Mentoring: Pros and cons for HRM
Mentoring: Pros and cons for HRM
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指导：人力资源管理的利与弊
DOI：
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发表时间：
1999
期刊：
影响因子：
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通讯作者：
B. Hansford
中科院分区：
文献类型：
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作者：
L. Ehrich;B. Hansford
近几十年来，指导已经得到了相当多的报道，这是显而易见的，研究和流行文学的扩散提供给读者。它已被誉为一个重要的人力资源管理战略，职业工具，并在各种组织环境，如医院，大公司，学校，大学和政府部门的男性，女性和少数群体的工作场所学习活动。在本文中，我们回顾了这个无处不在但难以捉摸的概念的文献。我们开始探讨什么是指导，导师的功能，三种不同类别的指导，以及对导师，学员和组织的好处和危险。在本文的最后一部分，我们强调了一些建立一个正式的人力资源经理辅导计划的影响。
Mentoring has received considerable coverage in recent decades and this is evident by the proliferation of research and popular literature available to the reader. 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 organisational settings such as hospitals, large corporations, schools, universities and government departments. In this paper we review the literature on this ubiquitous yet elusive concept. We begin by exploring what is meant by mentoring, the functions of mentors, three different categories of mentorship, and the benefits and hazards for the mentor, mentee and organisation. In the final part of the paper we highlight some of the implications of setting up a formal mentoring programme for human resource managers.