...Training and Mentoring Program xxxxxxxxxxxxx HRM/531 December 5, 2011 Dr. Penny Wilkins Evaluation Ford provides many kinds of training programs to its employees, dealers and suppliers. For successful training programs it is important to see the reaction, transfer and its effect on the employees and company. Six Sigma is a successful training program Ford started in 1999. The first phase of Six Sigma called for customer satisfaction. "In fact, one and a half points of customer satisfaction drive about one point more loyalty. In North America alone, this translates into more than $2 billion in incremental revenue and roughly $100 million in profit." (http://www.qualitydigest.com). The employees gave a good response to this training and earned green belts, black belts, master black belts. Master black belts helped train senior leaders to apply Six Sigma in their departments. This program was such a success that in 2000, it helped to add $52 million to the bottom line of the company. Ford assembly plant in Chicago underwent a new training program accompanied with new tools and machinery, successfully reinvented Ford Explorer 2011. Ford Explorer 2011 is best in class fuel economic, improved driving dynamics and lightweight in design. ‘The reinvented 2011 Ford Explorer has started rolling off the line at Ford’s Chicago Assembly Plant, marking a new beginning for both the historic factory and the iconic SUV (media.ford.com). Reinforcement and Sustainability Ford reinforce...
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...Mentoring vs. Induction Programs 1 Mentoring versus Induction Program Andrea Tubbs AED/201 Breanna Becker June 13, 2010 Mentoring vs. Induction Programs 2 One of the main factors new teachers leave after a few years of teaching is socialization. With all the training and along with additional tools new teachers get before entering into the classroom. They’re faced with so many obstacles as new teachers, that’s why it’s so good to have programs like mentoring and induction programs to help on this journey during the first couple years of teaching. Mentoring Programs are programs organized by experienced or veteran teachers, whose job is to help the new or beginning teacher. Their responsibility is to offer advice, guidance, and support for them to take back to the classroom. Induction programs are programs that are established to first year teachers that provide workshops, internships and the oppourinty for teachers to observe their future peers in the classroom to see how it’s done. These tools will provide aide to them, to use when facing adversity, challenges or any difficult situation that will arise in the classroom. The purpose of the mentoring program is to give personal and long-term individual support to the new teachers. New teachers are assigned to a mentor who will offer guidance and support to them during their first year experience. Even though mentoring is part of induction process it’s not induction. On the other hand induction...
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...Report Week 3 Lisette Rodriguez HRM/531 May 02, 2011 May 02, 2011 Memo To: Sales Team Subject: Training and Mentoring Program for InterClean/EnviroTech sales team Due to the departmental changes and restructuring of the sales team, we have developed a training and mentoring program. The program has been developed in order to align our workplace training with our business objectives. We have been doing things differently for quite some time. Although we have been effective in maintaining and growing market share as separate entities, we must capitalize on having two completely different sets of resources. I know that each company has had its individual road to success; however, we must come together to form a unique blend of unity as we merge the two philosophies. In the past, we sold products to customers to achieve our sales quotas. The new training will be to improve our service based sales. This training will provide the sales team with the opportunity to learn our new way of selling. It will involve getting acquainted and building rapport with the customer. This will further engage the customer and give them a sense of trust. By earning their trust, they will be more likely to share their product deficiencies with us. The training will provide us with the listening tools to receive the information given, and base their product need off of what we gather from them. With the new tools, we will be able to paint the picture for the customer and assure...
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...of Training, Mentoring, and Coaching Program Human Capital Management 531 Training and coaching of employees is an integral part of a business organization. Employers may use training programs to help their personnel acquire knowledge and skills as well as improving their performance. Through the development of a training program organizations can empower their employees increasing their expertise, thus expanding their productivity and efficiency. This can have cost-effective results in the company because of the subsequent progress in production and service that a well-trained employee can bring to an organization. The continuous changes in the business world and the competition force companies to modify and reinvent their business strategies. Part of these strategies involves providing their employees with the necessary resources and tools that will allow them to keep pace with the changes in the business world. As Cascio (2005)states “the organization is responsible for providing an atmosphere that will support and encourage development, and the individual is responsible for deriving maximum benefit from the learning opportunities provided. This may involve the acquisition of new information, skills, attitudes, or patterns of social behavior through training and development” (p. 288) In addition to training and developing their employees’ skills, managers may use coaching and mentoring to also improve their productivity. Coaching and mentoring motivate and...
