KR20000059099A - Implementation method of MENTORING and computer system - Google Patents

Abstract

PURPOSE: A mentioning system based on computer is provided to increase the mentioning achievement effect by developing a systematical application method and a computer system that can execute scientific mentioning based on the developed method. CONSTITUTION: A mentioning system based on computer is composed of execution, selection, evaluation, and development. The goal of executing mentioning is defined by selecting a mentor and a protege. The selected mentor and protege are grouped and monitored. The elements for evaluation of the selection, grouping, and monitoring process is defined. The feed back process to inform the results of the evaluation is defined. The tools needed by each process are developed and based on these developed tools, a system that is applicable to the computer is provided.

Description

Computer-based mentoring system and its application method {Implementation method of MENTORING and computer system}

The succinct description of Mentoring states that in Greek mythology Odyssey, King Odysseus went on the battlefield of Troy around 1250 BC to destroy the last remaining Troy kingdom, and mentored the young prince Telemaqus. Asked a friend of the king) and returned from the war of 20 years, grew up wonderfully. The first to use these mentor and telemarkers stories was Penelon, France, in the 17th century. He mentored Louis, the grandson of Louis XIV, France, as a mentor, and in 1699 he wrote a book about telematics (Telemakus's adventures) and was the first to convey mentoring ideas today. The mentor was used as a synonym for leader and others who lead a person's life with wisdom and trust.

Mentoring is a process of exchanging interactive relationships through a certain relationship between a mentor and a protege. In other words, they have a clear purpose and intention, whether they are planned or spontaneous, so that mentors and proteases interact with and influence mentors and proteases and each other during their relationships and mentoring activities. It is interpreted as the process of building a helping, receiving relationship. A mentor is a person who teaches, counsels, provides psychological support, protects, sometimes leads and sponsors and cares for others' careers and developments, and Protege is a mentor to achieve his career goals. The person who receives the cooperation and support from Protege is French, meaning 'protected person' from Protector.

As this mentoring has been conducted informally (naturally occurring), in 1979, Lhotse of the United States announced in the Harvard Business Review that most executives of the company had mentors in the past. After this report, many companies in the United States began to show interest in mentoring activities, and today they are systematically applied to develop the next generation of corporate leaders, to achieve corporate goals, to guide students in school, to volunteer in social service organizations, and to It is widely used in almost all fields such as Shinto management. This is called formal mentoring, which is why mentor-protease relationships are established to achieve specific objectives, and thus have significantly different characteristics than those in informal mentoring. Informal (naturally occurring) mentoring was then to help someone solve the problem at the place where the problem occurred. This traditional method, through personal experience and research, does not provide systematic support to empower people or add value to their organizations (corporations, etc.), so that when men are discouraged and most needed, mentoring Not being applied results in no mentoring effect. Thus, in modern mentoring, mentor-protease partners are carefully selected, matched, trained and monitored so that their relationship can be successfully developed. This relationship is based on contracts instead of spontaneous mentoring 'special and sticky'. Also, setting clear goals for both personal and organizational goals can help your organization achieve greater results.

This formal mentoring is being organized by Dr. William A. Gray, Ph.D. of The Mentoring Institute (TMI) in Canada, which shows the transition from spontaneous mentoring to New Mentoring Paradigm. In other words, when mentoring activities are initially focused on providing information, then guides the path of protease, then develops into mutual consultation and interaction phase, and if the protease's ability is enhanced and intensified, the goal is eventually achieved. It is a process of growing into a person who can play a successful role.

Nevertheless, the practice of mentoring, which has been conducted by conventional institutions, cannot be applied in organizations because systematic methodologies have not been established. Therefore, the present invention aims to standardize the implementation methodology (Implementation Methodology) and to execute based on the computer system based on this.

In order to proceed with a mentoring project, the concept of mentoring must be precisely established and the goal to be based on it be specified. The next step is to perform mentoring, in which case an implementation method should be designed. This is because it is the process of establishing the principals to carry out the mentoring program. Therefore, the principle is more important when there is a problem in progress or when you want to proceed with a complex and diverse project from the beginning of the project. Therefore, the technical problem to be achieved by the present invention is to establish an implementation methodology of Mentoring Program and implement a tool and a system at the same time so that it can be managed on a computer basis (On-Line / Off Line). An effective mentoring program will be implemented in each organization.

First of all, the mentoring application method assumes seven steps to define the tasks, inputs and outputs to be performed in each step, and operates the computer program for each step to ensure systematic and scientific management. Or, it was possible to use a separate tool instead of the Tool presented in the present invention. We need to clarify the Mentoring Concept Diagram before establishing the mentoring application method.

After an organization understands the concept of mentoring, if you want to achieve an organization's specific goals through mentoring, start by setting the goals in detail and detail. Next, mentors can be selected who can achieve the set goals (more effective if the mentor is trained for a certain period of time before the program is applied), and pre-education and training for the selected mentors is conducted.

