Mentorship and retention of staff are the most challenging issue for employers and the department of labor and mentorship in this century. Business and institution managers are currently experiencing a problem of high employee turnover. This challenge is caused by 1.New technology and change of the employee generation that increase the gap between the status of previous and current generation of workers. 2. Lack of finances that could support mentorship duties. 3. Limited mentorship skills among the management
The purpose of this study is to provide strategies that promote mentorship and retention process for quality services and products in the twenty-first century. This study uses secondary data, and various scholarly materials were gathered to make an input in the scientific data processing, and analysis. The reach aims an understanding of the key strategies that can be used for the current staff skill development and retention strategies efficient to overcome the challenges in mentorship department of labor (Rochester, 2010).There is no primary data due to the limitation of finances to invest in first-hand data collection, a scope of study and time required for critical primary data collection. The results of the research indicate a significant performance gaps are present in mentoring practices and purposes, and adjustments should be made to achieve the desired results. More than half of the groups in this study were not happy with their current mentoring program

  
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