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...The Effect of an Adjunct Faculty Mentoring Program on the Success of Adjunct Faculty Adjunct faculty members are essential to supporting the growth and success of higher education institutions. Subsequently, it is important that adjunct faculty have the support they need in order to be successful. Many institutions have Adjunct Faculty Mentoring Programs designed to nurture the success of their adjuncts by giving them the training and support they need. This study will examine the effects that a program like this has on the performance of adjunct faculty by comparing their satisfaction before and after implementation of the program at Eastern Florida State College. Hypothesis An Adjunct Faculty Mentoring Program has a positive effect on the...
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...InterClean Job Training and Mentoring Program Rozenia Cummings HRM/531 August 2, 2010 Julie Gedro CONFIDENTIAL MEMORANDUM TO: InterClean Executives FROM: Sales Manager DATE: August 2, 2010 RE: InterClean Job Training and Mentoring Program Currently, the sales force excels at demonstrating and selling products, but under the newly proposed solutions/service model, reps will be grouped into multi-functional teams prepared to support InterClean’s high-quality products with high-quality service. The sales teams will be instructed in development of full-range service packages tailored to individual accounts. The sales teams will be trained to engage directly with facilities managers, health care professionals and operational executives in their customers’ organizations, (InterClean, 2005). All initial training will happen within the next 90 to 180 days, with certain courses being continually updated upon the release of new rules and regulations. The job analysis of the sales team has determined that in order to implement this new solution/service model the sales personnel will need to more knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards, ( InterClean, 2005). Therefore the sales training was developed to focus on specific skills related to behavior and performance that will ultimately have an impact on customer satisfaction. In developing training to address these...
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...Mentoring Program and its impact on employee job performance Table of Contents 1. Introduction…………………………………………………………………………. ...3 1.1 Preamble……………………………………………………………………………3 1.1.1 Historical development …………………………………………………….. . 4 1.1.2 Benefits of mentoring program ……………………………………………….4 1.2 Research problem…………………………………………………………… ….. ..5 1.3Research questions……………………………………………………………….....5 1.4 Objectives of the study………………………………………………………….....6 1.5 Scope……………………………………………………………………………....6 1.6 Limitations………………………………………………………………….. …....6 1.7 Assumptions ………………………………………………………………...........7 1.8 Keywords…………………………………………………………………………7 2. Methodology………………………………………………………………………….8 2.1 Research design…………………………………………………………………...8 2.2 Steps to conduct research ………………………………………………………...9 2.3 population …………………………………………………………………… …..8 2.3.1 Frame of reference………………………………. ……………………………8 2.4 Sample and sampling methods……………………………………………………9 2.5 Instrument selection ………………………………………………………. …….9 2.6 Variables ………………………………………………………………….......... 9 2.7 Hypotheses ……………………………………………………………………….9 2.8 Statistical tools ………………………………………………………………………...10 2.9 Required resources……………………………………………………………….10 References …………………………………………………………………………...11 - 1. Introduction 1.1 Preamble A mentor is an individual, who is more experienced and helps another individual in career advancement, development and general guidance about personal life. The Merriam-Webster Online...
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...Definitions The definitions below are to explain the research clearly: Mentor. These are individuals whom possess both experience and knowledge in the work place, and because of this, they are able to offer guidance to those who are starting in their company (The Pennsylvania State University, 2005) Protégée. The individual whom the mentor provide with guidance and support (Journal of Business and Psychology, 2001) Social Exchange Theory. Social theory that states that people continue or terminate relationships based on the weight of the benefits and costs of doing so (pyschologyabout.com) Leadership. A relationship between leaders and followers, both individually and in group, in mutual pursuit of organizational outcomes and in the fulfillment of individual needs and wants (Mavrinac, 2005) Value. The regard that something is held to deserve; the importance, worth, or usefulness of something (google.com). Methods and Procedures The primary research was conducted by administrating an electronic survey to ten working people. The survey ranged from questions on their thought of mentorship in the work place to whether they had actually implemented it and if was proven successful. Secondary research was gathered electronically. Findings Since its early history, mentorship in the workplace has proven to be successful in almost all instances when implemented correctly. Through mentorship, protégées are able to learn the both the values of the company and...
