Catherine Chiugo Kanu


There is an increasing volume of “best-practice” literature in mentoring, suggesting principles for planning and implementing mentoring programmes. This study examines the applicability of the principles in preparing formal mentoring programmes in fast-moving consumer goods (FMCG) manufacturing companies in Nigeria and uses the data obtained to develop a framework that can guide Nigerian FMCG manufacturing companies in preparing formal mentoring programmes targeted at raising skilled and committed employees. Subjects were 55 senior-level staff of five manufacturing companies in Lagos State that had designed and implemented formal mentoring programmes. The
subjects responded to a 58-item questionnaire on the principles for structuring mentoring programmes; selecting mentors and mentees; and matching mentors and mentees. Data analysis involved the use of percentages and mean. The study revealed that long-term, face-to-face mentoring relationships yield
better outcomes than alternative arrangements. Among many other findings, it was revealed that in mentor-mentee matching, mentors should not only be more experienced than mentees but should also be older than mentees. Consideration of other demographic factors such as gender, ethnicity, religious inclination and field of study were found to be inapplicable in matching mentors and mentees. All the findings were used to develop a draft framework for planning formal mentoring programmes in FMCG manufacturing companies in Nigeria. The draft framework was validated by 3 experts in human resource development, management and business education. The feedback from the experts was used to revise the framework.

KEY WORDS: Mentoring, Mentor selection, Mentee selection, Mentor-mentee matching, Fast-moving consumer goods industry

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