Teacher, tutor, colleague, coach

Article Abstract:

An effective career development program within an organization helps retain employees, provide established employees with new challenges, and create a pool of qualified people to fill vacancies in top management. A mentor program is one of the best career development programs, but it is also difficult to implement. Three phases are necessary for a successful mentor program: group meetings with potential mentors and mentees to establish commitment to the idea and to clarify the participants' expectations, training sessions to establish what the mentor relationship can and cannot do, and follow-up sessions to evaluate the effectiveness of the program and to reward the mentors for their contributions. Since the program exists for the benefit of the mentee, it should be stressed that the responsibility for taking the initiative in the mentor relationship belongs to the mentee.

Analysis, Innovations, Career development, Mentors, Mentoring, Employee counseling, Counseling

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A five-step program that keeps training on target

Article Abstract:

Job training is not cost effective unless it leads to a tangible improvement in job performance. To achieve this objective, the skills needed to perform the job and the tasks required to complete the job should be identified before the training program begins. The training program should then be designed around the skills and tasks that will be used on the job. It is especially important to involve the employees who will be performing the job when analyzing job requirements and evaluating training effectiveness.

Performance, Measurement

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Employee involvement sparks diagnostic conferences

Article Abstract:

Conferences designed to improve employee motivation or team work often fail to have beneficial long-term effects, because these sessions fail to address the work situation as well as the employees. Sessions that diagnose specific problems and propose solutions may have a more lasting impact on the employees than a training session which only discusses generalities. The key to the success of diagnostic sessions is that the participants come prepared to discuss previously agreed upon topics.

Management, Occupational training

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