Part 1: By completing this unit, you should now be able to understand the concept and purpose of management coaching and mentoring (Learning Outcome 1)
• Describe how the differing roles of coaching and mentoring can support the development and management of the organisation’s human resources. You should include an evaluation of the differences between coaching and mentoring.
Illustrate your answers with examples from your own workplace where possible.
(Indicative word count: 600 – 700)
Assessment Criteria:
1.1 Describe the purpose of coaching in human resources development
1.2 Describe the role of mentoring in management
1.3 Evaluate the difference between coaching and mentoring
Part 2: By completing this unit, you should now be able to:
determine the use of management coaching as a tool in human resources development (Learning Outcome 2)
determine the use of management mentoring as a tool in human resources development (Learning Outcome 3)
• Evaluate the benefits of successful coaching and mentoring programmes in the performance management of teams and individuals, and the organisation as a whole.
Illustrate your answers with examples from your own workplace where possible.
(Indicative word count: 700 – 900)
Assessment Criteria:
2.1 Evaluate the benefits of coaching in performance management
3.1 Evaluate the benefits of mentoring in performance management
Part 3: By completing this unit, you should now be able to:
determine the use of management coaching as a tool in human resources development (Learning Outcome 2 continued)
determine the use of management mentoring as a tool in human resources development (Learning Outcome 3 continued)
• Explain the contribution of both coaching and mentoring in team learning.
Illustrate your answers with examples from your own workplace where possible.
(Indicative word count: 600 – 700)
Assessment Criteria:
2.2 Explain the role of coaching in team learning
3.2 Explain the role of mentoring in team learning
Part 4: By completing this unit, you should now be able to understand the relationship between coaching and mentoring and organisational objectives (Learning Outcome 4)
• Analyse the roles of a manager firstly as a mentor and secondly as a coach in developing teams and individuals and contributing to performance management processes.
• Explain the
• linkages on the achievement of organisational objectives if an organisation were to adopt a culture of coaching and mentoring.
Illustrate your answers with examples from your own workplace where possible.
(Indicative word count: 600 – 700)
Assessment Criteria:
4.1 Analyse the role of a manager as a coach
4.2 Analyse the role of a manager as a mentor
4.3 Explain how coaching and mentoring is linked to organisational objectives
Describe how you believe the knowledge and understanding you have gained from completing this unit will help you to develop yourself as a management coach and mentor in the future.