Mentoring needs and expectations of Generation-Y human resources practitioners: Preparing the next wave of strategic business partners
Abstract
As organizations prepare for the arrival of Generation-Y HR practitioners as the next
generation of strategic business partners in our 21st century workplaces, questions ignite
about Generation-Y’s values and aspirations, and how we can engage them in our workplaces.
At the forefront of organizational initiatives is mentorship which has resurged as a leading
employee development tool. The purpose of this paper is to: examine the benefits of
mentorship and the challenges and opportunities of Generation-Y engagement in the
workplace; present results from a study on mentoring needs and expectations of
Generation-Y HR practitioners; and; present a mentorship model built on collaboration and
an action research framework. Surveys, focus groups, and one-on-one interviews with 452
participants generated robust data on the needs and expectations of Generation-Y in the
formative years of their careers. Results are presented in the following thematic areas:
competency profile of effective mentors, framework for mentor-protégé working
relationships, anticipated outcomes of mentoring, approaches to learning and development,
e-mentoring, and protégés’ contributions to mentoring relationships. Findings reveal that
mentoring is vital to development of the competencies for senior HR accountabilities and for
understanding how HR fulfils strategic mandate. To achieve this mandate a five-phase
mentoring model is proposed with an emphasis on sparking synergy between Generation-Y’s
personal values and organizational objectives. The need for mentorship programs with a
strategic orientation is timely as HR continues to assert its leadership presence at the
boardroom table and prepares the next generation of HR practitioners under whose leadership
global communities will thrive.
URI
https://doi.org/10.5296/jmr.v1i2.94http://hdl.handle.net/10613/5384
http://dx.doi.org/10.25316/IR-337
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