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Mentoring: Pros and Cons for HRM
Author(s) -
Ehrich Lisa Catherine,
Hansford Brian
Publication year - 1999
Publication title -
asia pacific journal of human resources
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.825
H-Index - 33
eISSN - 1744-7941
pISSN - 1038-4111
DOI - 10.1177/103841119903700307
Subject(s) - mentorship , variety (cybernetics) , human resource management , human resources , public relations , government (linguistics) , business , career development , knowledge management , resource (disambiguation) , psychology , management , political science , sociology , medical education , pedagogy , computer science , medicine , economics , linguistics , philosophy , artificial intelligence , computer network
Mentoring has received considerable coverage in recent decades and this is evident by the proliferation of research and popular literature covering the topic. It has been hailed as an important human resource management strategy, a career tool, and a workplace learning activity for men, women and minority groups in a variety of organizational settings such as hospitals, large corporations, schools, universities and government departments. In this puper we review the literature on this ubiquitous yet elusive concept. We begin by exploring what is meant by mentoring, the functions of mentors, three differ ent categories of mentorship, and the benefits and hazards for the mentor, mentee and organization. In the final part of the paper we highlight some of the implications of setting up a formal mentoring program for human resource managers.