Running head: DEVELOPMENT OF A TRAINING AND MENTORING PROGRAM
Training and Mentoring Program
Instructor MD. L. Miller
November 23, 2008
Career Development Introduction
The human resources staff has a pivotal role in the newcomer orientation in that they can conduct and oversee the training to bring possible solution. In fact, the customer relationship management has an additional role to maintain, update, and monitor the educational activities and mechanisms throughout the organization. It will be helpful to implement organization-wide policies, procedures, trainings, and templates, and to give power to the marketing, sales, and customer services.
The New Training and Mentoring Needs
It should be simple to propose the training, and the mentor can take notes about questions and discussions. Most trainers think that human resources may purchase the training from an outsourced vendor to make the training less pricey to their wishes. On the job teaching is the most ordinary technique of guidance. The apprentice is positioned on the job, and the administrator or mentor demonstrates the learner how to accomplish the job. The employee’s training could be enormously detailed to the employee’s desires. The instruction helps the employee establish some interaction with his or her consumer, administrator or counselor. Mentors assist employees to determine complexity, through training in skills, and through modeling effectual and effective feelings and behaviors.
... influence mentoring because it is a cost effective way training and developing, mentors relive the line managers of the responsibility of training the new employees, ... staff put in and there is less job switching. How do you successfully prepare to mentor for these changes in culture? Clutterbuck ...
Company must state only one objective to maintain its position as a world leader about training’s performance. Coaching and performance management are intertwined in effectively pushing the individual constantly to perform better. Manager’s responsibilities must develop performance, and produce long-term objectives after their investment. The company’s goal is
to reach a break-even point before making the return on investment. Performance requires shared intention, liability, ownership, and commitment to make consistency’s practice. According to Zachary, performance may involve very explicit tasks:
Defining roles and responsibilities,
Monitoring progress and measuring results,
Gathering feedback, and formulating action goals. (Zachary, Lois J., N.D).
Objectives of the Training and Mentoring Program
Objectives of the training and mentoring program are to provide employees within the organization the knowledge, skills, talents or abilities to do successfully their job, and to be in the top 10 best businesses in the world. Several businesses demand reorientation in which conventional sales, marketing, and customer services are operating with no innovation. This simulation stated, “The customer Relationship Management requires automation of the work processes, preparation and training of the workforce, and streamlining of databases to see how changing business needs and scenarios affect your decisions about the system” (University of Phoenix, 2002, para. 10).
Objectives of the training and mentoring program are to attract the company to maintain a position as a world leader among its opponents.
Career Development Delivery Methods
The human resources management will require to implement a customer relationship management to increase profitability, augment revenues, and make return on investment in the next three years. Managers must invest more money to deliver remedial actions, to transform
Subsequent to a health care organization acquiring a new information system, is the system implementation process, the third of four stages in the systems development lifecycle. A significant amount of support and dedication is needed from senior executives and should take precedence within the organization. Adequate resources should be available to all individuals involved in the execution of the ...
management, and system improvement in order to mentoring resistance to change. A budget of $ 1.3 million could be enough to deliver new computer’s technology, new electronic performance support system (EPSS), new performance costing system, and marketing analysis in order to gain a better return on investment in the next three years. Human resources are accountable for the implementation, and will encourage all employees to be trained and mentored for an enhanced backend solution.
Time Frame Implementation, Training, Mentoring
Time is important part to consider about training and mentoring to be able to reduce expenses, and to reach tight budget. Reducing the project duration can be advantageous to avoid losses or failures during the implementation.
Time frame for implementation, training, and mentoring project program:
Three years Project I: 1095 days Start: Monday11/24/08 Finish: Friday 2/1/13
|Implementation-Tech | 730 days |Start: Monday11/24/08 |Finish: Friday 9/9/11 |
|Training-Employees | 183 days |Start: Monday9/12/11 |Finish: Wedn5/23/12 |
|Mentoring-Feedback | 182 days |Start: Thursday5/24/12 |Finish: Friday 2/1/13 |
To effectively reduce project duration, managers can use a method known as “crashing” that is a
method used to shorten project duration by adding more resources (Biafore, 2003).
A budget of
$ 1.3 million will be available to make the entire training, and mentoring project implementation.
Content for Mentoring and Training
Counseling is an essential feature of managerial accountability and career development. Everyone needs to know that informal communication system has influential outcomes, and is essential to be taught more about what association and human resources can do to develop, and expand workers’ mentoring opinion. Mentoring could be a sort of sympathetic and secretarial announcement that is very powerful in career improvement. Managing human resources book stated, “Some companies encourage senior mentoring programs, in which senior managers identify promising woman and minority employees and play an important role in nurturing their career progress” (2004, p. 144).
