Workforce Development

doi:10.1007/978-981-4560-58-0

Cited by 8 publications

References 166 publications

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Evidence on the Use of Mentoring Programs and Practices to Support Workplace Learning: A Systematic Multiple‐Studies Review

Giacumo¹,

Chen²,

Seguinot‐Cruz³

2020

Perf Improvement Qrtly

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entoring is described as a method to develop skills and knowledge for professional and career growth in academia as well as private-sector, government, nongovernmental, and nonprofit organizations. While mentoring has different contextual dimensions, its core foundation lies in the relationship between mentor and mentee (also referred to as protégé); it also involves the mentor's psychosocial support and ability to impart knowledge and skills to help the mentee make valuable professional connections and to offer the mentee access to career-development opportunities not previously accessible (Noe, 1988; Ragins & McFarlin, 1990). Mentoring promotes the transfer of knowledge, skills, and organizational acumen from a more experienced employee to a less experienced employee. "Organizations engage in mentoring for a number of reasons, many of which relate to the need to cultivate or manage knowledge and relationships" (Zachary, 2005, p. 2). Mentoring relationships can be formal or informal and are not limited to a specific area or geographic locations. In the workplace, mentoring can be used to cross the boundaries of diversity in gender, race, culture, and generation. It can be a cost-effective and often fluid method for developing employees outside of a classroom environment.

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