Track: Construction Management

Abstract

The government and other construction companies implemented mentoring programs to utilize them as the solution to increase the skills of new entry construction graduates in the industry; though a number of new entry   construction graduates partake in mentoring programs but even after finishing mentoring programs they still need further training to develop their skills. This suggests that the implemented mentoring programs have not been effective. A mentoring program is a tool that is used to increase the skills of new entry construction graduates. Many construction graduates’ scuffle to perform their duties in the industry due to lack of experience, knowledge and skills. Many mentoring programs are not effective and they don’t produce the anticipated results. The purpose of the paper is to look at   the effectiveness of mentoring programs for new entry construction graduates. This study will determine evaluation systems which are used to quantify the effectiveness of mentoring programs. Furthermore, it will look at   the effects of mentoring programs on new entry graduate’s employees and establish procedures to improve mentoring programs. The study is primarily a literature review with a distinct emphasis on the human resource management and leadership, the data used in the report is mainly qualitative, based on the content analysis, case studies and historical data. The study discovered that the main vital evaluation systems for measuring mentoring programs were: revisiting program goals; program outcomes measuring and interviews & focus groups. More the findings revealed that the major effects of mentoring programs comprised: develops networking for new entry graduates within the organization and   exposed the main vital measurements for improving mentoring programs for new entry construction graduates include: plainly define roles and responsibilities for each graduates, increase quality of education and time expended on the programs and training the mentor. The results from this study can be used to contribute dynamic information to the government and other construction companies in terms of employing effective mentoring programs which will constantly produce the essential outcomes.

Keywords

 Effectiveness, Mentoring programs, Construction graduates, Human Resource Management, Mentors