This document discusses mentoring in human resource management. It defines mentoring as a training system where a senior employee acts as an advisor and counselor to a junior employee. Mentoring aims to provide support and feedback to help mentees improve their skills and advance their careers. There are different types of mentoring relationships including peer, group, formal/informal, and special project mentoring. The benefits of mentoring include greater career clarity, access to new networks and resources, and increased career success. Coaching differs from mentoring in that it is task-oriented and short-term, while mentoring is relationship-oriented and long-term.

1. MENTORING
HUMAN RESOURCE
MANAGEMENT

2. MENTORING DEFINATION
Employee training system under which a senior or
more experienced individual (the mentor) is assigned
to act as an advisor, counselor, or guide to a junior or
trainee. The mentor is responsible for providing
support to, and feedback on, the individual in his or
her charge.

3. MENTORING CONCEPT
• Mentoring is a relationship between two people with the
goal of professional and personal development.
• Mentors become trusted advisers and role models –
people .The goal is help mentees improve their skills and,
advance their careers.
• A mentoring partnership may be between two people
within the same company, same industry, or same
networking organization.
• The relationship should be based on mutual trust and
respect.

4. TYPES OF MENTORING
PEER MENTORING
• Mentor experience>mentee experience
• Mentor/mentee –similar age.

5. GROUP MENTORING
• Limited mentors and many potential mentees.
• Connects employees and advances learning in the
organization .
• Promotes diversity.

6. FORMAL /INFORMAL
MENTORING
• The formal mentoring relationship is often associated with
the monitoring programs of an organization designed for
the development of the employees.
• The Informal mentoring relationships are unplanned and
unstructured the organization is not involved in it.

7. SPECIAL PROJECT MENTORING
• In this a mentor helps to guide a protégé’s short term
project or task.
• It normally lasts for a few weeks or months .

8. ATTRIBUTES OF A MENTOR
• Ability and willingness to communicate what you know.
• Exhibits enthusiasm in the field .
• Approachability, availability and ability to listen .
• Values the opinions and initiatives of others.
• Willingness to share skills, knowledge and expertise.
• Demonstrate a positive attitude and act as a positive role
model .
• Provides guidance and constructive feedback.

9. BENEFITS OF MENTORING.
• greater clarity on life and career choices and their own
career goals
• new insight on the company's culture and organization
• different perspectives and cultural values
• the opportunity to develop new networks of contacts
• access to new resources
• greater career satisfaction and increased likelihood of
career success
• development in areas not typically address through
training or on the job

10. COACHING VS MENTORING
• Coaching is task oriented
.
• Coaching is short term.
• Coaching is performance
driven.
• Immediate feedback is
usually given by the
coaches.
• Coaching does not
requires a design phase.
• Mentoring is relationship
oriented.
• Mentoring is long term.
• Mentoring is development
driven
• Suggestions are usually
given.
• Mentoring requires a
design phase .

13. THANK YOU..
H U S N A FAT I M A
B U S H R A A N A M