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mentoring program
Training & Organizational Development
mentoring program
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I have been tasked with starting a mentoring program. Does anyone have a form that they issued to employee's who want to be a part of the program?
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Forums » Topic Forums » Training & Organizational Development » mentoring program
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mentoring program
posted at 11/8/2005 4:37 AM EST
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Posts: 175
First: 8/27/2002 Last: 5/4/2007 |
As you are finding out, mentor, if applied correctly, can be a powerful tool to enhance the satisfaction and performance of your employees. But, if not done correctly, it can have the opposite effect. I am sending you a couple of slides outlining a model for the successful creation and implementation of a proven mentoring program. Let me know if I can be of further assistance.
David |
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mentoring program
posted at 12/20/2005 8:54 AM EST
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Posts: 7
First: 11/22/2005 Last: 2/25/2006 |
The following information is specifically applicable to technical mentoring for engineers. Instead of one mentor for the protege (newly hired, less experienced engineers), three types of mentors were created within one mentoring program.
All of the experienced engineers were placed in the mentoring program as "Technical Mentors." This was done under the belief that all engineers will be interfacing with newly hired engineers, exchanging information and knowledge. The given fundamental mentoring training, which was designed to facilitate the knowledge exchange in a positive manner that was rewarding for the mentor and protege. The fundamental goal of the Technical Mentor is to raise the protege's awareness of specific topics to help them acquire general knowledge. A smaller set of engineers were given the assignment of "Qualification Mentor." These were engineers were selected based on their proficency with specific high-risk tasks that must be routinely performed without error. Additional training was provided to these mentors, primarily to help them realize the responsibilities associated with this type of mentoring. The Qualification Mentors assess the competency of the new engineers, independent of the Technical Mentors. The goal of the qualification Mentor is to ensure technical standards and expectations are demonstrated before the new hires is allowed to perform this specific work task independently. Finally, an even smaller set of engineers was selected by management to serve as "Career Mentors." Their participation was voluntary. The Career Mentors were also given additional mentoring training, more oriented towards the soft skills. Their goal was help the new engineers by providing context for the protege's newly acquired knowledge and skills. Their primary goal is to help retention by supporting the new hires. Hopefully this information will help you realize there are many options available to you in the development of your mentoring program. |
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