The constant transformation of education, the spread of new educational technologies have entailed significant qualitative changes in the professional activities of teachers. A modern teacher must constantly adapt to ongoing changes, to the contingent of students, to new requirements and conditions of learning. He must work equally effectively in traditional and online formats, apply active teaching methods, develop educational resources, take into account the individual characteristics of each student, be creative and creative and at the same time continuously continue his professional development [1].

These circumstances require new pedagogical research in the field of education and training, the search for innovative means, forms and methods related to the development and implementation of modern educational technologies in the learning process. In the education and training system, mentoring technology has recently become widely used as one of the most effective ways to develop a creative personality and achieve its goals, which allows for the successful implementation of optimal personal strategies and professional development.

Mentoring is a universal technology for transferring experience, knowledge, developing skills, competencies through informal, mutually enriching communication based on trust and partnership [2]. This is the process of transferring experience and knowledge from older to younger members of society, a form of relationship between a teacher and a student.

In the theory and methodology of professional education, mentoring is considered as an effective tool for continuous professional training of young specialists. A number of scientists use the term «mentoring system» to define support for a student or young specialist, during which there is an increase in the efficiency of the distribution of personal resources, self-determination in professional and cultural terms.

Mentoring is one of the most effective modern technologies used in the learning process, which allows students to master not only theoretical knowledge, but also to master the practical aspect. With the help of an experienced mentor, who is an advisor, an expert consultant on many issues in the field of education for the student, the professional and personal development of the student occurs. And the responsibility for the correctness of the chosen methods, projects, scientific topics, etc., naturally, lies with the mentor. Mentors use the method of promoting existing knowledge or professional skills, teach what they know themselves. The advantage of this method is the ability to teach the mentee without interrupting the educational process, moreover, it is in the process of activity that the process of transferring experience occurs.

Mentoring is increasingly used in both business and education as one of the most effective strategies for managing education and development.

Mentoring is a multifaceted concept that is difficult to exclude from other influences. Its pedigree is at least as long as the history of pedagogy. The word “mentor” (Greek) literally means “thinker”. However, the real development of interest in mentoring in education dates back to the end of the 11th century. Mentoring can be defined as a partnership between a master (mentor) and a student, focused on the development of educational and professional self-awareness. Mentoring not only helps to discover the path to self-realization, but also to form the motivation to follow it without fear [3].

Mentoring is a form of communicative knowledge transfer and support process aimed at developing the student both individually and in a team. It is important for the mentor that his extensive experience and professionalism are complemented and supported by his personal qualities: correct goal setting, ability and motivation to correctly interact and contact people, a sense of tact when speaking, correct prioritization, etc. The mentor is focused on knowledge transfer, support and assistance in performing duties and solving problems in his field and sphere of activity. He tries to give the student all the necessary values ​​and qualities that will help to correctly apply the acquired and existing knowledge [4].

Mentoring is currently acquiring new features and moving into new areas. Mentors mainly rely on improving existing knowledge and professional skills. Simply put, they teach what they themselves can do.

There are some reasons why mentoring is needed:

• to support and stimulate employee learning;
• to transfer knowledge, norms and traditions existing in the organization and accumulated by the mentor;
• to reveal the potential of the student-trainee.

The main advantage of mentoring is that the learning process is more individualized, and it is also possible to learn directly at the workplace.

Mentoring can be collective (several mentors per group of employees or one employee), group (one mentor per group of employees) and personal (one mentor per employee). Most often, you can find personal mentoring, which is more effective.

The mentor’s task is to lead the student through the stages of development:

• unconscious incompetence;
• conscious incompetence;
• conscious competence;
• unconscious competence.

There are some mentoring rules, the observance of which will help to increase the level of training effectiveness:

A trusting atmosphere should be maintained between the mentor and the student. Training is more effective if each student has their own mentor. The mentor should motivate the student correctly, show them that self-development and self-improvement are very effective, teach them to gain useful experience from their own mistakes and the mistakes of others. The student should learn to use all possible resources to develop and grow their skills and abilities. There should be a system of support and encouragement.

There are many models of training in mentoring. The main one is the “Tell – Show – Do” model.

Tell: the student receives a task from the mentor, written out in steps. For large tasks, several sessions can be held. The mentor monitors whether the employee has learned the information by asking him questions. The employee needs to retell the essence of the task.

Show: the mentor shows in practice how to complete the task, describing his actions along the way. The mentor asks the student if everything is clear.

Do: the student completes the task independently. If the mentor does not like how the student completes the task, he can ask to redo some step. At the end of the work, the mentor and the student agree on the criteria by which the work done will be assessed [5].

Mentoring performs the following functions:

• Improving the level of students’ training, based on the standards and norms that exist in the educational process.
• Forming loyalty and a positive attitude towards work in students.
• Quickly getting used to the organizational culture of the subject being studied, its norms and rules.
• Expanding the responsibilities of the mentor, thereby providing him with the opportunity for career growth.
• Prevention of emotional “burnout” in teachers by implementing the functions of a mentor.
• Increasing team cohesion through communication between students and teachers.
• Increasing the productivity of mentors, they work better because students look up to them and are equal to them.

Ultimately, the expectations of the mentoring system for young professionals are to facilitate their personal and professional development, which ranges from assistance in professional self-determination to the mentor’s participation in auditing their own resources and finding missing ones. In addition, young professionals need to have a path of personal self-improvement defined for them, and for many, the mentor’s participation in developing leadership potential and building a career path for the young professional is important [6].

Thus, it can be concluded that it is beneficial to use mentoring in the educational process. It will help to achieve various goals that are important in training from the practical side. Thanks to the mentoring system, an individual approach to training is implemented, according to which the student finds himself in favorable conditions during the training process, receives psychological assistance and individual consultations. As a result, the mentoring system undoubtedly has a positive effect on the training of future specialists, is used, developed and improved in many modern universities.