Welcome to Mentoring at CHRMP program!

The Mentorship Programme initiated by CHRMP is intended at providing assistance to budding HR professionals by enabling them to experience mentoring from experienced individuals of the HR domain. HR professionals provide assistance to all employees,  and they are available to discuss issues, and provide solutions for the same. They act as a source of support to the company or the organization, inclusive of all employees and management. However, when it comes to HR professionals themselves, they are left with no one to turn towards. 
CHRMP looks to address this and provide HR professionals with the support they need, creating a positive learning environment between and among HR professionals. Our community is vast, with HR professionals from various backgrounds and a range of experience, and this is at the core of the Mentorship Programme. Through this, we enable HR professionals to seek support and mentoring from a source of value.
The CHRMP mentor engages with the mentee and shares their experiences on different aspects to help mentees deal with their own professional challenges, primarily in the domain of Human Resources. Mentoring provides a safe environment to open up, that is free from any judgement; it smoothens and speeds up the progress of an individual through their professional journey.

This Guide

The purpose of this guide is to help you understand Mentoring at CHRMP in complete. It will present you with an insight into the Vision for the program, the principles and guidelines to be followed when you are a part of the program.
Anyone following this guide will find it easier to become an effective mentor.

Mentoring Defined

In The Odyssey (written by Homer, a Greek poet), Odysseus (perceived as Ulysses in the Latin translation) was planning to fight the Trojan War when he realized he would be leaving behind only his son and heir, Telemachus. Since the child was young and wars usually dragged on for years (the Trojan War lasted ten years), Ulysses entrusted Telemachus’ care and education to Mentor, his wise, trusted friend.
Because of Mentor’s relationship with Telemachus, and the disguised Athena’s encouragement and practical plans for dealing with personal dilemmas, the personal name Mentor has been adopted in multiple languages as a term meaning someone who imparts wisdom and shares knowledge with a less-experienced colleague.
In simple words, mentoring is the relationship between an experienced individual and another individual who has lesser experience. The mentor will share stories and insights from their personal and professional life that can benefit the mentee in dealing with their own challenges.

Vision & Mission for the Program

To help budding HR professionals develop a healthy, strong relationship with senior professionals, which will allow them to get through professional challenges easily and reach their full potential.

Why Should You Be a Mentor ?

  • Develop your mentoring and coaching skills
  • Give back to the HR profession and get the joy of contribution
  • Stay relevant and updated about the emerging issues in HR
  • Network with other mentors and professionals to boost your career
  • Utilise your time for the benefit of the HR community and enable the personal and professional development of mentees

Why Should You Be a Mentee ?

  • Get guidance from experienced mentors
  • Be better prepared for future risks that might occur due to your decisions
  • Deal with workplace problems more effectively

Code of Ethics for Mentoring

Mentoring at CHRMP is a serious task and by no means should be considered otherwise. The mentors are expected to abide by the code of ethics as provided by CHRMP.
To their mentees, the mentors serve as:
  • Positive role model
  • Advisor
  • Career counsellor
  • Coach
  • Friend
  • Guide
Mentoring relationships are complex, fluid and sometimes dysfunctional. Mentors must agree to the following ethical codes while Mentoring at CHRMP:
  • Perspectives matter: Respect everyone’s point of view.
  • It’s not about my agenda: Mentors must agree to work with the mentee’s agenda and not force their own agenda.
  • Regular meetings: Mentors must make time to meet with their mentees and discuss the progress frequently. This needs to be one of their top priorities, and it cannot take a backseat.
  • Maintain confidentiality. Mentee’s confidentiality remains a top priority at all times. Mentors will come across information about mentee’s organisations and other professional trading secrets. At no time should the mentor disclose any such information, without the explicit consent of the mentee.
  • Supervision. Your discussions with the mentees will be frequently monitored to ensure the expected guidelines are being met.
  • Prepare the mentees. They should make the mentees aware of the professionalism and the limitations of the program. They must dedicate to look for opportunities to share experiences to enhance mentees’ learning.
  • Get mentee’s consent. Mentors must take mentee’s consent regarding their mental health condition. No mentor should accept a mentee with crucial depression or mental health conditions. Such individuals must be guided to support groups.
  • Respect mentee’s time. Mentors must respect mentee’s time and must be available at the time they have decided.
  • Know your boundary. Mentors must not intrude into spaces the mentee wants to keep private. They must also avoid getting into a relationship that is anything but professional.
  • No dependency. Mentors should avoid creating dependencies but help the mentee to learn to go through their own situations.
  • Know yourself. Mentors must become aware of their own capabilities and areas of work. They must not walk into areas they are not suitable for and must communicate this clearly so that both parties are on the same page about expectations.
  • Don’t work for the mentees. Mentees have the capacity and potential to do their work, and mentors must only help them realize them.
  • Voluntary participation. Participation, either as mentors or mentees, in this mentoring program, is purely voluntary and on the sole discretion of the members. However, one must adhere to the above standards without fail. There must not be any financial transactions between the mentors and the mentees.
  • No sale of personal products. Your connection is only through CHRMP and mentors or mentees must not at any time engage in the sale of any personal products or services.
  • No fake identities. Mentors must reveal themselves truthfully and must not use any counterfeit identities, that can, by any means, misguide the mentees.
  • This can change. We, at CHRMP, reserve the right at our sole discretion to change, modify, add, or delete parts of this Code of Conduct at any time without further notice.
How Can You Start with Mentoring at CHRMP?
You will be required to fill a form, and then we will shortlist based on your application responses. Note: it is a volunteering opportunity, and mentors should not expect any monetary gains. Mentees must also not engage in any financial exchange with mentors.

The Selection Process

  • You can enroll as a Mentor or a Mentee. Go to this form link and fill in the required details.
  • Once you fill the form, your test result will be reviewed by a panel of experts. Once your application gets through, you will have an interview over telephone/Zoom/Skype or any other means as found feasible for both parties.
  • After the review committee shortlists your application, you will receive a call to discuss Mentoring at CHRMP.
  • The committee will then review your responses to the questions asked during the call and, if found satisfactory, you will join our esteemed panel for Mentoring at CHRMP.
Selection Criteria for Mentors
  • Must have worked in any vertical of HR for at least five years.
  • If you have completed a CHRMP course, an experience of 4 years is expected.
  • Should have plans to stay in Human Resources in the future
  • Must be ready to commit to serving the mentees for the full tenure
  • Must have good English communication skills (can express thoughts with absolute clarity for the listener to understand easily).

Mentoring @ CHRMP – Session Flow

Each mentoring session would need the following steps to be followed. While the structure is not mandatory for everyone when conducting Mentoring@CHRMP, it is definitely a great strategy to follow for an effective session. Mentors must make it a practice to follow these.

  • Building rapport
Although mentors have interacted with their mentees a few times, it is a good way to spend the first few minutes in some small talks so that mentees get to open up. This also gives time to the mentors to gauge the mentee’s state of mind and probably initiate the discussion accordingly.
  • Setting agenda
Once mentors and mentees are in rapport, the mentors can go forward to set the agenda for the conversation they are about to have.
  • Explore
  • Help mentee set goals
  • Ensure accountability from mentee
Any task that you assign to the mentee should have some accountability from the mentee’s side. It must have
  • Schedule next meeting
Do not forget to schedule the next meeting if you feel it is necessary and your mentee also agrees to it.
  • Close
End your Mentoring session on a positive note where your mentee begins to feel somewhat better compared to the beginning of the session.



If you are interested in being a mentor, please fill in the Mentor Application Form

If you are interested in being a mentee, please fill in the Mentee Application Form

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