MENTORING, AN ALTERNATIVE EFFORT TO DEVELOP GOVERNMENT EMPLOYEES’ COMPETENCIES

MENTORING, SALAH SATU UPAYA PENGEMBANGAN KOMPETENSI APARATUR SIPIL NEGARA

Abstract

A change is something obsolute and mandatory. People also do change. In the context of a public  service the people are categoried into demanders and suppliers (providers). Needs of the demander keep  changing. The changes happen to variant, quantity of the people’s needs as well as process of how they  expect to get their needs. To keep up with these changes and, moreover, to improve the quality of the  public service they supply to the demanders, the providers need to make some changes. The change that  should take at the first place is their competency. They should get competency development provided  by an orgnization where they belong to. Among many available alternatives of the competency  development methods, mentoring is something else. It involves the right person who shares expertise  and trains the competency needed by a trainee (mentee) because the person is the mentee’s supervisor  who can directly monitor and evaluate the progress of the mentoring. This method generates benefits  not only for the individuals involved but also the organization. For the organization the mentoring is  both efficient and effective. It costs almost zero budget. Despite the obstacles that may occur the  mentoring is a bull’s eye.