Workplace mentoring: Difference between revisions
GoingBatty (talk | contribs) m WPCleaner v1.33 - Repaired 1 link to disambiguation page - (You can help) - Occupation |
Gonzales5064 (talk | contribs) No edit summary |
||
| Line 1: | Line 1: | ||
{{Orphan|date=April 2014}} |
{{Orphan|date=April 2014}} |
||
'''Workplace mentoring''' is a “learning partnership between employees for purposes of sharing technical information, institutional knowledge and insight with respect to a particular [[Job|occupation]], [[profession]], organization or endeavor”.<ref>{{cite web|last=Tempest|first=Jolley|title=Vantage Financial Mentorship Training "Keys to Leadership"|url=http://tempestjolley.weebly.com/uploads/1/1/6/5/11654599/mentorship_training_manual11.pdf|accessdate=28 April 2014}}</ref> If this process is done correctly, the organization may reduce turnover and increase [[productivity]].<ref>{{cite book|last=Hansman|first=Catherine|title=Critical Perspectives on Mentoring: Trends and Issues|publisher=BiblioGov|location=Columbus|isbn=978-1240627271|pages=15–26}}</ref> It can be done in both ways, namely [1] Formal [[mentor]]ing and [2] Informal mentoring. Informal mentoring, the term itself extrapolates the meaning of being occurred informally, for instance a new employee is taken cared by a ‘seasoned’ employee voluntarily (i.e. providing career guidance). On the other hand, formal mentoring are being done formally as in the predecessors (staffs who are about to leave the organization soon) are required to transfer their knowledge to the selected employees to minimize the loss of Knowledge Management that is resided along with the predecessors. The following sections will elucidate the relationship between Workplace mentoring and Knowledge Management. |
'''Workplace mentoring''' is a “learning partnership between employees for purposes of sharing technical information, institutional knowledge and insight with respect to a particular [[Job|occupation]], [[profession]], organization or endeavor”.<ref>{{cite web|last=Tempest|first=Jolley|title=Vantage Financial Mentorship Training "Keys to Leadership"|url=http://tempestjolley.weebly.com/uploads/1/1/6/5/11654599/mentorship_training_manual11.pdf|accessdate=28 April 2014}}</ref> If this process is done correctly, the organization may reduce turnover and increase [[productivity]].<ref>{{cite book|last=Hansman|first=Catherine|title=Critical Perspectives on Mentoring: Trends and Issues|publisher=BiblioGov|location=Columbus|isbn=978-1240627271|pages=15–26}}</ref> It can be done in both ways, namely [1] Formal [[mentor]]ing and [2] Informal mentoring. Informal mentoring, the term itself extrapolates the meaning of being occurred informally, for instance a new employee is taken cared by a ‘seasoned’ employee voluntarily (i.e. providing career guidance). On the other hand, formal mentoring are being done formally as in the predecessors (staffs who are about to leave the organization soon) are required to transfer their knowledge to the selected employees to minimize the loss of [[Knowledge Management]] that is resided along with the predecessors. The following sections will elucidate the relationship between Workplace mentoring and Knowledge Management. |
||
=== '''History of Mentoring''' === |
|||
The concept of workplace mentoring has grown in many organizations. The original form is the idea that an experienced worker train the incoming new worker. |
|||
==References== |
==References== |
||
Revision as of 04:30, 21 November 2016
Workplace mentoring is a “learning partnership between employees for purposes of sharing technical information, institutional knowledge and insight with respect to a particular occupation, profession, organization or endeavor”.[1] If this process is done correctly, the organization may reduce turnover and increase productivity.[2] It can be done in both ways, namely [1] Formal mentoring and [2] Informal mentoring. Informal mentoring, the term itself extrapolates the meaning of being occurred informally, for instance a new employee is taken cared by a ‘seasoned’ employee voluntarily (i.e. providing career guidance). On the other hand, formal mentoring are being done formally as in the predecessors (staffs who are about to leave the organization soon) are required to transfer their knowledge to the selected employees to minimize the loss of Knowledge Management that is resided along with the predecessors. The following sections will elucidate the relationship between Workplace mentoring and Knowledge Management.
History of Mentoring
The concept of workplace mentoring has grown in many organizations. The original form is the idea that an experienced worker train the incoming new worker.
References
- ^ Tempest, Jolley. "Vantage Financial Mentorship Training "Keys to Leadership"" (PDF). Retrieved 28 April 2014.
- ^ Hansman, Catherine. Critical Perspectives on Mentoring: Trends and Issues. Columbus: BiblioGov. pp. 15–26. ISBN 978-1240627271.