One of the critical divisions in an organization is the human resource department. This department is responsible for effective and efficient operations in a company. The human resource department’s first role is to design and implement policies, programs, and rules to manage the workforce properly. The second role of this department is to identify vacancies within the organization and then recruit the right candidate for the position. In addition, the department is responsible for the training and development of the hired employees. Moreover, the department also oversees the compensation, salary payment, and benefits to which the employees are entitled (Anderson & Bolt, 2016). This division of a company also ensures that labor laws are adhered to.
A mentor is assigned to a new employee to train and help them adapt to the organization’s processes. The mentor also ensures that the new worker becomes knowledgeable about the organization. Besides, mentors are good listeners and empathetic, and therefore, the new employees are free to ask any questions about their job (Anderson & Bolt, 2016). However, mentors in organizations do not offer life skills but rather impart the company’s culture, mission, and vision to their assignee.
Not everyone can make an excellent mentor since some factors contribute to a mentor’s willingness to train. First, a mentor needs to have ample experience in the role so that they can teach effectively (Anderson & Bolt, 2016). Secondly, good mentors have a strong sense of belonging in the organization. This makes them zealous as they pass the organizational knowledge and culture to the newcomers. Thirdly, the mentor needs to know that their employer values their contribution to the company. Mentors who are close to retirement also make excellent trainers because they feel that they have an obligation to pass their vast wealth of knowledge to others (Anderson & Bolt, 2016). However, if there is a sign of downsizing in the company and the person assigned to be a mentor knows that they are about to lose their job, then they would train their replacement half-heartedly.
Mentors help newcomers face work challenges by advising and teaching them how to meet current and future obstacles. A challenge that mentors can help new employees navigate includes offering guidance on handling demanding customers. This is because mentors usually have a similar role to that of the mentee. Another way in which mentors can work with mentees is by showing them how to use the company’s computer system since every company has a unique system that is tailor-made for them.
When I joined one of the local banks as a customer care officer, I was assigned a mentor who trained me to use the bank’s computer system to record and enter customer details. The mentor taught me how to identify a customer using their identification card positively. She also instructed me how to use a fingerprint scanner to identify a customer further. The mentor also showed me how to print customer’s credit and debit cards. I also learned from my mentor how to be customer-centric and serve clients to their satisfaction. As the customer care team, we should solve consumer issues using the least turn-around time (TAT) and ensure that the client is happy. In conclusion, the human resource department assigns mentors who help the new employee feel comfortable and welcomed, and that is how I felt when I got employed at the local bank.
Reference
Anderson, L. E., & Bolt, S. B. (2016). Professionalism: Skills for workplace success (4th ed.). Boston, MA; Pearson.