The purpose of this study is to identify and trace the prerequisites for the enterprises whose intention is to include in their management strategies a variety of practices, plans and programs concerning mentoring. Therefore, although the profile of the enterprises represented in this study is focused on these who carry out mentoring practices in the frame of IMPLEMENT project, the ultimate goal for this study is to be the “counsellor” / the guide to any enterprise, in the future.

The study intends to answer the question: “Are there any specific characteristics that an enterprise, which wishes to carry out mentoring practices successfully, should perform?” The dimensions of this question are focused to:

• the kind of business activity and the size of the enterprise
• the adopted strategy of the enterprise
• the applied policy concerning management and HR development procedures
• the business’ culture, the communication climate and initiatives

For the purpose of this study a literature survey on this subject was carried out, while extended collaboration and exchange of views with the transnational partners took place.

The structure of the survey contents two parts:

1. The first part is academic and gives a detailed description of the Emotional Intelligent Organization, the Organization with human oriented Organizational Culture and the Learning Organization. This is considered to be necessary in order to substantiate that mentoring, as a developmental strategy, thrives in organizations with these characteristics.
2. The second part acts more like a functional guide. It begins with the goals and the benefits from the implementation of mentoring practices. Afterwards, it presents the results of other surveys under the subject “Mentoring & Women, as well as a study one and only for Greece – prepared by three women professors of Athens University of Economics and Business, on the same subject.
   The study ends with conclusions concerning the profile of enterprises that wish to adopt mentoring policies and the prerequisites for the successful implementation of this kind of projects. The characteristics of the enterprises are listed in the collective table below and they are not mentioned as essential and necessary elements. It is only estimated that if they exist, they create a positive environment and good circumstances for a successful implementation of mentoring practices. Besides, the most crucial parameter for mentoring success is the “chemistry” between the couple: “mentor – mentee”.

The outline of the preferable enterprise profile gets amplified by the companies (Q&R, Singular System Integrator, Athens Acropol Hotel, and King George Hotel) that take part, as partners, to the project and they intend to carry out “in-house mentoring projects”. To facilitate the amplification procedure, a questionnaire was drawn and sent to the HR managers of the above companies to be filled. The questionnaire is attached in the annex of this study.

The contents of the study are the following:

PART Á’

1. The Emotional Intelligent Organization
2. The Organization with Human oriented Organizational Culture
3. The Learning Organization

PART Â’

1. The Objectives of the Mentoring Programmes and the Advantages accruing
2. Mentoring and Women
3. The profile of enterprises that wish to adopt Mentoring policies
4. The prerequisites for the successful implementation of Mentoring Programmes
5. Conclusions
6. The profile of the Companies – Partners to “Implement” project
7. Some Case Studies