Human Resource Development through Mentoring: Case of Iran Electricity Grid Management Company

The main purpose of this study is to design a mentoring model in Iran Grid Management Company. This research has been done with a qualitative approach. Participants in this study are 18 managers of Iran Grid Management Company who are active in the field of technology, engineering and human resources and participated in the research through purposeful sampling and theoretical saturation rule. Data were collected using semi-structured interviews. Validity of interview questions was done by content validity ratio (CVR) method and applying the opinions of 5 management experts and all participants in the study. The method of data analysis is inductive content analysis using coding at three levels: open, axial and selective. Findings indicate the identification of three categories of personal development, organizational development and communication development, each of which has several components. In the category of personal development, the components of knowledge, personality and job, in the category of organizational development, the components of management, motivation and human resources and in the category of communication development, the component of customers / stakeholders were identified.The results showed that management, personality and job are the most important components and three aspects of the mentoring pyramid in the company. Effective mentoring depends on the attitude of senior management and how to organize, direct and supervise matters and pay attention to the personality and job component.