Recommendations for Developing Professional Competencies of Bachelors on Specialty “Personnel Management” by Means of Mentoring

Author(s)

 

Blinnikova Anna Valerievna

 

Candidate of Sciences (Philosophy), Associate Professor, Associate, Professor of the Applied Information and Document Sciences Department, Irkutsk State University

1 Karl Marx St, Irkutsk, 664003, tel.: +7(3952)521065, e-mail: This email address is being protected from spambots. You need JavaScript enabled to view it.

 

Bolshedvorskaya Marina Vladimirovna

 

Candidate of Sciences (Sociology), Associate Professor, Associate Professor of the Applied Information and Document Sciences Department, Irkutsk State University

1 Karl Marx St, Irkutsk, 664003, tel.: +7(3952)521065, e-mail: This email address is being protected from spambots. You need JavaScript enabled to view it.

 

Kuznetsova Marina Valerievna

 

Candidate of Sciences (History), Associate Professor, Associate Professor of Applied Information and Document Sciences Department, Irkutsk State University

1 K. Marx St, Irkutsk, 664003, tel.: 8+7(3952)426417, e-mail: This email address is being protected from spambots. You need JavaScript enabled to view it.

 

Abstract. Mentoring is one of the methods of personnel development. Types of mentoring: corporate mentoring, qualification mentoring and social mentoring. Mentoring is related to other functions of personnel management such as motivation, adaptation, training, competence, personnel development. There is formal and informal mentoring. The basic models of mentoring are ‘Guru and his follower’;‘Master and apprentice’; ‘Creative tandem’. The main procedures of mentoring are instruction, explanation and development. Mentor is a person who has an experience and is willing to share it with less experienced people. The advantages of mentoring in personnel management are the ability to train employees at work; personal approach; acceleration of the adaptation process; dissemination of corporate rules; reducing staff turnover; increasing employee motivation; improving employee interaction. The disadvantages of the method are reducing the mentor’s working efficiency; lack of teaching skills; unstructured presentation of information; lack of teaching methods. The competence-based approach of teaching helps form practiceoriented learning outcomes such as knowledge of the principles, types, forms and methods of mentoring and the ability to apply them in practice in accordance with the professional standard of a personnel management specialist.

 

Keywords: personnel management, mentoring, mentoring models, mentor, competence approach, professional competence, training.

 

For citation: Blinnikova A. V., Bolshedvorskaya M. V., Kuznetsova M. V. Recommendations for Developing Professional Competencies of Bachelors on Specialt “Personnel Management” by means of mentoring. Pedagogicheskiy IMIDZH = Pedagogical IMAGE. 2018; 11(3):148-161. DOI: 10.32343/2409-5052-2018-11-3-148-161.

 

UDС: 378.14

 

DOI: 10.32343/2409-5052-2018-11-3-148-161

 

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