The next step is to connect mentors and proteases according to the optimal affinity. This is done by finding organizational variables related to work, knowledge, organization, etc. and personal characteristics (personality, gender, interests, future prospects). You must find out if it should work. In the present invention, after the computer program is operated to find the most optimal mentor-protease partner in consideration of these variables, the mentoring manager finally determines the mentor-protease pair based on this. In this case, the mentor and protégé have a partner who wants each other, and the opinions of the parties are considered first.

As one of the important processes of mentoring activities, during the mentoring process, it is necessary to monitor the level of achievement and relationship between two people through monitoring and to find, adjust, and solve problems. You must find it. The present invention includes a method for systematically managing the above-described process and a computer program for creating the method to achieve the goals of an organization or an individual.

1 is a configuration diagram of the steps of establishing the basic matters according to the present invention

2 is a block diagram for selecting a mentor and protease according to the present invention

3 is a block diagram for optimally connecting mentors and proteases according to the present invention

Figure 4 is a mentor and protease according to the present invention acts 1: 1 to achieve their specific goals, monitor and analyze the results of the activity, suggests an alternative according to the analysis results, mentoring relationship when the goal is achieved Diagram to end the

Figure 5 is a block diagram for performing a mentoring activity process and results according to the present invention, before and after comparison evaluation

* Description of the features of the drawings

Fig. 41 (Activity by remote multimedia): Mentor and protease such as the existing multimedia computer system (e.g., application number: 10-1996-0028889, application date: July 12, 1996, applicant: Hwang Dae-jun) (Adopt and operate a system that can operate on-line in remote area of Protege

The methodology of mentoring and the processing of the computer system will be described in detail with reference to the accompanying drawings.

First, the contents of the mentoring application method, which consists of seven steps, are shown in the following table.

step Activity overview Input Outputs Early stage Establishment of basic mentoring activities Mentoring progress plan / goal setting criteria Mentor and protege group selection criteria -Organizational status and environment-Essential factors-Risk factors Mentoring Goals-Mentoring Organization Design phase Tool design applied to the mentoring program Tool design curriculum design 3. Evaluation modeling design -Protease Group-Mentor Group-Mentoring Goals Mentor, protease selection variables and criteria-Connected variables and criteria-Monitoring variables and criteria-Evaluation models-Educational materials list Education and training stage -Mentoring Training for Mentoring Basic / On-going Training Mentoring-related Training Participant Awareness Training -Participants (mentors, proteases, managers) Profile -Educational Plan-Educational Materials Selection / connection stage -Mentor and protease group connection Mentor group, protease group selection 2. Mentor and protease connection -Selection and connection elements, criteria-Inspection results for each element -Selected Mentor Group-Selected Protease Group-Linked Partners

Mentoring Activity Stage -Deployment of mentoring activities1. Mentor-Protese mutual consultation to plan 2. Monitoring and problem solving -Mentor-Protease Activity Report (On / Off Line)-Monitoring Test Results -Monitoring Result Report-Activity Assessment Report by Partner-Mentor Replacement Target Report Evaluation stage -Evaluation of Mentoring Activities Pre / Post Evaluation of Mentoring Activities 2. Presenting Countermeasures According to the Evaluation Results -Report mentoring activity-Report monitoring results -Comparative Evaluation Report-Mentoring Activity Analysis Report-Mentor Compensation Data-Mentoring Comprehensive Report Vigilance -After completion of the mentoring activities, plan mentoring activities on-site application performance analysis and impact persistence analysis. -Results after mentoring-Analysis of mentoring results (for feed back)-Start new mentoring -Mentoring appraisal report-Influence persistence evaluation report after mentoring

1. In the initial stage, the goal setting for mentoring should be specific, especially in profit organizations, which should be linked to the organization's compensation system. Next, the environment to conduct mentoring activities should be investigated and analyzed, which should identify critical success factors and risk factors that can occur during the implementation of the activities. Finally, an organization will be formed to carry out the mentoring activities, which includes a minimum of the general manager, the mentoring program manager, and the mentor / protege manager.

2. Design stage is the stage to complete all preparation for mentoring program. The contents are as follows.

A thing to do Main contents Mentor-Protese Group Survey -Investigate factors for selection and matching of mentors and proteases-Select tools to be applied to this mentoring based on the above surveys-Understand mentoring of program participants TOOL Design -Tool design to select and match mentor and protease-Tool design for monitoring and countermeasure Curriculum Planning -Planning the necessary courses, schedules, times and methods for each step Evaluation Model Design (MODEL) -Pre-diagnosis evaluation-Process evaluation (Evaluation of M-P and overall project)-Post comprehensive evaluation Various data design -Design of various materials to achieve the goal (education materials, check list, report form)

Factors for selection and matching of mentors and proteases are: first, gender variables as exclusive variables, second, matching variables such as personality and future hopes, and third as complementary variables. There are variables like behavior type and age. In the case of matching, priorities for variables should be determined, and rules for comprehensively evaluating the types (exclusive, matching, complementary) of each variable above the priorities are established. In other words, exclusive variables are first-order independent of other variables (e.g., if gender variables are applicable, meaning that 'male' and 'female' are linked, they are excluded from the target), and other variables are independent. Determine whether or not it is complementary. In the case of independent variables, the variables are not connected if they are not met, and in the complementary case, weighted scores according to priorities are added, and the scores of all variables are summed to connect the protease with the highest score and the mentor.

