WELCOME TO OUR

PRESENTATION
 GROUP MEMBERS
Name ID Batch

Ariful Islam 2015210000166 41

SoyadMayazHasan 2015210000142 41

IsratJerinDolon 2016010000083 42

Abu Nasir 2015210000162 41

MehediHasanForhad 2015210000160 41
 TOPIC

Mentoring Relationship
MENTORING VIS-À-VIS COACHING,
TRAINING AND COUNSELING
 ROLES OF MENTOR

 Sponsor

 Teacher

 Devil’s Advocate

 Advocate

 Coach

 Adviser

 Counselor

 Broker
FUNCTION OF MENTORING
 Career Related or Career Support Functions

 Psychosocial or Emotional Support Functions

CAREER RELATED OR CAREER
SUPPORT FUNCTIONS

 Sponsorship

 Exposure and visibility

 Coaching

 Protection

 Challenging assignments
PSYCHOSOCIAL OR EMOTIONAL SUPPORT
FUNCTIONS
 Role Modeling

 Acceptance and confirmation

 Counseling

 Friendship
COMPARISON OF TRADITIONAL AND
CONTEMPORARY PERSPECTIVE OF MENTORING

 Traditional Mentoring

 Contemporary Mentoring
 ALTERNATIVE MENTORING MODEL

 Mentoring Circles

 Reverse Mentoring

 Consultant Mentoring

 Team Mentoring

 Peer Mentoring
 PHASE OF THE MENTORING
RELATIONSHIP .
 Initiation

 Cultivation

 Separation

 Redefination
 FORMAL MENTORING
RELATIONSHIP
 Directly connected

 Provide necessary trainings

 Brings measurable outcome

 Short term mentoring

 INFORMAL MENTORING

 Unspecified goals

 Interpersonal comfort

 No scope for training and support

 Long term monitoring

 INDIVIDUAL BENEFITS
 For both Mentors and Protégé

 Job satisfaction and quality of life

 Faster adjustment

 Higher job and career satisfaction

 ORGANIZATIONAL BENEFITS
 Retention of high performers

 Reduced employee turnover

 Develop employees skills and knowledge

 STAGES OF DESIGN AND
IMPLEMENTATION OF FORMAL
MENTORING PROGRAM
 Several organization has developed formal
monitoring

 There are 6 stages

 Proper structure
 BARRIERS TO MENTORING

 Contextual Problems:-These problems arise due to organizational

barriers and relate to issues of clarity of purpose or to the degree
of support provided by the organization for the programme and
the mentor-protege relationship

 Interpersonal Problems:- The reactions of people who are not

included in the mentor-protege relationships may result in
interpersonal problems with mentoring programmes

 Procedural problems:-These problems also arise when mentors

lack the necessary skills for effective mentoring
MENTORING RELATIONSHIP: A
STRATEGY HRM PROCESS

 Business objectives that mentoring helps to achieve include

career development of high potential employees, succession
planning, visibility for women employees, overcoming the
glass ceiling for women, and supporting diversity goals.
KEY ELEMENT OF SUCCESS
MENTORING RELATIONSHIP
 SPECIAL ISSUS IN MENTORING

 Women And Mentoring

 Special Mentoring Challenge

 Cross Gender Mentoring Relationship

 Workforce Diversity And Mentoring

 E-Mentoring
Thank You