PROSPECTS OF COACHING & MENTORING AS HRD INTERVENTION IN PAKISTAN: A CONCEPTUAL STUDY

Abstract

Purpose-Purpose of this conceptual study was to explore prospects of coaching and mentoring as a HRD intervention in the private sector organizations and government departments in Pakistan. This study was prompted by coaching and mentoring being an effective and efficient mode of employee development compared to traditional off-the-job classroom training programs. Methodology/Sampling-The study was based on comprehensive literature reviewed critically and the diverse factors affecting these two activities as tools of employee development identified including their prerequisites and possible barriers in the way of their introduction and application. The guidelines emerging from the relevant literature were used to make analysis of the internal and external organizational environments and Pakistani culture as a whole. Opinion on the national and organizational culture and other determining factors for the coaching and mentoring as HRD tool was based on wider observation and experience of the authors themselves. Findings-The study did not promise rosy prospects altogether. It concluded that factors like organizational and national cultures, line managers' attitude towards coaching and mentoring and the top managements' overall approach towards the human resource development did not favour introduction and practice of coaching and mentoring as HRD intervention in Pakistan; both private sector local organizations and government sector departments. Practical implications-The study is informative for the HRD practitioners who are ambitious in availing the contemporary HRD interventions including coaching and mentoring in Pakistan like society.