Application tools (selection, connection, monitoring, evaluation) should be designed in various ways according to the different types of mentoring. The structure of the tools applied in the present invention is basically as follows and necessary tools can be added to each mentoring program.

TOOL function Contents Selection Mentor Selection Tool Mentors will be selected to assist the selected protégé according to the goals of each mentoring program (new employee training, sales strategy transfer, customer 1: 1 response, specialty education, student learning guidance, settlement of enrolled members, volunteer service to help the elderly). Variables for Selection and Tools for Investigating Them-Individual Characteristics: Gender, Age, Career, Interpersonal Relationships, etc.-Characteristics of Goal Match: Target Performance Ability, Behavior Trend, Job Attitude, etc. Matching Mentor and protease connection tool Variables for the 1: 1 optimal connection with mentors who will help the selected protease and tools for investigating them-Individual characteristics: gender, age, career, future prospects (interests), etc. , Leadership, general behavior), skills related to mentoring goals, Monitoring Mentoring Activity Check Tool In case of especially poor performance by checking progress against the mentoring goal, analyzing the current psychological state and relationship of the two people, suggesting alternatives before the problem occurred, and when it is judged that it is difficult to further mentoring, or requested by the mentor or protease Tool to replace mentor-protease partners Evaluation Mentoring Activity Assessment Tool (Evaluation Modeling) Diagnosis of the status of mentoring activities, and check the progress of the process from time to time to measure the degree of achievement of the goal-Achievement of goal achievement (personal): by course, overall-Progress management measurement (personal): Progress measurement by course-mentoring Performance measurement (total): comparison of mentoring before and after, mentoring efficiency evaluation

The above tools are the organizations (men, companies, government agencies, public institutions, religions, military, educational institutions, etc.) to which mentoring is applied, and the fields of application (human resources, production, sales, customer management, technology, human Variables and tools should be adjusted according to the relationship, learning, religion, service, etc.) and the application (boss-load, peer-mate, insider-inside, insider-outside).

Looking at an example of such a tool,

In the selection process;

variable Priority result except Independent security Variable 1 (Condition) (Weight) * The higher the priority, the more weight. Variable 2 ...........

If each variable is excluded from the selection of the survey results, define the conditions of the variables that affect independently, define the variables to be applied separately by distinguishing the priority and the weight, and then check the participants. If applicable, they are excluded from the selection, and apply to the conditions that are applied independently. Each item of the above table is basically provided by computer system, and variables can be added, modified, and deleted.

In the matching process;

The results of each variable are excluded from the target if they do not meet the exclusive conditions according to the consolidation conditions, and the other conditions are based on partners whose pairs are highly related to the sum of the weights (according to the results of the mentors and proteases) Connect. Of course, each item of the above table is basically provided by the computer system, and variables can be added, modified, or deleted.

3. Training is the stage to educate and train related subjects (interpersonal theory, leadership, role of mentor-protease, mentoring skills) from basic understanding of mentoring to effective mentoring activities. Same as the table.

The initial and design computer systems according to the above methodology are shown in FIG. The purpose of mentoring is to define the purpose of mentoring in an organization and to use the data for future evaluation (Fig. 11). Next, the Mentor Pool is a system for selecting and nurturing competent mentors in advance. Mentor selection is based on each field (corporate-human resources / sales / technology / customer management, military-recruitment (credibility). Officer) Education / special field / special activity, school-learning / special activity / human relations, consulting-specialty, religion-newcomer / education / education / service If you enter the Selecting Factors, you can select the most suitable person among the current members to display the list of subjects. At this time, the item to be inspected among the selection elements is subjected to computer inspection (Fig. 23). When the mentoring committee finalizes the mentor selector according to the list of subjects shown in the computer, it is registered in the preliminary mentor pool (FIG. 16), and the necessary mentors are selected from the pool when the mentoring program is conducted.

An actual mentoring program is implemented to define the mentoring goals, critical success factors, risk factors, program duration, staff and role defined throughout the initial and design phases (Figure 11).