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...Clean-Tech Performance and Career Management Plan Jmettea P. McFadden HRM/531 Les Colegrove August 30, 2010 Clean-Tech Performance and Career Management Plan Clean-Tech is committed to establishing itself as an industry leader in the cleaning and sanitation industry. In order to accomplish this objective, Clean-Tech must ensure its employees are meeting their highest level of performance. By setting up formal and effective performance and career management plan, Clean-Tech helps employees understand their job responsibilities and expectations of the company in terms of job performance. Performance appraisals are very important to the continued development of our sales team and to the mission of our company. “In general, appraisal serves a twofold purpose: (1) to improve employees’ work performance by helping them realize and use their full potential in carrying out their firms’ missions and (2) to provide information to employees and managers for use in making work-related decisions.” (Cascio, 2006, p.379) A performance appraisal form will allow a formal review to be conducted and recorded of an employee’s job performance. The proposed performance appraisal form for our sales team is attached. Feedback Feedback is an important tool that must be utilized to develop an effective performance and career management plan. Feedback is necessary to sustain and improve employee job performance. Performance appraisal feedback must be a two way process and...
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...success in rolling out a mentoring program, while others achieve only a modicum of success? We believe that the companies that are most successful view corporate mentoring as an organic process, meaning that they understand that mentoring programs evolve and grow. Our experience demonstrates that the difference between mentoring success and failure lies in the ability to build capacity and integrate learning continuously. In order to create a successful mentoring program, you should answer 20 questions. We've included dos and don'ts for each, based on research and our experience in developing a mentoring program at Brown-Forman Corporation. 1. What are our business reasons for developing a mentoring program? You should develop a mentoring program if and when you have solid business reasons, such as to speed up the development of future leaders or to share organizational knowledge. Do your homework. Look at employee retention rates, the percentage of senior managers who will reach retirement in the next five to 10 years, current bench strength, and developmental objectives. Don’t develop a mentoring program because it’s popular or because you've read that it works for other companies. 2. What organizational support exists and what needs to be developed? Successful mentoring initiatives require visible support and involvement from the highest levels of the organization. Do develop a mentoring program when senior leadership...
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...Running head: MENTORING Mentoring in Organizations Eula M. Todd Troy University MGt6671-XTIB Dr. Rod Blackwell September 26, 2011 Abstract The purpose of this paper is to provide readers with a greater understanding of the mentoring process and the different types of mentoring available to organizations. This project also seeks to enlighten readers on the advantages of mentoring relationships for organizations, mentors, and mentees alike. Mentoring in Organizations Mentoring and coaching are words that may be used interchangeably in regards to employee development. Mentoring is a process that typically involves a one-on-one relationship between two members of an organization’s workforce. Mentoring programs are believed to be extremely beneficial for organizations. In fact, “much of the excitement over mentoring in business and industry originated from a 1979 article in the Harvard Business Review, which claimed that professionals who had mentors reported higher levels of satisfaction, earned more money at a younger age and were better educated (Gibson, 2004, p. 263).” Research conducted from about 1989 to 2004 indicated that improved job approval and greater salary levels, better rates of advancement, improved levels of organizational obligation and socialization, and reduced feelings of alienation in the workplace are indeed benefits associated with mentoring programs. (Gibson, 2004) Just as the benefits of mentoring programs are numerous, so also are...
