Define mentoring and distinguish it from performance coaching. Assume you are responsible for mentoring of employees in a large organisation. Discuss how you will make mentoring a strategic function. Illustrate.

Mentoring and performance coaching are both crucial components of effective human resources management, each serving distinct purposes in the development and support of employees. While they share some common goals, they differ in their focus, approach, and objectives.

Mentoring:
Mentoring is a long-term, relationship-based process aimed at fostering the personal and professional growth of an individual. It involves a more holistic approach to development, where the mentor provides guidance, support, and advice to the mentee. The mentor often draws on their own experiences and knowledge to help the mentee navigate their career path, enhance their skills, and overcome challenges. Mentoring is not limited to job-related skills; it encompasses broader aspects of personal and professional development.

Performance Coaching:
Performance coaching, on the other hand, is a more focused and short-term process designed to improve specific skills or ____ ________ ________ ________ ______ ____.
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