EDX

What is the mentorship system?

The Mentorship System is a modern and comprehensive approach to developing practical skills and addressing organizational challenges. Unlike traditional HR training methods, this system emphasizes hands-on, goal-driven learning.

At Experts Academy, we believe that skill development should revolve around problem formulation by mentors and solution implementation by learners, carried out in a real operational environment within the organization.

Why implement a mentorship system in your organization?

In today’s rapidly evolving world of science and technology, traditional education no longer meets the needs of modern industries and organizations. The mentorship model, focusing on practical, project-based, and purpose-driven learning, offers a fresh solution for keeping managers and employees up to date in this turbulent era.

Each learner is provided with a personalized roadmap based on a thorough assessment of their skills and organizational needs. This approach not only strengthens individual weaknesses but also enhances the productivity and effectiveness of the entire organization.

Learners become actively responsible for their own learning, while also engaging with real-world problems and absorbing the tacit knowledge of experienced mentors. The result is a workforcethat is skilled, agile, and ready to face future challenges.

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Emplementation Steps

Mentorship System

Understanding and evaluating the organization

In the first step, consultants from the Iranian Expert Group, igx, accurately identify the organization’s real problems, because in many cases, organizations themselves are not fully aware of their challenges. By asking targeted and problem-oriented questions, the consultant helps the organization gain a deeper insight into its current situation and choose the right path. In this process, a detailed review of the organization’s infrastructure, human resource management requirements, knowledge management systems, succession planning, human resource productivity, and performance evaluation system is of great importance. In addition, assessing the organization’s existing capacities for content production, identifying capable professors, and training opportunities in areas where the organization needs to improve are also important parts of this stage.

Stakeholder engagement and team formation

Implementing a mentoring system in any organization requires the full commitment and support of senior managers, because without their support and accompaniment, this process will face serious challenges. In this path, a team of key and knowledgeable individuals within the organization is first formed; individuals who have a deep understanding of the organization's operations, culture, and processes and are able to implement the necessary changes correctly. The active participation of all stakeholders, including learners, supervisors, coaches, and managers, in the process of evaluating and implementing the mentoring system is of particular importance. In this regard, it is essential to create a suitable platform for the success of this system by creating a healthy work environment and strengthening the spirit of learning, research, and self-motivation among employees. Another important point is that after assessing the status of the organization and identifying areas that need improvement, a mentor is selected whose expertise and experience are exactly in line with the needs for improvement in that part of the organization so that he or she can create the best value.

Initial assessment and selection of instructors and trainers

In the initial assessment phase, before any action is taken, it is essential that learners are carefully selected based on indicators such as interest in learning, motivation for career advancement, and having a background related to the skill area needed by the organization. In other words, one cannot force someone from an unrelated sector into this path or select someone who is on the verge of retirement and has no motivation to improve their performance as a learner. After selecting individuals correctly, tests and interviews are conducted to determine their current skill level, individual characteristics, and educational and skill needs. Further, supplementary interviews are conducted with learners to finalize their required skills and also to determine their areas of interest. At the same time, the process of identifying and training instructors and trainers begins, and these individuals may be selected from within or outside the organization. In this process, thorough training and justification of instructors regarding the approaches and processes of the teacher-student system is of great importance. Finally, the duties and responsibilities of all players in this system, including the project manager, supervisor, trainer, and learner, are clearly defined so that each person knows their position and defined expectations well.

Designing learning paths and training programs

At this stage, a personalized learning roadmap is designed for each learner so that they can achieve their individual goals and organizational needs step by step. Based on this roadmap, a skills training program is developed that includes designing training courses tailored to the identified needs. These courses can be provided online, offline, in-person workshops, practical projects, or a combination of these methods. Next, the required educational content, including educational videos, books, booklets, PowerPoints, animations, and other educational media, is produced or provided and uploaded to the ExAcd system. If some of this content is provided from external sources, the process of translation and localization or dubbing will be carried out to adapt to the needs and culture of the organization. Also, in this program, there is a special emphasis on practical skills training that is directly connected to the work output and performance of the learners, rather than simply teaching theoretical knowledge. In cases where specialized content is not yet ready, general courses are used as a starting point for training to begin the learners' learning journey without interruption.