4. The selection and matching of the mentor-protease is the most important step for mentoring activities, and scientific and systematic methods should be used at this point. First, proteases are mostly determined when an organization's mentoring goals are set (e.g., new employee training becomes a new employee) .However, proteses can be volunteered or designated if a professional program is selected and implemented first. Mentors are encouraged to run a Mentor Reserve Group with a range of objectives to educate and train mentors throughout the year, and if not, then select them. For these selection criteria, the variables defined at the design stage and selected tools are used. Identify mentors and proteases for variables such as age, gender, personality, skill retention related to mentoring goals, and behavioral trends. The variables thus identified are selected by a comprehensive evaluation of the variables used in mentor selection, and the variables used to link the mentor and protease are determined as pairs that best match the method determined at the design stage. In the selection and connection, the present invention is referred to as a selection / matching mechanism (Selection / Matching Mechanism) to be processed by a computer.

The figure above is a model that connects the selection of mentors / proteases and partners between selected mentors and proteases. Here, the evaluation model by each variable operates at the time of selection or matching according to the comprehensive evaluation model between variables in the design stage. FIG. 2 shows the selection of mentors and proteases of the mentoring program underway to achieve the specific organizational goals, and FIG. 3 shows the matching tool of the two. FIG. 21 inputs the factors and factors required for the connection between the two men, a factor and a rule for selecting a protease, and a factor and a rule. At this time, according to the application field of the mentoring program, selection elements / standards and connection elements / standards can be defined separately from the system provided. The next step is the selection process of proteases and mentors. First, in the case of proteases, most of them are determined according to the mentoring goals. It is necessary. At this time, the necessary inspection and the results are performed by a computer, and the most suitable person is selected according to the factors necessary for selection and the rule defining the action of each element (FIGS. 22-25). Mentors also select mentors in the same procedures and methods as proteases (Figures 26-29), particularly since the selection of mentors is directly related to the success of mentoring. Therefore, if you operate the aforementioned Mentor Pool and select mentors who meet the goals of this mentoring program, you can select the most appropriate mentor. Of course, the selection process of the mentor also applies in this case (FIGS. 26-29). Specialty mentors in special cases simply skip the above steps and register as mentors. Next, the connection between the mentor and the protease also inputs the factors (Factors) and the rule (Rule) determined at the design stage (Fig. 31), and inputs the results of the inspection by the computer (Figs. 32-33). And analyze. The computer connects the selected mentor-protease pairs with the mentor-protease pairs that best match the factors and rules for this connection. The mentoring committee then identifies and enters the final partner with reference to informal factors (organizational culture, informal organizational variables) (Figure 35).

5. The Metoring Activity Phase will perform tasks such as recognizing the goals of the mentoring program, developing action plans between mentor-protease partners, developing mentoring activities, redesigning, re-matching, and monitoring tools.

At this stage, the paired mentor-protease pairs will develop mentoring activities to achieve their goals as the program progresses. A detailed rule is created and reported to the manager, which is the standard for future situation checks. During mentoring activities, monitoring is conducted according to the evaluation model. Monitoring is conducted by interviews by individual (mentors, proteases, partners), meetings (by mentor, proteases, total), questionnaires and various status test papers. The results are transferred to the evaluation process and used as evaluation data. ② It checks the mentoring progress for each partner to find out if there is a problem in achieving the goal, suggests alternatives, and makes a decision to replace the mentor. Again, the monitoring tools planned at the design stage are used to examine the status of mentors and proteases, and the computer analyzes the results and provides alternative data for countermeasures.

Mentoring activities are divided into on-line and off-line activities, which are decided by two people, and are often communicated (based on a fixed schedule and form) to the mentor (or protege) manager. You must report.

In the present invention, the on-line activity adopts the basic concept of the integrated multimedia system (computer-based integrated multimedia distance education system and method thereof, 10-1996-0028889, 1996/7/12) through a computer (Fig. 41). Mentoring activities are developed while sharing image information in real time, and offline methods include face-to-face meetings such as interviews and consultations, and methods using E-mail and telephone. Mentoring continues until the goals set by each partner and the overall program objectives are met, and when the partner's goals are met, regardless of whether all of the participants have achieved their goals, the official mentoring activities are terminated by the manager. See the result of the step.

Mentor replacement is based on the results of consultation between partner partners (connected pair feasibility study, emotional state test, stress test) and the results of consultation with mentor and protease. The selection and matching of new mentors is carried out in the same way as the mentor selection and connection process. This series of processes is managed by a thorough monitoring tool (Figure 4), which reports the results of each activity, frequently analyzes the surveyed data using surveys and survey tools, and then connects the pairs. In order to prevent effective mentoring goals through proactive diagnosis and measures, and to prevent the worst situation of human relations breakdown, the evaluation of guardianship is to be carried out. There was a system to take care of 1, but due to the side-effect of declining recruits linked to veterans as minions, it is currently only conducted informally at the discretion of the unit.

