Performance coaching and mentoring are both gaining wider appeal with more companies starting to develop these skills in their staff by seeking training programmes and procuring external provision of these services. Sometimes these are delivered together. There is still a lot of confusion in the organisations about what coaching and mentoring are with the words used interchangeably. So let’s begin with what have now evolved as definitions of coaching and mentoring and how both disciplines are now applied at the top level. Coaching & Mentoring Coaching is a facilitative process, stimulating and challenging a coachee to new perceptions about their current issues (and goals) with a clear target in focus. A facilitative process means that the coach does not provide answers and solutions, but stimulates the coachee to find new and motivated thinking to meet their goals. By contrast, classical mentoring is a process of ‘show and tell’ but still concerned with current issues and future aspirations. Mentors are often colleagues or retired colleagues with considerable knowledge of the sector and the internal politics.

This scientific article wants to continue the study in the field of human resources by using existing variables and literature sources that will be used related to strengthen the findings of existing studies. In this article used graphic techniques are used. Analysts collect the necessary data from additional sources, analyze them, and, if necessary, modify them, additional data is used to collect information for research, books, research papers, articles, university documents, and the web is used to collect supporting data. The problem, intervention and comparison population framework (PICO) for evaluation was used to define study parameters. Coaching, mentoring programs, and performance management have been implemented with articles found from various existing literature, and described in this article, thus adding to three broader variables for other researchers to come. The results of this article provide an opportunity for other researchers to develop and use these three variab...

How do we define coaching and mentoring? What are the differences between them? What are the processes involved? Even though coaching and mentoring have a long history in different professions and countries around the world, no universal definitions of coaching and mentoring exist. There has been much debate by theorists and academics about the significance of coaching and mentoring, but more importantly about the differences and similarities between these two concepts. This paper explores how coaching and mentoring bring value to the life of coachees and mentees.

Although it is acknowledged positive mentor's influence to mentee's development, but not many researches were done to find personal and professional qualities that makes mentor to perform his or her functions better. The lack of such researches encouraged to carry out the research and to determine if the mentor's leadership competencies have an effect on performance of mentor's functions, i.e. to determine the correlations between the mentor's leadership competencies and the quality of mentor's functions performed. It was determined average strong, statistically significant linear positive correlation between mentor's leadership competences and the quality of mentor's functions performed. This correlation means that if mentor has stronger leadership competences, he or she performs mentor's functions better.