Helping employees in understanding organization culture and their role requirements especially in case of a new entrant is a long standing concern of organizations in general and HR professional in particular. Mentoring is an attempt to facilitate learning in smother and non-political environment. However, mentoring process suffers from several limitations in India in view of less emphasis accorded to local social milieu and consequent impact on employees in terms of their perception towards mentoring. The present paper focuses on this often neglected aspect in the mentoring process which was identified after extensive review of mentoring practices. It has been endeavoured to develop a theoretical framework for carrying out an empirical study of Indian organizations for assessing employees perceptions towards mentoring practices, mentoring evaluation techniques and mentoring policies in Indian organisations. It is found that mentoring is a culturally sensitive process and organizations have to be sensitive to the organizational and social context while implementing a ‘mentoring initiative’. It has been attempted to identify factors that contribute for success of the ‘mentoring initiative’.
Mentoring, mentoring initiatives, mentoring practices, mentoring processes, mentoring evaluation
