Coaching and Mentoring on The Example of Trade Enterprises

Svijet više nije mjesto u kojem je dovoljno samo znati raditi određeni posao i imati radnike koji će poslušati sve što im se naredi bez prigovora. Kroz, otprilike, zadnja dva desetljeća svjetske organizacije su uvidjele kako im poslovanje neće opstati bez kvalitetnog vodstva, prilagođavanja potrebama klijenata i kupaca, a najviše kvalitetnih i efikasnih zaposlenika. Menadžment ljudskih potencijala postaje sve kompleksniji i zahtjeva puno više nego što je to bilo potrebno prije. Zaposlenicima je potrebno osjećati se sigurno i slobodno unutar organizacije. Bez toga poduzeća od njih ne mogu očekivati da će htjeti ostati na svom radnom mjestu i graditi karijeru unutar same organizacije. Zbog toga uvode se razni programi i sustavi potpore koji će zaposlenicima omogućiti brži i kvalitetniji razvoj u promjenjivoj okolini kakva je prisutna u današnjem svijetu, posebice onom poslovnom. Tu se javljaju koncepti mentoriranja i treniranja koji dobivaju na sve većoj važnosti. Rad, pojmovno i kroz trgovačka poduzeća IKEA i Lidl, obrađuje pristupe koji se očekuju od mentora i trenera u svrhu uvođenja novih zaposlenika u poslovanje organizacija te da im, ako je potrebno, pomognu pri rješavanju problema na poslu, ali i pruže podršku privatno. Osim toga, prikazano je i kako oni koji vrše obrazovanje i obuku zaposlenika dolaze do takve mogućnosti i kroz što sve moraju proći kako bi bili sposobni i spremni uopće pružiti takvu vrstu podrške i profesionalnog usmjeravanja. Kroz razvojne programe zaposlenika stječu se kompetencije koje pomažu poduzeću razviti bolje komparativne prednosti pred konkurencijom koja je sve oštrija i zahtjevnija najviše po pitanju prilagodbe zahtjevima klijenata i onima koji sudjeluju u poslovanju i razvoju poduzeća kao zajednice.The world is not the place where is enough to only be capable of doing a certain job and have employees who will listen to everything that is ordered without a complaint, anymore. Over the last couple of decades world organisations have realized that their business will not last without quality management, adjusting to the needs of clients and buyer and primerily without efficient workers. Human resources management is becoming more complexed and it demands a lot more than it did before. Employees need to feel safe and free in the organisation. Without that, it can not be expected of them to want to stay in their workplace and build their career in the organisation. Because of that many programs and systems of support are introduced which ensure that the employees have faster and better development in the changing environment that is present in today`s world, especially in the business one. With that come the concepts of mentoring and coaching which are becoming more important as years go by. This work deals with the approach which is expected of mentors and coaches to have so they can introduce the company to the new employees as well help them with resolving problems at work and also give them private support, if needed. All of that is also shown on the example of trade enterprises IKEA and Lidl. In addition, it is shown how the people who do the mentoring and coaching go through different stages of education to be capable and ready to even give that kind of support and professional guidance. With various development programs for the employees, a lot of competencies are aquired which help the organisation in developing better comparative advantages in front of the competition which is getting rougher by the day. It is also very demanding considering adjustment to the needs of the needs of clients and to those who are taking part in the company`s business and development as a comunity