41 shows the mentoring activities of the mentoring and the protégé by using a remote multimedia system in real time using the computer (wired, wireless internet, satellite-Internet) to achieve the purpose of the mentoring program through video, text and voice. This means deploying in real time between remote locations of proteases. Since such a method employs the existing method as it is, it is omitted here. Also, the result of off-line activity using media (e-mail, telephone, facsimile) or face-to-face activity and the result of on-line activity are inputted (Fig. 42). When the results of the input and computer activities are stored (when using computer media such as on-line and e-mail activities), a comprehensive analysis (Fig. 43) is performed. (Less than 30%, lower than other pairs) and mentor-protease partnerships. If a problem is found, a tool for diagnosing the relationship between the mentor and the protease (Fig. 48) is started, which is performed by examining the relationship between the mentor and the protease, such as the emotional state, the perception of the partner, and the stress test. On the technical issues of mentors and proteases, such as how to perform mentoring and immaturity of mentoring, suggest alternatives (training, acquaintance, skills to solve problems found; If it is judged to be a gender problem, the mentoring committee interviews mentors and proteases to replace the mentors and replaces the mentors (Fig. 51). However, even if the technical problem of the mentoring mentoring is not consistently performed, the mentor is replaced according to the criteria determined at the mentoring design stage.

When the two men's mentoring goals are achieved (FIG. 46), the formal mentoring activity is terminated (FIG. 47), and the evaluation proceeds to the mentoring step determined in the mentoring design stage.

6. Evaluation is a process to make the mentoring process effective by conducting the mentoring performance evaluation based on the monitoring data during the mentoring period, the mentor, the result table prepared by the protégé, and the evaluation results conducted by the mentoring committee. It is divided into evaluation and performance evaluation to determine whether it is closed. The following is the type of evaluation proposed in the present invention.

Evaluation Type Content / purpose to evaluate Assessment Methods rater Evaluation point Prediagnosis Evaluation Evaluate the current situation before proceeding with the program and use it as an indicator of the effectiveness of mentoring after completion. Survey and data Steering Committee Before the program starts Course evaluation Evaluate the mentor-protease partner's activities during the programme, check the problems in advance, and when the goal is achieved, the pair conducts an assessment to end the mentoring activity. -Mentor activity report-Protease activity report-Mentor / protease status survey (emotion index, stress index) Professional Committee Member (mentor group / protese group manager) Program in progress Post-Comprehensive Evaluation (Performance Evaluation) Comprehensive assessments at the end of the program assess the effectiveness and mentoring effectiveness of the mentoring process and incorporate them into the program. -Performance comparison table-Mentoring utilization evaluation-Mentoring performance analysis Steering Committee After the program ends

Basically, evaluation can't be done without evaluation criteria. After evaluation, it must be linked with compensation system to maximize the effect of mentoring. The following table is a more detailed table of the objectives and evaluation contents for evaluation.

Evaluation is divided into qualitative evaluation and quantitative evaluation, and the quantitative evaluation is comprehensively performed by a computer as shown in FIG. First, the performance evaluation against the goal (Figure 52) presents the goals set in the preparation stage and the achievements achieved. The contribution evaluation (FIG. 53) compares the results before and after the mentoring program by the survey. The performance analysis (Fig. 54) includes the achievement of the goals (performance / goal) and the efficiency (calculation / injection) according to resource utilization (time, amount), according to the mentor-protease partner and the overall organization. Generate the data to reflect in the compensation system (Figure 55). The post-assessment (Figure 56) shows the impact of achievements achieved in the mentoring program in the organization after mentoring has been completed (for example, if mentoring was used to train sales staff for new products, the results of sales and turnover of salespeople after the mentoring ended). Assess the sustainability of the mentoring performance). This is done by questionnaire and the rate of attainment of the goals in the area (the organization's net goal, not the mentoring goal).

Finally, the mentoring performance is comprehensively evaluated (the above evaluation contents are comprehensively evaluated; FIG. 57) and reflected in the next mentoring activity.

5. Mentoring Ongoing Mentoring is a step towards developing a new mentoring program to ensure that the impact on the outcomes continues after mentoring activities are completed. That is, the end of the mentoring activity may mean that the mentoring has achieved a specific purpose. Mentoring, however, should not be stopped because mentoring for any particular purpose has ended because it is viewed as a series of activities that continue formally and informally. Of course, formal mentoring relationships will declare termination, but setting other goals, planning a continuum of programs, or encouraging informal mentoring activities will have a high effect on organizational activation.

In the mentoring follow-up, the applicability assessment and the sustainability assessment after the mentoring activities are actually carried out, and the feedback (feedback) for the future mentoring program (same or new goals) can enhance the effectiveness of the mentoring activities. Involves finding alternatives.

Today's Protege is much more educated, more diverse, and more professional than its predecessors. Nevertheless, they still need to be built with the practical know-how and wisdom that comes from Mentor's experience. For these things cannot be adequately learned by themselves or through the training process. Mentors also need to be trained in the diversity, creativity, ideas and ingenuity to pursue their dreams and passions. This is made possible by the organization's introduction of a mentoring program to support proteases in their innovative contribution to the organization. In this way, an organization can develop into an ever-growing organization that is not stagnant or obsolete in a rapidly changing competitive world.

