Browsing by Subject "osallistumisnäkökulma"

The goal of this master’s thesis was to search, what kind of advantages does peer group mentoring offer for HR-professionals and what kind of development of one’s expertise does peer group mentor-ing support. Theoretical framework of this study is based on observing four generations of mentoring (Kupias, Salo, 2014) related to three different kind of perspectives of expertise (Hakkarainen, Paavo-la, Palola, 2012). Different perspectives of expertise are seen as expertise as transferring knowledge, taking part in cultural actions and creating new knowledge. The biggest methodological difference between traditional one-on-one mentoring and peer group mentoring is working as a group and adapting the role of equal participant of the group. The purpose of this master’s thesis was to examine, what kind of roles are constructed in groups and how equal participants feel. One of the goals of this study was to examine, what are the best practices for a successful peer group mentor-ing program. The target group of this study consisted of 14 HR-professionals, who took part in Henry ry’s peer group mentoring pilot program. The main data of this study consisted of nine phone interviews, which were analyzed by semi-structured theme interviews. Data was analyzed by data-based content anal-ysis. In addition to content analysis this study has features of case study method. The goal was to gain on comprehensive description of peer group mentoring. Collegial networks and communal learning can be seen as strengths of peer group mentoring ac-cording to this study. Taking part to group conversations enabled personal development through scattered and disbanded resources, what can be seen as main benefit participants experienced in peer group mentoring. In this study peer group mentoring represented most participation view from the perspectives of expertise, as participants were able to reflect their own thoughts and learn new ways to develop their own work.