Abstract
The ruthlessly competitive business environment and profound modifications in the nature of work in organizations continue to spur the search for ever more efficient and effective management of human resources. A formal and structured relationship between a mentor and a protege represents an alternative approach, or an original addition, to traditional training and career management. This article clarifies the concept of mentoring, describes its relevance in the current organizational environment, explains how to manage this learning process, and suggests a set of criteria for evaluating a formally defined mentoring relationship. © 1999 John Wiley & Sons, Inc.
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