Research On Improving The Mentoring Program In High-tech Enterprises

In the current social background, as an important acotr of stimulating economic growth, the competition between high-tech industries is the competition of human resources management. The mentoring program which is seen as a tool of developing and using human resource has become an hot issue in managing. In china, the high-tech enterprises as TCL has began to act the mentoring program, and has gotten a good result.At present, most of the domestic and overseas scholars have researched on the definition and function of the mentoring program, and it's. influence factors on the theoretical analysis level, lack of a lot of empirical analysis. Although more and more human resources managements and scholars begin to pay attention to the mentoring program, in-depth research on it is scarce.Therefore, this paper has pointed out the differences between the traditional hindrances system, the business coach and the teacher of university, on this basis, it reviewed the relevant documents of the mentoring program, in order to discuss how improve the mentoring program from the angle of the influence factors.This study selected CAC, Sichuan Changhong and Tencent(ChengDu) as the research samples. Through interview studies and the questionnaire surveying, it used SPSS16.0 to analysis the data, and the results displayed that:in the four influence factors, the combined characteristics of mentor and worker who was teached have played the biggest operation on it, on the contary is the characteristics of mentor.On this basis, this paper united the fact of the high-tech enterprises and the problems in acting mentoring program,aimed at the influence factors, combined the related knowledges of Human resources, pointed some suggestions to improve the mentoring program in high-tech enterprises:the first is engaging the mentor, most included the standards of the mentor's competence for a post and matching them; the second is training the mentor; the third is checking and encouraging them and the fourth is how to set up and impress the culture of high-tech enterprises through the interaction between. the culture and the mentoring program.