Üstatlık: Kadim bir eğitim ve kariyer geliştirme yöntemi

1950'li yıllardan bu yana, hem araştırmacılar hem de uygulayıcılar tarafından inceleme konusu olan üstatlık, tecrübesiz işgörenlerin eğitimi ve kariyer gelişimini hedefleyen usta-çırak ilişkisine dayalı karşılıklı öğrenme yöntemidir. Gelişim süreci açısından incelendiğinde, üstatlığın bireysel veya grup, resmi veya gayri-resmi olarak farklı şekillerde uygulandığı görülmektedir. Bu konuda yapılan araştırmalar, bir takım sıkıntıların ortaya çıkabildiğini göstermekle birlikte, üstatlığın organizasyonlar tarafından insan kaynakları yönetimi politikasının bir parçası olarak bilinçli bir şekilde uygulanması durumunda hem üstat, hem çömez hem de organizasyona yararlar sağladığını ortaya koymaktadır. Bu çalışmanın amacı, ilgili literatür taranarak üstatlık uygulamasını, yapılan araştırma bulguları ile güncel ve tarihi uygulamalar çerçevesinde incelemektir. Bu bağlamda, çömez, üstat ve üstatlık kavramları kısaca açıklandıktan sonra, konu teorik çerçevede farklı boyutları ile ele alınmaya çalışılmıştır.

Mentoring: An ancient training and career development method

Mentoring being researched since the 1950s is a method of mutual learning between the master and the apprentice for the goal of career development and training of inexperienced employees. As a development process, mentoring can be practiced in \various types such as individual or group mentoring and formal or informal mentoring. •The great deal of research on mentoring has shown that conscious application of mentoring in an organization as a part of human resources management policy creates significant benefits for the organization, mentor and proteges. This study aims to analyze mentoring practices based on an extensive literature review, and historical applications. In this context, protege, mentor and mentoring concepts are briefly explained, and theoretically scrutinized with its various dimensions.

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