| Summary: | 碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系人力資源碩士在職進修專班 === 98 === Mentoring is becoming a trend for foreign enterprises and domestic companies in recent years. The implementation of mentoring is used not only for the orientation of newly recruited staff, leadership training or skills passing down, but also for the fulfillment of employees’ competency and psychological needs. Nowadays, enterprises pay much attention to the core value of mentoring. Moreover, many organizations try to formalize it as one of the tools to develop the competency of newcomers.
The aim of this study was to explore the results of mentoring system implementation in Taiwan Power Company (TPC). In order to test the difference analysis and correlation between individual attributes and each composition of mentoring system, we sampled 300 newcomers who entered TPC from 2007 to 2010 and obtained 291 valid questionnaires.
This research was based on SPSS software to perform χ2 test. The major findings of this study were as follows: (1) In general, most study subjects approved and satisfied with the implementation of TPC mentoring;(2) At mentoring discipline and training items, the study subjects belonging to engineering or technical system units showed higher approval level than those belonging to managing system units ;(3) Mentees showed relatively lower approval level to the psychosocial function of mentors; and(4) Overall, the satisfaction in managing system units was relatively lower than that in engineering or technical system units.
Based on the research findings, some recommendations are proposed to improve the existing training systems and to promote performance of staff and quality of human resource.
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