Mentoring Program

Over the last 50 years, mentoring program has been largely emphasized in almost all sectors of the organization, different researchers has proved through their research that mentoring program has brought some or the other kind of a change in an employee as an individual and organization as a whole.. The concept of mentoring is back old during the times of ancient Greek literature, when a story “The odessy” written by horner, highlighted the importance of mentoring. In this story, odessy told his friend, a mentor and a guide to teach his son about the important tips of handling challenging lifestyles before he left for Trojan war. Traditionally a mentor was an old man with experiences, who was trusted to guide and teach young man with less experiences

Within mentoring relationships, mentees develop and learn through conversations with more experienced mentors who share knowledge and skills thatcan be incorporated into their thinking and practice.” (Wong & K. Premkumar, 2007)
2.1 Mentoring in an organizational context
. In formal mentoring organizations provide set of guidelines to the mentor and the mentee and they are informed of the goals and purposes of the program. Whereas in an informal mentoring program no goals and purpose are defined by the organization but rather mentor and mentee discuss informally about work related issues
2.1.2 Types of Mentoring
The mentor and mentee relationship is interpersonal, however how organizations channelized this relationship depends upon them.Researchers has developed different types of mentoring over the past few years. A formal mentoring program is designed, maintained,implemented and checked by the organization. Usually in formal mentoring program, the mentors are senior supervisors or managers who act as a role model and is knowledgeable and experienced person in an organization. They are the source of motivation for the mentees and they encourage teamwork in an organization.Conversly. In an informal mentoring program, the relationship is built on the bases of achieving certain demands. Such relationship last for

Murray and Owen has identified various benefits of mentoring program which includes productivity, efficiency, motivation of the senior employees and improved strategic and succession plan (1991). Hansford et al. (2003) found many beneficial outcomes in his research, the most frequently cited were collaboration and networking. Other related benefits includes personal satisfaction, career advancements and enjoyment and challenge at work for both mentor and