Looking at the effect of the present invention by field as shown in the following table.

1) in the enterprise

Areas of application: 〈〈 OJT (new / existing), organization management, leadership development, new technology transfer, sales know-how

Training, catching up with excellent employees

How to apply:-Select the Protese Group to teach and cultivate business knowledge (OJT, new technology, new products), corporate culture, and qualities as a leader, and foster leaders through the mentor pool system.

-Since it is almost impossible to transfer the know-how of high-performing employees through writing and education, assigning goals to partner units through mentoring and receiving know-how while working together.

-Expand and develop with mentoring by benchmarking with the outside.

Application effect: ① It shows the effect at the minimum cost in the short term. It also strengthens the organization, increasing creativity and autonomy.

② It can show the effect of technology transfer like the past apprentice, the defective rate is lowered and the quality is improved.

③ All employees can be upgraded to excellent employees and their qualities

It is a revolutionary way to increase the settling rate, especially in industries with high turnover (insurance, etc.) through human relationships.

4. We can develop the whole organization into a strong organization that produces the best results.

Note: If you make and apply a mentoring program for each company's characteristics and purpose, the target can be developed indefinitely. As a mentor, based on the number of activities, the degree of success, and the role, etc., a human resource policy can be established to establish an objective and reasonable personnel assessment.

Applied field: 〈Knowledge Management〉

Application Method: The core of knowledge management is to convert tacit knowledge into explicit knowledge to create and share knowledge within the company. Mentoring can be shared even without formatting tacit knowledge. This is because most of them are formalized during the period. Various information reported and monitored through the mentoring period can be stored and shared in the knowledge warehouse.

Application effect: Mentoring itself is knowledge management (creation, storage, utilization, and sharing of knowledge is mentoring activity itself), and formalization and sharing of tacit knowledge, the core of knowledge management, occur very naturally. Mentoring is also a kind of tacit sharing.

Application Area: 〈〈 Customer Management 〉〉

Application Method: Select the target customer (including new customer) and connect 1: 1 with internal employees, and then use it for scientific analysis and human relationship (1: 1 Interactive Relationship). Management through the analysis of purchasing trends in accordance with thorough purchase propensity analysis, and then stimulating purchasing power to fit one specific customer (One to One Marketing; customer differentiation, customer consumption propensity, Cross Marketing, Product Life Cycle Marketing, Up / Down Marketing).

Application effect: With the systematic marketing activities, sales growth and strengthening ties with customers lead to fixed customers, and through the ideal contact with customers, you get accurate information about customer needs and satisfy them. A thorough relationship is formed from non-customers to organizational spokespersons, which in turn increases the customer's life time value, and utilizes the information collected during mentoring activities to develop new products and supplement existing products. Can increase.

2) in the military

Applicable field: 〈〈 New recruit / Transfer 〉〉

Application Method: Adapt current guardianship system through education, training and incidental life through mentoring program

We use for activity. To this end, the principles of mentoring and mentoring courses for mentoring will be adopted in all educational institutions and training sessions, including the Army (Navy / Air Force) Academy, and the system will be prepared so that systematic mentoring programs can be carried out by producing manuals.

Applicable effect: The morale of the whole military is increased, people's awareness of the military is improved, and safety accident can be prevented above all through perfect knowledge through 1: 1 guidance, training, and education.

Special Notes: The enlistment, the self and the family can create an atmosphere where they can join the army with confidence because of their trust in the military, and can maintain the status of the military at its best.

Applied field 〈〈 Talent development or leisure use〉

How to apply: Make a variety of programs using your spare time to connect soldiers who want their talents in a 1: 1 connection and teach them a hobby. In addition, it can be extended to transfer their special skills (computer, English, Chinese characters, general subjects, e.g. physical fitness, and other special talents) to residents and children.

Applicable effect: In particular, it is a more innovative method than any previous method to avoid mental rest, and it can eliminate safety accidents due to trust and mental stability between soldiers and military morale.

Applicable field: 〈〈 New officer / Transfer officer 〉〉

How to apply: Officers, like soldiers, conduct a program to accurately identify their units through formal mentoring.

Applicability: Instead of only amplifying conflict due to informal taming, the troops can be fully identified through trust and human relationships.

3) in school

Application area: 〈Teacher〉

Application Method: Develop and transfer OJT and learning theory for new / transfer teachers by mentoring program

Application effect: As in other fields, it is easy to adapt to one's own work and work environment. Students will share know-how, such as teaching and learning methods, and information on student guidance.

Note: Effective learning and life guidance will be possible (by sharing personal information of individual students)

Applied Area: 〈Teacher-Student〉

Application Method: Apply the mentoring program in student guidance, counseling, and learning activities.

Application effect: The trust and the relationship between teacher and student are strengthened to be the object of respect and love, and the foundation for understanding each other is broken down the wall of dialogue.

