Current Employment Trends and Their Implications for Business, Society, and Individuals
February 12, 2025
The previous article on personality briefly discussed how organizations and the HRD function determine the fit between the employee and his or her role. This article looks at this topic in depth with specific reference to the role of the HRD function and the managers in this alignment. For starters, whenever an employee is hired, […]
What is Employee Ghosting? In recent months, a new term has entered the parlance of HR (Human Resources) professionals worldwide and that is Employee Ghosting. This term refers to the practice of prospective applicants and potential employees not “showing up” after being recruited, or not attending the final stages of the interview process after being […]
The most valuable asset of any organization is its personnel and the most crucial driving force for any person is his or her level of morale and motivation. A highly motivated person carries the energy and enthusiasm required to push the projects ahead and reach the pre-determined goals. For any organization, if talented employees are […]
A competency framework is a comprehensive structure which describes different competencies with its specific set of behavioral indicators and measurement criteria. Most of the organizations have their own distinct set of competency framework which is in alignment to their visions and mission and long and short term organizational goals. There are certain clear benefits of […]
First things first! Before we jump on to discuss how critical it is to attract and retain talent and how your employer brand is significantly connected with it, let’s understand the term ‘open talent economy’. Coined by Deloitte, open talent economy is a way to work or conduct business in a borderless and technology-enabled market. […]
Mentoring is one of the most effective career development program these days. In India it is gaining popularity even among SMEs (Small medium enterprises). It is in fact one of the better ways to foster relationship within individuals across the organizational hierarchy.
Mentoring is a process of developing formal relationships between junior and senior members of the organisation, in certain cases mentoring also takes place between peers. In other words it is a process of developing relationships between more experienced members of an organisation and the less experienced ones for transfer of knowledge and skills. These associations are developed with the intent of developing career functions. For example, coaching, sponsorship, protection to peer, challenging assignments, introduction to important contacts and resources are certain ways in which mentoring may happen.
Mentoring is also targeted to psychological functions; role modeling, counseling, benchmarking individual practices are various ways in which the latter is achieved. It is no doubt an important tool that apart from employee development also leads to increased job satisfaction, organsational dedication and career achievement.
The process of mentoring works both ways i.e. it benefits both the parties, the mentor and the mentee. It increases the job involvement and satisfaction of the mentor. In case of the one mentored, he feels valuable, the job satisfaction increases and there is essentially a transfer of knowledge and skills.
Lots of organisations are using mentoring programs as means of career development. Federal express, bank of America and Merrill lynch are some organisation that have formal mentoring programs in place. Bank of America for example has developed quad squads which comprises of a mentor and three mentees (also called as protege for ‘males’ and ‘protegee’ for female). Many organisations have also developed like to like mentoring relationships (for example Anglo-Indian mentors with Anglo-Indian mentees).
Mentoring requires an exercise of great wisdom, caution and expertise on the part of the mentor. There are many techniques that are used these days, some of which have been briefly explained below:
For mentoring it is important to understand the learning requirements and the style of the mentee. An inappropriate mentoring methodology can act reverse. As mentioned at the beginning of the write up, you require great deal of expertise for the mentoring process. Handle with care is the mantra!
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