■ What is the overall objective of the program? Is it focused on employee assimilation, development, retention or some other combination of objectives?
■ What type of people should be mentors to others? What specific attributes or skills should they have?
■ How formal versus informal should your mentoring program be?
■ How frequently should the organization measure the effectiveness of the program?
a. Improvement in performance management ratings (year-over-year competency development and business results achievement).
b. Improvement in retention levels of high performers and others that received mentoring.
c. Measurement of the success of mentored individuals upon advancing to new roles with greater responsibility.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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