Actual problems of developing a mentoring system at industrial enterprises in Russia

The authors prove that in modern conditions the demand for such personnel technology as mentoring in the workplace is growing. The reasons underlying this are as follows: the mentoring system cost is less than the traditional methods of staff development (training, retraining, participation in seminars, etc.); retirement age increasing and the federal project implementation «older generation», contributing to the transition of older workers to the mentors category; theory development of the mirror neurons, «reverse mentoring» phenomenon, etc. Actual problems of the mentoring system development at Russian industrial enterprises are examined and solution directions are substantiated. One of the key proposals is the designing of mentoring training systems, which includes a competency level (soft skills development) and a technological level (professional mentors training in systems similar to TWI). The events on the exchange of experience of mentoring, motivation of mentors, providing for moral motivation (through raising the status of a mentor) and material motivation are justified. It is proposed to develop and adopt a professional standard in the field of mentoring, as well as develop a regulatory legal framework in the field of mentoring (changes in labour legislation, provisions of social partnership agreements, guidelines for mentoring, local acts of enterprises).

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