Transcend

INTRODUCTION

The Institute of Human Resource Management is a Statutory 

Professional Body established under the Human Resource 

Management Professionals Act No. 52 of 2012. Its mandate is 

to regulate the HR Profession in Kenya, enhance competen

cies and capabilities while supporting innovations and trans

formative HR practices and standards.

IHRM has developed the IHRM Mentorship Program. This 

Program is aimed at creating more dialogue, closer working 

and allows participants to share learning for personal growth 

and that of the profession in Kenya.

Overall Vision

We aim to build the skills and competencies of HR profes

sionals in Kenya for them to collaborate and build relation

ships capable of delivering transformational change at the 

individual, organisational and environmental level through 

mentoring.

Why Mentorship

Mentoring is a developmental dialogue between two people. 

It is a process of ongoing support and development, which 

can tackle issues and problems identified by the mentee. 

Having a mentor can be one of the most powerful develop

mental relationships a person will ever experience. Anybody 

at any stage of their life or career can benefit from having a 

mentor, whether it is deep personalized learning with some

one with substantially more experience or having a sounding 

board with a peer.

Often individuals can benefit from having more than one 

mentor in their life if they are going through a period of 

intense change. Mentoring taps into a basic instinct most 

people share – the desire to pass on their learning or to 

support development and help another person fulfil their 

potential. Mentoring is also a confidential, offline (not with 

your line manager) partnership between two people based 

on understanding and trust.

What are the Benefits of Mentoring?

For the Mentees:

• Increased self-awareness and self-discipline
• Support in transitions
• Provided with sounding board and feedback
• Accelerated training and development
• Expanded personal network and other learning resources
• Experience of different options/paths
• Increased self-confidence and self-esteem
• A safe place to try out ideas

For the Mentors:

• A source of stretch and challenge
• Personal fulfilment from investing in others
• Communication, management and coaching skills
• Enjoyment of a rewarding challenge
• To feel “valued” as a role model
• To stimulate their own learning – a two-way learning relationship
• Improve own processes and performance
• Insights into relationship with own team
• Having an opportunity to be challenged
• Opportunity to take time out and reflect

For the Organisation:

• Improved implementation of change
• Improved communication
• Releases potential and improves productivity
• Sharing of tacit knowledge
• Cost effective, mutual development
• Creates talent pool for succession planning

Learning Objectives

By the end of the programme:

• Mentees have made progress against their individual learning goals
• Mentees have developed competence and confidence in one of the following areas: Leadership, Management or Technical skills
• Both mentors & mentees have developed new perspectives and understanding as a result of the interaction.
• Mentors report that they have developed their own skills and confidence as a mentor.
• Mentors report that they have gained personal satisfaction from mentoring.
• Access to information about how organisations work