A Guide to Mentoring – When HRs’ turn Mentors

By Published September 8, 2017
HR Skills

Mentoring – What it is?

Mentoring is ideally about shaping individuals in a way that they grow through a knowledge-sharing relationship. Mentoring might appear in bits and pieces as required by the mentee. It can take place through a common discussion between the mentor and the mentee on a variety of topics. At the workplace, mentoring is crucial for employees for a number of reasons:

  • To learn a new skill
  • To develop competency
  • To adapt to new roles and projects
  • To combat critical situations

HR Skills

Importance of Mentoring

In organizations, most often some employees seek professional assistance on various matters just from the first day they join. Some employees simply need to enhance their existing skills, and some require mentoring during critical work circumstances. Sometimes, employees just need to know where exactly they are going and mentoring is called for.

Need for HR to Master Mentoring Skills

There is a multitude of HR skills including communication, employee engagement, vision, patience, etc., which are found in most of the hiring executives to managers and leaders. Mentoring is one skill which is important to all the others. This is because effective mentoring has the power to transform the most unsatisfied employees into happy ones, develop their potential and bring out an innovative change in organization for the betterment of the brand. HR being the face of the every organization must hence learn to mentor as one of the essential HR skills to coach employees in the right direction.

Benefits of mentoring for HRs:

  • Experience of personal achievement after mentoring and shaping employees.
  • Becoming a better leader in HR.
  • Opportunities to grow in the HR career.

Benefits of mentoring for employees:

  • Build a healthy relationship with HR personnel.
  • Develop confidence in dealing with diverse workplace environments.
  • Ability to grow and innovate as a better team member, manager or leader.

Scope of mentoring

Mentoring can be done anywhere on the work premises. Mentoring can be done:

  • Within work stations
  • In HR conference halls
  • In groups
  • On personal basis
  • Ideas of topics for Mentoring Discussions
  • Skills and interests
  • Morals and values
  • Goals and competencies
  • Staying ahead in the organization
  • Stress management
  • Dealing with workplace conflicts
  • Maintaining work life
  • Job satisfaction
  • Management strategies to reach goals
  • Fitting at a new role or project
  • Developing positive work relationships

Responsibilities of Mentors

  • Demonstrate leadership
  • Act as a source of information and knowledge
  • Provide a safe environment to mentees
  • Maintain trust among employees
  • Encourage employees to come up with ideas
  • Aid to determine skill gaps
  • Work on employees’ strengths
  • Avoiding criticism

Mentor-mentee relationship is a sacred bond that can last for years if the trust, purity, and confidentiality are maintained between the two partners. When HR leaders work as mentors, they demonstrate themselves as parents of a family who uphold the responsibility to shape up every child in the best way and provide a solution to the child who seeks to mentor.

In today’s digitally advanced environment, recruiters and HR managers are occupied in finding the best talent from extensive resources. However, mentoring the workforce is equally vital to sustaining the productivity, and brand image of the organization. Mentoring not only provides support in career but also takes business culture to the next level.

HR leaders must begin the journey of mentoring as to self-reflect their professional accomplishments and lead by example.

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