Provides a perspective for creating a more formalized mentoring programme and for developing a culture of mentoring within an organization. Describes certain principles which are applicable to all such programmes, derived from interviews with those who have been mentors and proteges. Identifies two steps in the process of developing a mentoring programme: defining the organization′s need for mentoring; and designing and implementing the mentoring programme. Elaborates on the components of these two steps. Concludes that a healthy mentoring programme should involve people when they are needed, and use them appropriately in assisting personnel development.
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