Dinesh Divekar
Business Mentor, Consultant And Trainer

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Dear All,
We were planning to come up with a buddy program in our organisation and I was wondering if how do we analyse the efffectiveness of the such a program.
I was keen on taking your veiws on the idea of putting this as one of the criteria (KRA) in the mentor's Performance Appraisal form.
If yes then how will the effectiveness of the person as a mentor will be judged. AND
How will such an addition of the buddy system effectiveness as a KRA affect the performance appraisal of the mentor.
Also your views on the potential success and faliures of the a buddy program..

From India, Mumbai
Dear Major,

It appears that you are not clear about the difference between "Formal Mentoring Programme" and "Buddy Programme". You can click the following link to know the difference:


I don't know much about "Buddy Programme". However, I conduct the training programme on "Formal Mentoring".

Since roles of Mentor or Buddy are different, making any KRA for either relationship, I never heard of it.

If you want any help on designing the "Formal Mentoring", then I am ready to provide my consulting services. You can read my following posts, related to the mentoring programme;

a) Assessment of the ppt on mentoring: -


b) How to establish mentoring programme in the company: -


c) Observation on the Mentoring programme: -


By the way I am into soft skills, behavioural and management training. To know about my training activities, you can download my Training e-Brochure attached to this post.


Dinesh V Divekar

From India, Bangalore

Attached Files
File Type: doc Management and Behavioural Training e-Brochure (Revised).doc (209.0 KB, 141 views)
File Type: doc Training e-Brochure for Senior Management.doc (48.5 KB, 83 views)

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