Introduction. In recent years, internal affairs bodies have experienced a decline in the number of experienced officers, including heads of departments and divisions, which has negatively affected mentoring activities aimed at preserving professional culture and maintaining the tradition of service through the transfer of experience from senior officers to younger employees. Improving the effectiveness of mentoring requires appropriate training of heads (supervisors), taking into account limited time resources and the large number of daily operational tasks. One possible solution to this problem is the use of intra-corporate training for heads (supervisors) in mentoring activities; however, this issue remains insufficiently developed in both theoretical and practical aspects.
Aim. To characterize the potential of intra-corporate training for heads (supervisors) in mentoring activities within internal affairs bodies.
Methods. The methodological framework of the study is based on the theory of adult education and the hermeneutic approach. The research methods included analysis, synthesis, abstraction, analogy, and modeling.
Results. It was established that the potential of intra-corporate training for heads (supervisors) in mentoring activities within internal affairs bodies is determined by the interdependence of six components of the normative model: value-semantic, personal, informational, material and technical, personnel, and organizational-activity components. Three levels of potential development (low, medium, and high) and their corresponding characteristics and indicators were identified. The indicators were determined based on the resources of the professional community, the degree of formalization of mentoring organization within a division, and the preparedness of heads (supervisors) for pedagogical activity.
Scientific novelty. A normative model of the potential of intra-corporate training for heads in mentoring activities within internal affairs bodies was developed, including six interrelated components and a level-based characterization of the potential.
Practical significance. The results of the study can be used in the development of training programs for heads (supervisors) in mentoring activities, as well as in improving personnel management practices within internal affairs bodies.