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Mentoring - Need of young executives (View Comments)
Dr. Shyamkant Deore
Posted On Monday, February 01, 2010 at 02:17:42 PM
In India, more than 2000 IT companies are operational and provide direct employment to more than 1.3 million people and indirect employment to around 3.2 million people. The scenario is certainly attractive but at the same time the annual attrition rate is more than 62 per cent in some of the voice BPO companies. In India, one person is born every 1.25 seconds. And out of total population of India around 278 million reside in major cities, which have resulted in the availability of huge manpower for the IT companies.
We find a lot of young managers or executives working in renowned organisations, but due to the work pressure many of them suffer from mental stress, long working hours, and Inter-personal problems, especially between male and female employees, lack of attention towards their own self, working in shifts and so on. It is also a fact that companies are mainly concentrating on their targets or results and while doing so, care of physical comfort is being taken but the need of physiological comfort gets neglected. Hence, it is very important to take care of the physiological needs and comfort. In some places companies are actually considering having a separate wing of HR, just to deal with psychological problems of the employees.
For this, we shall think for independence wing of HRM like – “ ‘PY-ARE’ (Psycho- Analysis Resource for Employees) ” In this HR wing, the Mentoring can be the beginning stage, whereby, the employees will be provided with some kind of mental and emotional support to cope up with the situation. Importantly, attrition has lost its reference due to economic recession, even though, it is very important for the companies to retain their ‘Tuned Employees’ and employees who are proved their metal.
Mentoring may play effective role in such kind of problems, as mentoring is the process by which a employee is assisted by providing required information, necessary guidance on environment or situation, co-workers, concerned people, norms of the organisation, which creates required physiological support to the employee and hence he or she can avoid making mistakes while on the job.
Just before recession, the IT industry was in news for ‘suicides’ of many professionals. Although, there were many reasons behind such cases, it was observed that they were not comfortable in the job and they were under mental stress and pressure.
With the help of mentoring we can certainly reduce, though not avoid completely, such incidences. As in case, the young executives can not perform properly, it may affect adversely on company as well as our Nation.
The process of mentoring includes:
- Selection of mentors and training them
- Mentors can be selected within the company and they can be trained for mentoring.
- Mentors shall understand the employee for whom they have to work, as mentor.
- Mentor shall not interfere in the working of the employee but as when it is required, shall help him /her to understand work / task related issues.
- Mentor shall brief the employee mainly on principal level and also on an organisation level.
- Mentors main role is to reduce the confusion level of the employee, which is seen at the beginning stage.
- Plan regular meetings between mentors and employees
- Monitoring the entire process of mentoring
- Mentoring expert may plan mentoring, where the focus is on mental stress
Mentoring is a process, either it can continue in the organization or organisation may stop the entire process, depending on the situation. The process can go ahead with different employees who are in need, or once the targeted employees are over with the process, it can also be discontinued. In other words the mentoring process must cater to the need of the organisation.
The author is a training consultant having 20 years’ experience in HR and designing national and international training programmes. He can be reached at Deore_shyam@rediffmail.com
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