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...Local Literature Mentoring Program. Mentoring programs emerged in many countries as an effective response to the plight of the youth. Mentoring schemes have expanded rapidly with increasing number of students, young professionals, as well as, adult volunteers unselfishly giving their time and effort to help19 these young people in institutions, schools, community agencies, and in their own respective localities (www.danilozuno.tripod.com/FilMentoringInc.htm). On the other hand, “Fil-Mentoring, Inc.” (Filipino Integrated Learning through Mentoring, Inc.) was formally organized in 1994 as a non-profit and voluntary organization involved in propagating Mentoring schemes and develops supplemental learning particularly for the Filipino street children. Composed of mostly young professionals, “Fil-Mentoring, Inc.” was created with a vision of providing these children with adequate skill in enhancing their God-given talents, at the same time, monitor and guide their academic progress. “Fil-Mentoring, Inc.” also seeks to assist other institutions, government and non-government agencies involved with street children, in setting up Mentoring programs that could result in the establishment of a national forum for research on effective Mentoring schemes and programs (www.danilozuno.tripod.com/ FilMentoringInc.htm). Mentoring involves volunteers who assist in institutions, community agencies, churches, and schools on a sustained...
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...Mentoring Mentoring is something that is used every day in life. People are often mentors and do not even realize it. There are two different types of mentoring that can take place. The first is informal mentoring, an example of which would be directing someone to a classroom or helping someone understand an assignment. The second is formal mentoring which takes place in a workplace or school. The organization assigns someone to mentor a colleague, and make sure that they fully understand the tasks given, and are a resource in a situation that the mentee cannot resolve themselves. Both methods are very effective in everyday life and are used by many people. Organizations can bring greater predictability to the workplace by establishing formal mentoring systems. Mentoring is a method people use to help other in making sure that things are done efficiently and effectively and that people have the support they need when they are stuck in a situation they may not be used to dealing with and may not know how to fix. In order to better understand how mentoring can be applied in a real world situation, we interviewed three people in the St. Lawrence Business faculty who are directly involved in mentoring. First we mentored Melinda Vanzanten, who was a mentee, Ann Vadala, who was her mentor, and finally John Conrad, who organizes mentoring in the faculty. Our first interviewee was Melinda Vanzanten, who gave us some personal accounts of how mentoring has affected her professionally...
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...Training and Development Week 6 Steve, There is a huge value to have a mentor program. Benefits of a Mentor Program provide opportunities for the employees to... * Explore the world of work through interaction with professionals. * Familiarize them with corporate protocol. * Identify long-term professional development needs. * Realize the value of networking. * Develop a meaningful professional relationship over a specified period of time. With developing a mentor program it gives one way of formalizing the relationship between individuals in a professional way. Mentor programs offer a structured setting in which to develop beneficial one-on-one relationships between employees and the professionals. Acting as a friend, a mentor, and a guide to the real world, mentors have the opportunity to encourage and advise students by sharing their own experiences and knowledge of the company (http://www.ehow.com). Susan, we can start recruitment beginning with a plan. We can make plans on presentations at local businesses, PSAs on the radio, and a booth at community events, but recruitment is just as likely to happen in a casual conversation at the grocery store. Successful recruitment is an outcome of overall program quality. Simply put, if yours is a well-run, professional program, recruitment will be a whole lot easier because those qualities will shine through in everything you do. Potential volunteers will feel positive about participating in what...
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...Mentoring is the social foundation of research. The mentor has the opportunity to draw the best from the junior person by acting as an adviser, teacher, role model, motivator, and supportive advocate. Mentoring is an ideal way to pass ethical and professional values to others in the field. Institutions that pursue long-term development and growth must foster an encouraging, jointly supportive environment. A key element in that cultivation process is creating a mutually respectful relationship between mentor and trainee. Learning Objectives After reading this module, you should be able to: * Clarify the roles and responsibilities of mentors and those that they mentor. * Provide guidance to assist all who participate in research to avoid problems and to optimize the mentoring experience. * Describe barriers to mentoring, particularly for women and minority researchers, and potential solutions to these barriers. * Describe the importance of mentoring and the way in which mentoring occurs. ------------------------------------------------- Foundation Mentoring is one of the primary means for one generation of researchers to impart their knowledge to the next generations. More than textbooks and formal classes, the relatively informal dimensions of research, including the relationship between mentor and trainee, prepare the next generation of professionals. In her 1977 speech at the Nobel Banquet, prizewinner Rosalyn Yalow addressed the students of Stockholm, identifying...
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