Dear Rajus,
First and foremost when you ask some information, it is pertinent to provide some basic information like your name, your designation, nature of your company or finished product/service etc.
The second set of information is why you ask this information? Has your superior told you to launch "Buddy Programme" in your company or is it your idle intellectual curiosity? What challenges you face from your old employees? What kind of training you have given to them?
Efficacy apart, I am yet to come across with any write up or case study on ROI on "Buddy Programme". A real organisational change can come only if you are clear on the ROI on the investment you do in these kind of activities. These are not OD interventions as such.
Modern HR has habit of taking fancy of these fads. But then sans clarity on ROI, it is just waste of time and resources too. Occasionally articles on subjects of these kind appear in some newspaper or magazines.
If you want your old employees to stay motivated or execute the responsibilities of higher order, then you may do the career plan for each one of them, identify the competencies required to handle future assignments effectively and train them on these competencies. This will work far more effectively. You will be able to measure whether the individual has mastered particular competency or not.
Ok...
Dinesh V Divekar