New hire training sessions might only last a week or even considerably less, but ongoing mentorship and continued training throughout an individual's time in a specific organization produces both longer-lasting and better-adapted results. There is no limit to the human capacity for learning and change, and this should most definitely be taken into account when attempting to establish an adequate time frame for such programs, especially in the case of mentoring, where experience continually increases (Heathfield 2009).
Evaluation Methods
Perhaps the most effective method of evaluating the success of a given training or mentoring program is also the most simple and direct -- asking participants what they took away from the program, and what they recognized as the key elements of information they were represented with and how this applied specifically to themselves and their position in the company (Heathfield 2009). An effective training program explains the "why" of the company's needs, policies, and goals in addition to the "what" and the "how"; this also tends to lead to more effective learning (Heathfield 2009). Performance evaluations following such programs can also be sued to determine efficacy, though these are often subject to greater levels of interpretation and are less direct in their approach (HR 2009).
Encouraging Feedback After Mentoring and Training Programs
In a true learning organization, feedback following a training session or after/during a mentoring program is a vital way to keep the programs relevant and effective for the organization and the individuals within it. Leadership excellence is consistently equated (in part) with approachability and responsiveness, demonstrating that the accountability that is so important as a goal of mentoring and training programs is also essential in the development of these programs (HR 2009). Indeed, there can be no true organizational accountability if the organization does not permit individuals to constructively criticize and offer suggestions on current operations, including...
For administrative staff, individuals selected as being promotion-worthy for leadership positions based upon performance reviews will also be selected and identified for mentorship by high-performing members of upper level management. Program structure All mentorship programs will have three phases: orientation; training (the most intense part of the mentoring process); and follow-up meetings. During orientation, mentors and mentees will be matched with one another on a one-to-one basis in both sales and
Mentoring Human history is replete with stories and myths of relationships between mentors and their proteges The term "mentor" has its origin in Homer's epic poem "The Odyssey" in which Odysseus, while going to fight in the Trojan War, entrusts the care of his son Telemachus to his trusted adviser and friend, Mentor (Kalbfleisch and Keyton, 189). A similar mentor / protege relationship appears in other myths such as the one between Merlin
Mentoring In "The Role of Mentoring," Michael Stephens shows how mentors can be useful in the field of librarian science. Using the basic principles upon which mentoring programs are developed, and which are supported in our textbook, Stephens advises the use of technology to facilitate mentoring. In the article, the author expresses the value of mentoring for the librarian profession. Mentoring is more than just teaching and training the new librarian.
Some additional common characteristics of and criteria for selecting mentor teachers are: a clearly articulated vision of teaching and learning, knowledge of content, accomplished curriculum developer, professional interests, expressed educational philosophies, and compatible personalities (1986; Feiman-Nemser, 1996; Tillman, 2000). Awareness and facility with mentoring processes are seldom among selection criteria, but are often handled through mentor training mechanisms." Mullinix, 2002) Orientation is based on the five phrases of Ellen
The new trainee will need to adapt to the social rules within the company. The training mentor will play again the role of familiarizing him with some of the unwritten social rules of the company. For full social integration, the trainee will participate in all team-building activities. Motivation and promotion schemes are just as important, as the first thing that a future employee actually encounters in a new company. Indeed,
Mentoring and Coaching Learning strong teaching skills is crucial to students looking to enter into the field of education. Part of their learning comes through experiencing lessons and actually teaching in classroom environments. This can then be augmented with professional guidance. This is essentially the aim of the program examined here. This program focuses on helping provide student teachers with better direction through methods of "support and challenge" (SchoolsWorldTV 2012). This
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