The labor market is changing rapidly, requiring the adaptation of work processes and, consequently, tailored onboarding systems and modern mentoring approaches. Thoughtfully designed mentoring programs, together with dedicated and professionally skilled mentors, can contribute to the advancement of the engineering profession. Engineering is a field where learning never ends. It begins with formal education and continues through various developmental experiences, including positive, long-term mentoring. Mentorship is an effective working method that companies most commonly use when onboarding employees at the beginning of their careers. The aim of the research was to gain insight into the experiences and expectations of young engineers during the onboarding process and to analyse existing mentoring practices in companies. The theoretical part of the master's thesis addresses fundamental concepts related to mentorship and mentors, employee onboarding, and mechanical engineers. In the empirical part, based on interviews with mechanical engineers, I explored their experiences. The research revealed that some organizations implement formal and structured onboarding and mentoring programs, while others rely on more informal approaches. It became evident that the key factors for the professional development of mechanical engineers include structured onboarding programs that provide a systematic introduction to processes and key contacts with whom new employees will collaborate, opportunities for rotation across different departments, the establishment of a knowledge base containing essential information, regular feedback, the adaptation of onboarding to the specific needs of new employees, and the active role of mentors.
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