Functions and features of mentoring in personnel adaptation of the penal system

Abstract

The article analyzes the state of the mentoring system during personnel adaptation within the penitentiary system. Mentoring is a fundamental method of working with a mentee to introduce them into the activities of a closed occupational group. However, nowadays, mentoring in institutions of the penitentiary system is often of a formal nature. This does not allow institutions to use the full potential of mentoring to replenish a closed occupational group with high-quality human capital. A mentee should be introduced into professional relations not only at the formal, but also at the informal level, since informal communications play an important role when a closed occupational group accepts a new member. The purpose of the article is to identify the main features of mentoring, its functions that allow achieving personnel related, strategic and social results in functioning of the penal enforcement system. To achieve this goal, an expert survey was conducted with the senior officers of correctional institutions, which allowed identifying practical aspects of implementing personnel adaptation using the mentoring institute. The modern institution of mentoring is reflected in the functions of labor adaptation, which are implemented by a mentor through interaction with a mentee. The performance effectiveness of the functions of adaptation is determined not only by the achievement of high labor activity indicators by a new employee, but also by the construction of effective communications that should be arranged with colleagues, as well as with people in detention. The result of the study will be an understanding of the features of an effective mentoring system for a closed occupational group of the penitentiary system and possible ways to improve it.