LITERATURE REVIEW (Mentoring as an internal talent development strategy)

Mentoring as an internal talent development strategy

Mentoring is somehow confused with supervision where the leaders tend to lead in a supervision manner. This is an important strategy where the executive is trained in how to mentor the employees and also how to identify and nurture new talents. Mentoring is where the executive such as managers and the senior management engage in training and development of employees such that there are mentoring programs. Mentoring not only develops new talents but it also ensures that the employees are well connected with the executives through knowledge transfer.

According to Brooks (2014), nowadays it is hard to hire qualified staffs that have several years of experience. Organizations are therefore looking for young graduates who have theoretical experience but not yet exposed to any work experience. They then undergo a training program and a graduate mentorship which ensures that they are equipped with the necessary skills necessary for performing their roles and duties in the company. This mentorship involves having a formal orientation program and the training of what is expected of the new employees. However, mentorship doesn't stop at this point and every employee is entitled to mentorship even to the topmost management executive.

It is hard for employees to hire talent and therefore they will always seek ways that will create the required talent in the organization. This can be through providing the necessary opportunities to receive the experience required. There are other methods that can be involved, for instance, technology has improved the manner in which learning and development are done, and there are different learning tools such as MOOCs and Webinars where the employees can gain the skills as they perform their normal work. Face to face programs can also be important (Brook, 2014). These may include seminars and also workshops where there is classroom discussion and the trainees are able to ask the questions necessary to quest their knowledge.

According to Bryant (2012), executive coaching is done on mentorship with an aim of helping the executive understand its importance. This includes sharing their experiences with other employees. This helps them understand the mistakes that are done to form an insightful venture on the importance of learning from other people's mistakes. It also includes involving the trainees in negotiation and decision making which exposes them to new experiences.

Bryant (2012), points out that when managers undergo mentorship training to understand the opportunities that exist in the organization and also they are able to identify potential talents that exist in the organization. It also helps the management to take their leadership to another level that requires maintaining skills and talent in the organization. Mentorship also allows the company to cut the costs of training often where they are able to control the employees and also the materials that will be used for the learning processes.

In conclusion, a mentorship is an important tool for developing new talent in an organization and can be used for creating experiences for the employees and also the management will be actively involved in the empowerment process. The employees will also understand the challenges that exist in the industry and how they can evade these challenges. Employees require motivation in order to increase productivity and mentoring ensures that they are constantly motivated. Employees with the necessary skills also have high productivity and they are able to increase the productivity of the company.

References

Brooks, N. (2014, September 1). Mentoring: An Effective Component of Talent