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In today’s operating environment, the ability to compete effectively is key to all organizations, irregardless of the size and operating environment.

This has been necessitated by the increased levels of competition as well as globalization which have brought to light many competitors with varied strategies and plans.

Although the application of HR practices in small organizations is relatively informal, the practices are known to bring efficiency and economic use of resources if applied well.

In the HRM context, the number of employees is used to describe the size of the company firm. In this context, it is the number of employees that is used to describe the size of a company irregardless of other structures.

Therefore, the definition of a firm in terms of size is described as a complex affair generating many definitions. According to Wiesner and McDonald (2001), a small firm is one that employs between 20 and 99 employees, while medium to large firms employ over 100 workers. Custom Best Essay Writers For Hire Us

The Problem

Human Resource management is an emerging practice that is struggling to achieve its strategic position in the business world (Kaman et al., 2001).This is explained by the many studies that have been done to justify the need to transform the practice from personnel to strategic HRM and the need for the practice to stand as a strategic partner in the management of businesses today. Custom Best Essay Writers For Hire Us

The importance of coaching draws its strength in the strategic direction of operations. In order for an organization to achieve its set objectives, it is imperative that it equips all the employees with the requisite skills and techniques that are necessary to drive the company agenda (Armstrong 2006).

Sound coaching processes come in to serve this purpose, with a view of matching the organizational needs to that of the candidates being selected. This process is critical in succession planning in that through this; an organization is able to plan for its future through ensuring that it has a sound organizational succession plan.

This is also reinforced by the fact that the organizational is able to create a balanced workforce thereby safeguarding itself from legal actions on equal opportunity and diversity.

Industrial relations on the other hand seek to create harmony in the organization by creating a conflict free environment between the employer and the employee (Kaman et al., 2001).

These small firms are known to use personal intuition and informal means to project the future training needs of employees given that they rarely conduct formal needs assessments due to lack of resources or the lack of information that the formal processes exists. Custom Best Essay Writers For Hire Us

They use informal discussions and sharing of information as a way of gathering industry data and trends since they do not have the funds or are unwilling to use the formal techniques.

This call for a study like this to investigate the importance of coaching in these organizations, their impacts and the need to investigate the modes used to coach the employees in the small organizational set up.

Discussion

There are many definitions of small as well as medium size businesses. The definitions depend on revenue turnover, number of employees and the industry of operations. In many instances, small and medium size companies have rather been given less attention in the human resource studies despite the fact that the practices in these firms are not any different from those of big companies (Chandler & McEvoy 2000).

There is an emerging view that Coaching and Mentoring within business is still within the infancy of academic literature, however when looking at the available literature there is certainly a leaning towards the senior levels of management within the larger organisations in the business world this can be tied to the resources available  when the actual training available. Custom Best Essay Writers For Hire Us

Indeed in (Hudson-Davies, Parker and Byrom 2002) it is stated that “it was also found that these training and development opportunities were often not tailored to the needs of small retailers were too formal”. This gives an indication again that the trend is towards the higher levels of management and also the larger sectors within the business world.

I will be looking to evaluate current coaching and mentoring roles and whether there is suitability for these to develop and give flexibility to support the smaller manufacturing company that I am targeting my research benefits for.

The current literature carries a wide range of viewpoints, throughout this research I will look to pull out pertinent points which develops an understanding of where the strengths of the coaching and mentoring role can be applied to the smaller organisation and also where the gaps are. Theory will also be studied to understand how the application can be of benefit to the organisation. Custom Best Essay Writers For Hire Us

Broadly speaking the topic of coaching and in particular that of executive coaching has been brought about outside that of the traditional methods engaged in any other academic discipline e.g. Leadership Development which is perhaps the closest link into coaching which can be found.

The literature surrounding executive coaching is extensive, in the main focusing upon what the purpose of the role is and also what can be viewed as being best practice.

Still there appears to be gaps within this research as to which the important factors of coaching within an organisation are and which areas will provide the desired outcomes of the coaching strategy. After all, the reason an organisation wishes to put in resource for effective coaching is to gain a benefit back to the organisation (Kaman et al., 2001). Custom Best Essay Writers For Hire Us

To understand though what benefits this research can bring, it becomes apparent that the nature of the coaching in place, the coaches behaviour the strategies being employed what differences are there and what outcomes can be expected. This would show a level of distinction as to what expectations an organisation can require as an outcome of the effectiveness of the executive coaching being delivered.

In breaking into this field it has been important to embrace the other areas of the available literature, Leadership development, mentoring and motivation this has been important to gauge at what level does coaching have an impact. Custom Best Essay Writers For Hire Us

The term coaching has various guises; the most common understanding of coaching is that within the sports world. However, this paper will keep to the world of business. My understanding of executive coaching is whereby the learner is guided to learn, using techniques which unearths the learners own skills by self development and understanding.

Mentoring Versus Coaching

Like many organizations in a world of globalization and technological changes, the practice of employee coaching is being influenced by trends of work, dynamic technology and organizational growth. Mentoring has been defined as a relationship between an experienced and a less experienced person in which the mentor provides guidance, advice, support, and feedback (Harris, 2000)..

Mentoring nowadays is used a method of helping new employees to adopt to new organizational culture ,enhance personal and career development as well as avail new opportunities for employees traditionally engulfed in organizational barriers. Custom Best Essay Writers For Hire Us

Its benefits are not limited to work but can provide employees with opportunities for cultural awareness, appreciation, and the potential high performance (Harris, 2000).

A typical model is the apprentice learning from a skilled source. In the archaic days, it focused on career advancement within the larger organizational hierarchies but now the focus has shifted to other personal objectives.

The main difference between mentoring and coaching can be explained from various dimensions. From the academic point, Mentoring is the transfer of wisdom and has a mentee that takes an interest in their career path. The mentee is advised and guided by the mentor who has passed through the same process the mentor will guide and encourage the employee to attain full potential in an organization or in a career path (Hill and Stewart 2000).

Mentors work well if they are the immediate superiors of the individual while in some cases guidance is provided by top managers in the organization. Coaching on the other hand is very specific for passing of skills to the employee.

It is defined as a transfer of skills and a one on one development of the trainee’s own knowledge and thought process (Hill and Stewart 2000). It gives more emphasizes to the development of employee and group skills by creating an environment which encourages and uplifts the coachee morale.

Coaching is more on personal levels and is repeatedly undertaken
until the desired results are achieved.