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Hello Friends

Can u suggest me some of the strategies used to promote a mentoring culture in an organisation? Also if you can tell me about the best practices in career development plans or some links to such info?

Hi Samvedana,

Mentoring is generally done by a senior person who has a good exposure and experience in various fields and more importantly who offers his expertise to his juniors without any motive.

Mentoring helps to bridge the learning gap.

It is entirely based on practical experience gained from the exposure to practical issues and problems during the course of one`s career or life.

Methods :

Buddy system.

Exposure to different department/location say in every three years or so.Like this system is followed by Mearsk where the employees after the period of service of two or three yrs can ask the company for the choice posting in different locations.

Assign weightage in performance appraisals for mentoring.

If the mentees do well then mentors need to be awarded.

have efficient feedback systems.

Most importantly, this process should be initiated by the CEO/MD only then it would percolate down.

Regards,

Rajat

Thank you so much Rajat....can you provide me with some best practices for mentoring?


Samvedana

Hi Samvedna,

I see two questions in your post, one being about promoting mentoring culture and another about best practics in career development.

While addressing the first, I am completely in agreement to what Rajat said about mentoring. Having said that, it is also important for us to realize that it takes a huge amount of effort to inculcate this culture in an organization. It is easier said than done.

Many a times the fear of being superseded or being left behind in the organizational rat race prevents the seniors or coworkers from sharing the knowledge. Also sometimes the ego takes precedence and stops people from spreading the knowledge.

If you are a part of the human resource organization, and desire initiate this change, you will need to sell the benefits to all stake holders. You will have to show them the brighter side of sharing the knowledge and will have to ensure that they are on your side rather than the other! I guess this itself will be a task and will need you to decide about the change management strategy!

As for your second question about the best practices in career development, you will need to map the employee competencies to the ones required for the job, do a gap analysis for the missing skills, identify whether they can be handled via training and execute training. It is important that while doing all this, you talk to the employees you are developing it for. You will get the most vital information from them and you will be able to develop much better strategy after the collaboration process.

If required we can take the discussion further and discuss the steps involved in career development!

Regards,

Pankaj Sethi

Hi,,,

Please click the following link,,,

You will get lots of information..

http://www.citehr.com/search_new.php?q=mentoring

Dear Pankaj

Thanks a lot for the info.....I am looking for a methodology to design an employee developmental plan....Can u please help me with this?


Samvedana

Dear Pankaj

Thanks a lot for the info.....I am looking for a methodology to design an employee developmental plan....Can u please help me with this?


Samvedana

Dear Samvedana,

Before you tread on the path of selecting the best methodology for employee development, it is important for you to conduct an analysis.

This analysis should determine the type of industry you are in, the organizational practices followed so far, the effectiveness of those practices, the gaps in the skill/knowledge areas of employees.

To put in simpler words you will have to to a training need analysis here.

If i were at your place i would have identified the most important skills that my employees need at job, followed by the skills and certifications required in their career progression. Thereafter i would have selected the skills which were common to most of the employees and discussed a training / development plan with the SMT and a few co-workers.

From an organizational prospective you will need to identify a few career progression paths that you will suggest the employees. These need to be carefully identified, discussed and drawn as your employees will choose one of these to be successful in their careers.

As it will be very difficult for you to take care of all individual career aspirations, this is a safer bet and you will be able to test waters as well!

Please specify the nature of your industry so as the forum can help you better!

Regards,

Pankaj Sethi

Dear Pankaj

I am rite now working on organisation development practices in a large IT company....I am not a techie so I am not very sure of what all skills are needed by the technical people in the software projects....Can u guide me on this?

Samvedana

Hi Samvedana,

I suggest that you reach me on 9910049969 to take the discussion further!!

We will need to discuss certain aspects before we could chalk out the plan!!

Regards,

Pankaj Sethi