Mentoring as a Tool for Employee Development in a Selected Company

This diploma thesis examines mentoring as a tool for employee development in a selected industrial company. The main objective is to analyse the current state of the company's internal mentoring programme and to propose process-related and conceptual changes that would transform it into an effective strategic human resource management tool. The theoretical part defines the professional foundations of employee learning & development and the concept of mentoring itself. The practical part applies a qualitative research strategy, with primary data collected through semi-structured interviews with sixteen programme stakeholders. The data were subsequently evaluated using qualitative coding and a GAP analysis. The findings show that the existing programme delivers tangible benefits to its participants, yet its strategic impact is limited by the absence of formal evaluation, unclear goal-setting and restricted access limited to a narrow group of talent-programme participants. The thesis therefore formulates concrete recommendations, including the optimisation of the current programme through mentoring agreements, formal closing evaluations and an organization of a workshop for both metors and mentees. These suggestions are followed by a proposal for company-wide expansion of mentoring through its integration into onboarding and internal mobility processes.