In addition, students can discover and develop their talents and develop new knowledge.

Applicable field: 〈Student-Student〉

Application Method: Apply the mentoring program in the learning activities, inter-school activities, and extracurricular activities among students, and establish the recognition criteria for volunteer activities for mentor activities in student evaluations and reflect them in the service activity scores to find ways to activate mentoring.

Applicable effect: Improve the learning ability of the whole school, create a school atmosphere, develop friendships among peers, develop opportunities for one's own ability, and improve the ability of the whole person. Grow into someone who can serve others)

Special Interests: Student organization violence, derailment, juvenile delinquency problem, bullying problem, etc. are caused by lack of understanding and interest and lack of space for students. In the meantime, the problem is diagnosed and prescribed naturally.

4) In religious institutions

Applicable field: 〈〈 New believer education 〉〉

How to apply: Once a new believer registers, connect with an existing believer who has been raised as a mentor and mentor one to one until he can stand alone.

Applicability: Although registered by the leader, the continuing participation rate of newly registered believers is low. Therefore, nurturing and educating 1: 1 through mentoring can significantly increase the settling rate of new believers.

Applied field: 〈〈 Breeding〉

How to apply: Mentoring is applied in various programs (education, evangelism, festivals, volunteer work, etc.) of religious institutions.

Applicability: Thoroughly and correctly nurture believers and achieve the goals of each program.

Interesting points: Through a thorough faith education program and a model of the believer, not a way to satisfy the temporary mood, one can cultivate and grow religious people who can fulfill their religious mission.

5) Other

-When conducting business consulting or consulting in a specific field of SMEs, the present inventors use mentoring, not only once, but continuously until the goal is achieved (even throughout their lifetime). In the case of consulting, the right person is re-appointed and consulting is performed.

-Volunteer organizations conduct volunteer activities through one-on-one mentoring between volunteers and beneficiaries, so they know and cope with their role and become more effective. Bringing (Synergy effectiveness) to reward and joy

-In addition, it is applicable to all activities of human relations such as marriage matchmaking, counseling and guidance, support of the public in coffins, and guidance through linkages with social celebrities and young people.

In addition, it can be applied to all activities of human relations, such as marriage matchmaking, counseling and guidance, support of the public in coffins, and guidance through linkages with social celebrities and young people.

Claims (6)

