MENTORING AS AN ELEMENT OF EMPLOYEE DEVELOPMENT IN MARIBORSKI VODOVOD D.D.

V času globalizacije so podjetja podvržena različnim izzivom, eden izmed njih je imeti konkurenčen in izobražen kader. To lahko podjetje doseže z različnimi metodami razvoja zaposlenih in ena izmed teh metod je tudi mentorstvo. V literaturi zasledimo različne definicije pojma mentorstvo, najpogosteje pa naletimo na razlago, da je mentorstvo odnos med dvema osebama, tako imenovanim mentorjem in mentorirancem. V tem odnosu je mentor oseba z več delovnimi izkušnjami, ki pomaga mentorirancu, ki je brez potrebnih izkušenj, da se vključi v delovni proces. Tako mentor prenaša svoje znanje in izkušnje na mentoriranca. Z mentorjevo pomočjo se mentoriranec lažje uvede v samo podjetje ter pobližje spozna sam proces dela in kulturo podjetja. Teoretični del magistrskega dela začnemo z opredelitvijo in pomenom razvoja zaposlenih za podjetje ter z razlago mentorstva kot metodo za razvoj zaposlenih. Podrobneje spoznamo pojem mentorstva, vrste mentorstev in faze mentorskega programa. Mentorstvo, kot tudi vse druge aktivnosti v podjetju, prinaša s seboj tako prednosti kot tudi slabosti. Za uspešno izvedbo mentorstva je potreben pravilno zastavljen mentorski program, v katerem imata glavni vlogi prav mentor in njegov mentoriranec. Oseba, ki jo podjetje določi za mentorja, mora biti primerno usposobljena, saj je od znanja in izkušenj, ki jih ima mentor, odvisno, kako uspešno se bo mentoriranec vključil v sam proces dela. Na koncu teoretičnega dela magistrskega dela spoznamo, kako poteka priprava mentorja na izvedbo mentorskega programa in kako poteka sama vzpostavitev programa v podjetju. Pomembno je, da vsaka organizacija oblikuje takšen mentorski program, ki bo v skladu s potrebami podjetja. V praktičnem delu magistrskega dela predstavimo izbrano podjetje, in sicer Mariborski vodovod d. d. Seznanimo se s smotri in cilji podjetja ter prikažemo kronološki pregled dogodkov podjetja nekoč in danes. Pobližje spoznamo temeljne dejavnosti podjetja in organizacijsko strukturo ter se seznanimo s potekom mentorstva v izbrani organizaciji. Raziskovalni del temelji na proučevanju, kako mentorstvo vpliva na razvoj zaposlenih v izbranem podjetju. Raziskavo smo izvedli s pomočjo ločenih anketnih vprašalnikov za mentorje in mentorirance. Pridobljene ugotovitve in možnosti za same izboljšave podajamo v sklepnem delu.In the time of globalization, companies are subject to different challenges. One of them is to have competitive and educated workforce. A company can achieve this by various methods that focus on the employees’ development. One of those methods is mentoring. In the literature there are various definitions of the concept of mentoring. The most commonly encountered interpretation is, that the mentoring is a relationship between two people, a so-called mentor and mentoree. In this relationship the mentor is the person with more working experience, who helps the mentoree, who is without the necessary experience, to get into the working process. This way, the mentor transfers his knowledge and experience to mentoree. With the help of the mentor, the mentoree gets an easier introduction of the company itself and closely learns the working process and the company’s culture. The theoretical part of the master’s degree begins with the definition and purpose of the employees’ development for the company and with the interpretation of mentoring as a method of the employee’s development. In detail we get to know the concept of mentoring, types of mentoring and stages of the mentoring program. Mentoring, similar then all other activities of the company, brings with itself both benefits and disadvantages. For a successful implementation of mentoring, a proper mentoring program is needed, in which the leading roles have the mentor and his mentoree. The person, which has been selected to be a mentor by the company, has to be appropriately qualified, because the success of the mentoree introduction into the process of work is depending on the knowledge and experiences of the mentor. At the end of the theoretical part of the master’s degree we learn, how the mentor’s preparation of the implementation of the mentoring program works and the establishment of the program in the company. It is important that each company would develop such a mentoring program, which would meet the needs of the company. In the practical part of the master’s degree we present the selected company, namely Mariborski vodovod d. d. We get acquainted with the aims and goals of the company and show a chronological overview of the company events in the past and today. We get to know the main activities of the company, the organization structure as well as the process of mentoring in the selected company. The research part is based on the study of the influence of mentoring on the employees’ development in the selected company. The research was made with the help of separate questionnaires for mentors and mentorees. Acquired findings and the possibilities for improvement are listed in the conclusion