Return to search

Formal mentoring system in Taiwan

Many researches have proved that mentoring relationship has positive effects on individuals and organizations. In past, the mentoring relationship in organization is informal, but more firms take mentoring into formal system. This research want to understand how the formal mentoring system be implemented in Taiwan and it bring about what effects for human resources development in order to find the general methods for other firm to refer to.
In this research, we use a case study approach and employ the in-depth interview technique which includes five firms which implement formal mentoring system as the research samples. Moreover, by using domestic and international references, we can draw out the methods and effects.
This research concludes the following results by interview materials and literary: the goal of formal mentoring system is not only for training new employees but also the assistant system for more important strategic goals; managers take the responsibilities of selecting appropriate mentors for new employees; although managers interfere with the matching process, with the organizational culture, there is no negative mood exert; organizations don¡¦t play a role in the communication process, but filter in the process of selecting and matching to control the interact between mentor and protégé, even develop long-term friendship; mentors will monitor protégés by document records and report anytime; organization will evaluate mentor and mentoring relationship to adjust the problem; otherwise, reward system won¡¦t influence the mentors¡¦ involvement.
The effects of mentoring to human resources development include mentors¡¦ career development and psychological satisfaction but without covering promoting. For protégé, mentoring system is helpful for career development, problems solving and building communication network. At last, for organization, there are plenty of researches for it, including delivering information, making employees¡¦ psychology stable, proving the employee¡¦s ability and moreover raising the organizational competitive power.
Date27 June 2006
CreatorsChiang, Pei-chun
ContributorsJin-feng Uen, Liang-chih Huang, Shyh-jer Chen
Source SetsNSYSU Electronic Thesis and Dissertation Archive
Detected LanguageEnglish
Rightsnot_available, Copyright information available at source archive

Page generated in 0.0018 seconds