Hr Head With Pmi
Lecturer In B-school
We also do have a buddy system in our organization. It works on specialization area basis (HR, Mktg, finance, logistics) i.e. for each dept. You can choose such criteria..and also take into consideration the possible problems that may be brought forth for advise/ solutions..
Regarding documentation, you may come up with a short policy document as such wherein you write the purpose of this system, the criteria, how it will work, who will be reporting to whom, how the followup will be taken, etc. I don't have a format or else could have forwarded to you.
Hope it proves some help..
3rd August 2007 From India, Pune
mostly buddy's are somebody experienced in the process and freindly by disposition who are willing to help acclimatize the fresher....
buddies are normally not asked about appraising the fresher as Quality Deptt works on a parallel maintaining records of QC during production/ operations phase.
one drawback: fresher forgets what has been taught during training and learns shortcuts to productivity...( i think you can guess the damages-- all initiatives focussed on organsiation wide quality imprvements will fail....)
3rd August 2007 From India, Delhi
Mentoring / Buddy Program is a very strong tool for sustaining an unperturbed organizational culture and also to leverage on the organizational strengths.
I am sure it will work well in your organisiation as well.
Attaching an article on Mentoring Program. Hope it will help you in framing the guidelines.
You can also come up with a Feedback Form in line with the given essence of the program which shall help you in identifying needs for course correction, if any.
4th August 2007 From India, Bangalore