The Company's Mentoring Program In Supporting Staff Development

Abstract
This research aims to analyze the role of mentoring programs in supporting staff development within a company. Mentoring programs are an effective method of providing guidance and support to staff members, enabling them to reach their full potential and develop job-relevant skills. The research employs a library research approach, collecting data from relevant theoretical sources and empirical studies. Through the analysis, this research reveals that mentoring programs play a significant role in staff development in terms of improving the quality of human resources, enhancing staff productivity, increasing employee and organizational performance, and creating job satisfaction and a positive work environment. Thus, mentoring programs contribute to the overall development of the organization and foster a staff development culture that supports the company's goals.
Keywords
How to Cite

Akh Jalal & Mochammad Isa Anshori (2023). The Company's Mentoring Program In Supporting Staff Development. Journal Of Business, Finance, and Economics (JBFE), 4(2). https://doi.org/10.32585/jbfe.v4i2.4745

Akh Jalal; Mochammad Isa Anshori, "The Company's Mentoring Program In Supporting Staff Development," Journal Of Business, Finance, and Economics (JBFE), vol. 4, no. 2, 2023.

Akh Jalal; Mochammad Isa Anshori. "The Company's Mentoring Program In Supporting Staff Development." Journal Of Business, Finance, and Economics (JBFE), vol. 4, no. 2, 2023.

Akh Jalal; Mochammad Isa Anshori. "The Company's Mentoring Program In Supporting Staff Development." Journal Of Business, Finance, and Economics (JBFE) 4, no. 2 (2023).

Akh Jalal & Mochammad Isa Anshori (2023) 'The Company's Mentoring Program In Supporting Staff Development', Journal Of Business, Finance, and Economics (JBFE), 4(2). doi: 10.32585/jbfe.v4i2.4745.

Akh Jalal; Mochammad Isa Anshori. The Company's Mentoring Program In Supporting Staff Development. Journal Of Business, Finance, and Economics (JBFE). 2023;4(2).

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