Designing a Model in the base of mentoring functions for management development

To create competitive advantages from human resources, organizational development begins with development of senior managers. Performance of personnel and organizations depend on decisions and performances of top managers and leaders. Therefore, identifying, selecting and developing managers and individuals who have necessary potential to occupy key positions and develop them is a challenge facing organizations.Undoubtedly, one of the key plans to develop management is succession planning. Succession always requires implementing numerous training and educating programs including mentoring. In this study, we examine the correlation between mentoring and some of managerial development dimensions such as job (career development), skill (technical, human and conceptual skills) and personal characteristics (self-concept, self-efficacy and self-esteem).134 deputies of “Persian Bank” branches have been chosen as sample and the data has been analyzed by Spearman correlation coefficient and structural equations modeling. Findings of the study showed that mentoring as independent variable has positive and significant correlation with dependent variables of the study, and the most impact was on self-efficacy and career development (0.93 and 0.86 significant).