As a process in the application of mentoring, the seven steps of the initial stage, the design stage, the training stage, the selection and connection of mentor and protease, the mentoring activity stage, the evaluation stage, and the post-management stage, and the work, inputs and Outputs. The method of claim 1, further comprising: work and input / output at each step; step Activity overview Input Outputs childhood -Basic setting of mentoring activities-Mentoring progress plan / Goal setting-Mentor and protege group selection criteria -Organizational status and environment-Essential factors-Risk factors Mentoring Goals-Mentoring Organization Design phase -Tool design applied to mentoring program-Application tool design-Curriculum design-Evaluation modeling design -Protease Group-Mentor Group-Mentoring Goals Mentor, protease selection variables and criteria-Connected variables and criteria-Monitoring variables and criteria-Evaluation models-Educational materials list Education and training stage -Training for mentoring activities-Basic and ongoing training on mentoring-Training on mentoring skills-Training on participant awareness -Participants (mentors, proteases, managers) Profile -Educational Plan-Educational Materials Selection / connection stage -Linking Mentor and Protease Groups-Selecting Mentor and Protease Groups-Linking Mentor and Protease Groups -Selection and connection elements, criteria-Inspection results for each element -Selected Mentor Group-Selected Protease Group-Linked Partners Mentoring Activity Stage -Developing mentoring activities-Planning mentorship-Protease activity planning-Monitoring and troubleshooting -Mentor-Protease Activity Report (On / Off Line)-Monitoring Test Results -Monitoring Result Report-Activity Assessment Report by Partner-Mentor Replacement Target Report Evaluation steps -Evaluation of the mentoring activity-Pre / post evaluation of the mentoring activity-Proposal based on the evaluation result -Report mentoring activity-Report monitoring results -Comparative Evaluation Report-Mentoring Activity Analysis Report-Mentor Compensation Data-Mentoring Comprehensive Report Vigilance -Planning after completion of mentoring activities-On-site application performance analysis and impact persistence analysis-Supporting mutual activities after completion of mentoring activities -Results after mentoring-Analysis of mentoring results (for feed back)-Start new mentoring -Mentoring appraisal report-Influence persistence evaluation report after mentoring The tool of claim 2, wherein the tool is applied; TOOL function Contents Selection Mentor Selection Tool Mentors will be selected to assist the selected protégé according to the goals of each mentoring program (new employee training, sales strategy transfer, customer 1: 1 response, specialty education, student learning guidance, settlement of enrolled members, volunteer service to help the elderly). Variables for Selection and Tools for Investigating Them-Individual Characteristics: Gender, Age, Career, Interpersonal Relationships, etc.-Characteristics of Goal Match: Target Performance Ability, Behavior Trend, Job Attitude, etc. Matching Mentor and protease connection tool Variables for the 1: 1 optimal connection with mentors who will help the selected protease and tools for investigating them-Individual characteristics: gender, age, career, future prospects (interests), etc. , Leadership, general behavior), skills related to mentoring goals, Monitoring Mentoring Activity Check Tool In case of especially poor performance by checking progress against the mentoring goal, analyzing the current psychological state and relationship of the two people, suggesting alternatives before the problem occurred, and when it is judged that it is difficult to further mentoring, or requested by the mentor or protease Tool to replace mentor-protease partners Evaluation Mentoring Activity Assessment Tool (Evaluation Modeling) Diagnosis of the status of mentoring activities, and check the progress of the process from time to time to measure the degree of achievement of the goal-Achievement of goal achievement (personal): by course, overall-Progress management measurement (personal): Progress measurement by course-mentoring Performance measurement (total): comparison of mentoring before and after, mentoring efficiency evaluation As a computer system supporting the mentoring activity program, a system from defining a mentoring objective to inputting a mentoring performance target (FIGS. 11-17), and a system for selecting mentoring and protease by a tool (FIGS. 21-29). , A system for connecting selected mentors and proteases by a tool (Figs. 31-35), and mentoring activities are performed by the mentor and proteases in real time using a computer from a remote location, or offline (Off Line: E- Pre / process / post-assessment model for the system (Fig. 41-Fig. 51) and the mentoring as a whole by the system to perform by mail, telephone, fax, face-to-face and the tool to monitor the process. System (Figs. 52-57) According to claim 4, when the mentors are connected to the protease, when the remote learning through the Internet, if the learner does not reach the learning objectives, the qualification criteria set in the design stage (learning ability, teaching and learning method, teaching) Select and connect students to the most appropriate students according to their abilities and behavioral trends during instruction. System to connect with other mentors (classmates mentors) and professional mentors (professional mentors, instructors, and part-time workers) if they fail to meet the course or overall goal despite the mentor's guidance. Mentoring applications and respective methods; Field Application Application method Enterprise OJT (New / Existing) -Select the Protese Group to guide and cultivate the knowledge as a business knowledge (OJT, new technology, new products), corporate culture, and leader, and foster leaders through the Mentor POOL system. Transfer of know-how through mentoring activities through consolidation-Through the mentoring relations, especially in industries with high turnover rates (insurance employees, etc.) But reflected in HR Organization Management Leadership development New technology transfer Sales know-how Catch up with the best employees Knowledge Management Through the mentoring activities, the tacit knowledge of individuals has not been formalized and the various information that is transmitted and monitored through the mentoring period is stored in the knowledge warehouse and shared. Customer Care Select target audiences (including new ones) and connect them one-on-one with internal staff, then use them for scientific analysis and human relationships (1: 1 interactive relationships taught to and learned from customers). Perform one-to-one marketing activities (customer differentiation, customer consumption propensity, cross marketing, product life cycle marketing, up / down marketing) military Recruitment The current guardianship system is used to educate, train, and use the mentoring program for life adaptation activities, and for this purpose, mentoring principles and mentoring courses are adopted in all educational institutions and training hours, including the Army (Navy and Air Force) Academy. And systematically implement manuals for systematic mentoring programs Talent development or recreation of soldiers By making a variety of programs using leisure time, one-on-one coaches soldiers who want to have their talents and teaches them hobbies together. Passing one's special skills (computer, English, Chinese characters, general subjects, physical skills, and other special talents) New officers / transfer officers Officers, like soldiers, conduct a program to accurately identify their units through formal mentoring. school Teacher-Teacher Development and transfer of OJT and learning theory for new / transfer teachers through mentoring programs Teacher-Student Use mentoring programs in student guidance, counseling, and learning activities Student-Student Apply the mentoring program as a measure to prevent student bullying, school activities, extracurricular activities, human relations training, and bullying, and establish the recognition criteria for volunteer activities for mentor activities in student evaluations. Improve mentoring effectiveness Religious Institution New believer education Once a new believer registers, mentoring 1: 1 until he can stand alone by connecting with an existing believer who has been raised as a mentor to increase settling and proper education of believers. Foster Nurture Apply mentoring in various religious institutions' programs (education, evangelism, seasonal events, volunteer work) consulting Management, technical consulting Mentoring is used to connect SMEs with specialized mentors to achieve their goals (even throughout their lifetime) when conducting consulting or SME consulting in small and medium-sized businesses.If not, they are eligible in the mentor pool. Re-elect to connect Relay Marriage, Matchmaking Matchmaking (marriage, dating partners), counseling, guidance, support of the public in the coffins, and activities using online (internet, satellite-internet) and offline on the map through linkage with social celebrities and young people volunteer Volunteer Volunteer activities through 1: 1 mentoring between volunteers and beneficiaries