Career Path Development for Trainees
I am a member of the Learning & Development department in our organization. I have been tasked with preparing a career path for trainees recruited from premier B-schools. These trainees are hired every year in different categories such as Management, Executive, Sales, Commercial, and Graduate Engineer Trainees.
Kindly suggest various aspects to be considered in preparing a policy for their career path. I have already begun meeting with these trainees one-on-one to understand their career aspirations and interests.
Please advise on how I can progress further from this point.
Regards,
Himanshu
From India, Gurgaon
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1I am a member of the Learning & Development department in our organization. I have been tasked with preparing a career path for trainees recruited from premier B-schools. These trainees are hired every year in different categories such as Management, Executive, Sales, Commercial, and Graduate Engineer Trainees.
Kindly suggest various aspects to be considered in preparing a policy for their career path. I have already begun meeting with these trainees one-on-one to understand their career aspirations and interests.
Please advise on how I can progress further from this point.
Regards,
Himanshu
From India, Gurgaon
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"Non-threatening" ways of conducting the SWOT analysis could be as follows:
a) One way is to train the mentors on SWOT analysis. During the mentoring of the mentees, mentors can assist the trainees with the SWOT analysis.
b) Secondly, conduct training on "SWOT Analysis" for the trainees. Afterwards, they can have the analysis reviewed by their colleagues or manager.
c) Lastly, instruct them to research the web, gather information on SWOT, and prepare the SWOT analysis. They can also seek input from immediate family members, neighbors, acquaintances, etc.
Out of the three options mentioned above, the most effective would be (a). Recently, I conducted a training program on "Formal Mentoring" for a well-known petrochemical company. In the upcoming weeks, I will be training the mentees as well. During this training, I will cover the topic of SWOT Analysis, which they will later have reviewed by their mentor.
Additionally, you can train the trainees on "Johari Window," another powerful tool for personality development. However, the faculty member conducting this training should be experienced; otherwise, it may have adverse effects.
Regards,
Dinesh V Divekar
From India, Bangalore
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a) One way is to train the mentors on SWOT analysis. During the mentoring of the mentees, mentors can assist the trainees with the SWOT analysis.
b) Secondly, conduct training on "SWOT Analysis" for the trainees. Afterwards, they can have the analysis reviewed by their colleagues or manager.
c) Lastly, instruct them to research the web, gather information on SWOT, and prepare the SWOT analysis. They can also seek input from immediate family members, neighbors, acquaintances, etc.
Out of the three options mentioned above, the most effective would be (a). Recently, I conducted a training program on "Formal Mentoring" for a well-known petrochemical company. In the upcoming weeks, I will be training the mentees as well. During this training, I will cover the topic of SWOT Analysis, which they will later have reviewed by their mentor.
Additionally, you can train the trainees on "Johari Window," another powerful tool for personality development. However, the faculty member conducting this training should be experienced; otherwise, it may have adverse effects.
Regards,
Dinesh V Divekar
From India, Bangalore
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SWOT analysis.doc
SWOT analysis.pdf