THE MENTORING SYSTEM AS A MECHANISM FOR ACHIEVING THE NATIONAL GOALS OF THE RUSSIAN FEDERATION

This article analyzes the mentoring system as a key tool for developing human capital and achieving national development goals in the Russian Federation. It provides a retrospective analysis of the historical development of mentoring in Russia, from the first scientifically grounded systems of the XIX century to its current revival in the face of a labour shortage. The article identifies key challenges in implementing mentoring: the lack of uniform standards and performance criteria, insufficient regulation of mentor remuneration and the blurred boundaries between mentoring and other forms of support (curatorship, mentorship). The article examines the unjustified use of the term «mentoring» in relation to the individual support of individuals with disabilities of groups I and II in the workplace. It substantiates the need to improve the legal regulation of mentoring by codifying basic concepts, developing methodological recommendations and drafting a model mentoring policy. Measures are proposed for organizing a mentoring system at the employer level, including the selection and training of mentors, a rewards system and performance assessment. The conclusion emphasizes that an well-structured mentoring system contributes to increased productivity, accelerated adaptation of new employees within the team and the development of qualified workforce, thereby ensuring the achievement of the strategic development goals of the Russian Federation.