In the current realities, in order to ensure more effective performance of work functions, personnel need to constantly develop in an appropriate professional trajectory. One of the conditions for the professional formation and development of staff is the application of mentoring practices in the organization. Within the framework of the topic under consideration, the author has established the sequence of stages of the mentoring program implementation using the example of a transport organization. During the research, a portrait of an ideal mentor was drawn up, on the basis of which a mentor competence model was proposed.; A mentoring program for key employees has been developed; an attempt has been made to adapt D. Kirtpatrick's model to evaluate the effectiveness of the mentoring program. As a result of the research, the expected effects of mentoring on the development of the organization in terms of human resources have been established. It is assumed that mentoring in the future can create favorable conditions for the formation of links between science, education and business.
