Aims and Objectives

The Monash University Malaysia Campus Mentoring Scheme focuses on the personal development of early career academics. The scheme aims to enhance understanding of the role of an academic, develop talents and potential, enhance the quality of life as a Monash academic and contribute to the overall realization of professional goals and aspirations.

Outcomes

An effective mentoring scheme which is structured and supported by Monash Malaysia must, first and foremost, have the ability to match mentors and mentees. Potential outcomes of such a scheme include:

  • An awareness and recognition among staff of the potential and need for mentorship
  • A pool of confident early career academics whose personal and professional growth has been enhanced by being in mentee roles
  • A pool of academic staff with relevant experience to fulfill mentor roles
  • Mentees and mentors who commit time and effort to the success of a mentoring relationship
  • Continuous learning as a professional ethos among academic staff
  • A mentoring program that enhances knowledge, skills, confidence and competence
  • Greater retention of staff (Grindel, 2004; McKinley, 2004)

Benefits to the mentee

The mentee would receive benefits which include:

  • Learning from having a more experienced academic as mentor
  • A broader perspective for their personal and professional growth
  • Improved understanding of Monash Malaysia’s operations
  • Greater understanding of roles and relationships within Monash Malaysia
  • Guidance and advice on setting development and realistic career goals
  • Greater awareness, identity and confidence based on constructive and honest feedback
  • Insight into senior academic roles
  • A supportive environment to voice concerns, bounce ideas and suggestions
  • Networking opportunities
  • Recognition, satisfaction, confidence and empowerment (McKinley, 2004; Spencer, Tribe, & Sokolovskaja, 2004)

Benefits to the mentor

Although the purpose of having the mentoring program primarily focuses on the development opportunities and needs of the mentees, it also provides benefits to the mentors including:

  • A sense of personal satisfaction and renewed enthusiasm in helping to develop the potential of less experienced academic staff
  • Improved ability to share experience, competencies and expertise
  • A new and fresh perspective through listening and discussion with junior staff
  • Insight into the problems, concerns and state of morale within the Monash Malaysia academic community
  • Opportunities to reflect upon and articulate roles and responsibilities within Monash Malaysia

Benefits to Monash University Malaysia and performance supervisors

A well-structured mentoring scheme should not conflict with performance management. The mentoring scheme can provide valuable benefits:

  • Support for academic achievements in research, teaching and services through provision of general advice on career management and personal development
  • Enhanced efficiency and effectiveness of human resource practices as a result of higher employee retention
  • Improved horizontal (among different disciplines) and vertical (i.e. top-down) communication within Monash Malaysia
  • Enhanced management and leadership skills of academic staff (Spencer, Tribe, & Sokolovskaja, 2004)
  • A collegiate and professional workplace culture