Introduction: Mentoring is most often defined as a professional relationship in which an experienced person (the mentor) assists another (the mentoree) in developing specific skills and knowledge that will enhance the less-experienced person’s professional and personal growth. Mentorship is a personal developmental relationship in which a more experienced or more knowledgeable person helps to ...
The main goal of corrective skill training program is to bridge the gaps between the ability’s requirements of the profession, and the skill set of the potential employees. Basic skill training programs are used to enhance and develop the basic competency skills of reading, writing, change, and computation. Training also brings into being a diversity of indirect financial settlements, an enhanced quality of labor, an effective team performance, an improved capability to deal with alteration in the workforce, and superior aptitude to exploit new technological tools. (Bloom and Lafleur)
Career Development Evaluation Methods
The employee evaluation process can be used to ensure that each employee understands his or her individual role in the strategic plan as well as ensure that each individual’s work is moving the organization towards its overall objectives. Employee evaluations are essential to ensuring that each employee understands his or her role within the organization and is acting in accordance with the organization’s overall strategies and objectives. Job evaluation methods are methods used to help workers determine the relative worth of every job position in a business.
Human resources management book inscribed, “Job evaluation is composed of six steps intended to provide a rational, orderly, and systematic judgment of how important each job is to the firm:
Step 1: Conduct job analysis
Step 2: Write job description
Step 3: Determine job specifications
Step 4: Rate worth of all jobs using a predetermined system
Step 5: Create a job hierarchy
Step 6: Classify jobs by grade levels (2004, p. 347).
Career Development Feedback
Many companies think that customers are important source of performance appraisal in order to get survey’s feedback. Customers are always in an enhanced site to be able to evaluate
the quality of the organization’s services and products. Top-down appraisal system may require
employees with seniority to achieve those performances that managers pay attention to the industry. Human resources management book wrote, “Employees use peer ratings to appraise
... job skills. Poor OJT, however, can result in the trainee developing poor work habits. Unstructured and Structured Training Training an employee on the job ... effective the training is. This type of program tends to be more uniform, with all employees who do a specific job being taught ... while learning the steps that make up the job and how to use all of the required equipment. Training is usually ...
coworkers. Review by employees familiar with each other’s work can result in an accurate assessment of performance appraisal. (2004, p. 244).
Marketing research can be used to look for
some information and feedbacks about the alternatives that the company may select to solution
Alternate Avenues for those who need further Development
For further development, “on-the-job training” could be an essential part to be considered about employees’ performance. Understanding business book inscribed, “The employee being trained on the job immediately begins his or her tasks and learns by doing, or watches others for
a while and then imitates them, right at the workplace.” (2005, p. 339).
Intranets’ technology and
other new forms of technological implementation are often directing to cost-effective on-the-job training system accessible. Understanding business book stated, “Salespeople are often trained by watching experienced salespeople’ performance. Naturally, this can be either quite effective or disastrous, depending on the skills and habits of the person being watched.” (2005, p. 339).
On-the-job training, online training, job simulation, vestibule training, and apprentice programs
could be different approaches to help salespeople find alternate avenues for further development.
Career Development Conclusion
Training and mentoring programs are often two of the most significant aspects for human resources management, followed by workplace education programs. Training makes available knowledge, skills, and abilities to productively interest salespeople doing their job with efficacy
and effectiveness. Valuable training and good monitoring can totally change the bottom line of
an association by reaching the break-even point, augmenting revenues or securing investments of the corporation in the next few years.
Skills are just something that you are good at or they are a part of you. Everybody in the world has a skill, but sometimes they are hard to find. When employers look for some one to hire they are looking for people with specific skills to fit the job. Each job has different skills that are accompanied with each job, but there are four main areas in which all employers look for when they want to ...
Biafore, B. (2003).
Help and How-to About Project Crashing. Retrieved on November 13, 2008
Bloom, Michael R. and Lefleur, Brenda. Turning Skills into Profit: Economic Benefits of
Workplace Education Programs. Retrieved August 29th, 2006 from
Gomez-Mejia, L, R., Balkin, David B., & Cardy, R. L. (2004).
Resources (4th ed.).
New Jersey, United States of America: Pearson Prentice
Nickels, W. G., McHUGH, J. M., & McHUGH, S. M. (2005).
New York: The McGraw-Hill Companies, Inc.
University of Phoenix. (2002).
CRM Focusing on Customer Needs [Computer Software].
Retrieved November 21, 2008, from University of Phoenix, Simulation,
MBA 570 – Sustainable Customer Relationships Course Website.
Zachary, Lois J. Creating a Mentoring Culture. About.com. Retrieved
on November 12th, 2008 from