense challenge for them. And in this regards mentoring/coaching is emerged as the finest tool which will help to implement the succession planning and retention management.
Mentoring the employees at frequent interval can be a decision determined by organizational-core competencies as well as position-specific competencies. A systematic mentoring process will steadily close the space between the current human resources and the leadership talent, which will eventually need to counter the forth coming business challenges
This study aim to look at mentoring and the role it plays in enhancing the knowledge management as a tool to share and transfer knowledge. It will also help to find out the difference or the similarities between mentoring and coaching. And will also give the expertise process of mentoring which develop the managerial skills and give the results in long-terms.
Key Words: Mentoring, Coaching, Organization
CONTENT
1. Introduction
2. Methodology
3. Definitions
4. The origins of mentoring and advent of coaching
5. Difference and similarities of mentoring and coaching
6. Types
References: BIBLIOGRAPHY Adkins Homer Burton (1892-1949) -Mentoring: A Panacea for sustainable growth & Development” http://basicresearchwithjenlee.blogspot.com/ Deans Franc, Oakley Louise (January 2006) –“Coaching and Mentoring for Leadership Development in Civil Society” International NGO training and research centre Golden Cynthia, (2006) EDUCAUSE-“Cultivating Careers: Professional Development for Campus IT” Hale, R. (2006) ‘Lessons Out of Africa- The Importance of Mentoring’, EzineArticles 12 July Jennifer Ehidiamen(2009) “Mentoring:A panacea for sustainable growth and development”-, an essay submitted to Afrigrowth foundation Kay David, Hinds Roger (2002) “A Practical Guide to Mentoring” Lupi Anne Marie Zammit, Simmonds David,-“The matching process in e-mentoring: a case study in luxury hotels”- Emerald Group Publishing Limited MENTOR/National Mentoring Partnership. (2006). Mentoring in America 2005: A snapshot of the current state of mentoring. Alexandria, VA. Metros E. Susan, Yang Catherine(2006), The Importance of Mentors, the Ohio State University Mavuso Michael Abby (March, 2007) “Mentoring as a knowledge Management tool in organizations Murray,B. (1998) “Psychologist takes a Taoist approach to Mentoring”, APA Monitor, 29 (11).http://www.apa.org/monitor/nov98/tao.html Murray Margo (2001) “Beyond the Myths and Magic of Mentoring: How to Facilitate an Effective Mentoring Process”. Porter Michael E. (2000)-“Organization for Economic-cooperation and Development. Working Group on innovation and technology policy” Spencer, R Watson Steven A (October 9, 2003) “Mentoring helps new managers gain skills and confidence” Weingartner, Carl, (2009) Principal Mentoring, A Safe Simple, and Supportive Approach Whitmore, j. (2006) ‘The challenge for the coaching profession’, Coach & Mentor (Journal of the Oxford School of Coaching and Mentoring) Young, P., Sheets, J., & Knight D., (2005) Mentoring Principals, Frameworks, Agendas, Tips