Implementing skills training and continuous improvement programs

In the implementation and improvement phase of the skills training program, pilot projects are first initiated in different parts of the organization to practically implement and evaluate the mentor-apprentice system. In this process, learners solve real problems of the organization through project-based learning and learn practical skills. The main responsibility for learning lies with the learners themselves, and they follow their own growth path with the help of mentors and educational tools as self-learners and co-learners. The use of microlearning content also makes the training short, targeted, and effective.

After implementation, the performance of learners, mentors, and the entire system is continuously evaluated. The feedback collected helps improve the educational content and processes, and financial analysis also determines the return on investment of the program for the organization.

In this way, the organization creates a comprehensive ecosystem for training, empowering, and developing its human resources, which will make continuous learning and skill enhancement a part of the work culture.

Implementing skills training and continuous improvement programs

Focus on self-learning, peer learning, and skill learning

Self-learning, peer learning, and skill learning are related and complementary concepts that are used in the direction of the personal and professional development of learners. In the mentor-apprentice system, learners, relying on self-learning and benefiting from peer learning opportunities and guidance from the supervisor and other professors, actively move on the path to acquiring the skills they need. This approach encourages active and continuous learning and contributes to the comprehensive personal and professional development of learners. You can transform knowledge into skills at any time and place at your own pace, with the cooperation of others, and in a scientific environment.

Master-apprentice system: The key to knowledge management and skill development in the organization

Much of the knowledge an organization needs is within itself. The mentor-apprentice system manages the transfer of knowledge and skills in a targeted manner by identifying these internal capacities and employing experts in the roles of mentors, instructors, and trainers. This approach, while preserving intellectual capital and facilitating the flow of knowledge, helps the organization to be less dependent on external sources. With continuous monitoring, targeted feedback, and final evaluation, the learning path is optimized and the sustainable development of knowledge and skills in the organization is ensured.

Educational Transformation: From Teacher-Centered to Learner-Centered in the Age of Technology

Traditional educational methods that considered the teacher to be the center of learning have moved towards learner-centeredness with the advancement of technology and changing expectations; in this new approach, active, spontaneous, and purposeful learning is formed by learners, and the teacher plays the role of a guide and facilitator, such as the teacher-student system that emphasizes the training of practical skills and self-learning.

Technical and non-technical skills: two complementary wings of career success

In the master-apprenticeship system, there is a special emphasis on the simultaneous and balanced development of technical skills for the accurate performance of specialized tasks and non-technical skills such as effective communication, teamwork, problem solving, and conflict management; this comprehensive approach prepares learners to successfully and effectively face the challenges of the workplace.

Skills Management: The Key to Empowering the Workforce with a Master-Apprenticeship System

Targeted skills management in the organization is the foundation of workforce empowerment, which leads to improved performance and personal growth of employees by identifying skill needs and filling gaps. The mentor-apprenticeship system, as an effective method, facilitates the transfer of technical and non-technical knowledge and skills through the roles of supervisor, coach, and instructor, and trains a workforce that is capable, self-reliant, and ready to solve organizational challenges. This approach turns skills management into a dynamic and dynamic process and paves the way for sustainable development of organizations.

Master-Apprenticeship System in the Era of Industrial Revolution 4.0: A Bridge to Smart Education and Sustainable Empowerment

The mentor-apprentice system, by adapting traditional teaching methods with new technologies and education 4.0 approaches, is emerging as a key solution in responding to the challenges of the Fourth Industrial Revolution. By focusing on stretch learning, self-study, and experience-based learning, this system develops technical and soft skills in the workforce in a targeted and sustainable manner. Utilizing the roles of mentor, instructor, and coach, along with online learning capabilities, helps organizations train a creative, committed, and capable workforce for complex and dynamic environments and optimize knowledge management.

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