Mentoring as a method of staff training. Assistance to young professionals in the new job

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2020-05-02 04:00:18

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Mentoring in the enterprise is recognized as one of the best on the efficiency and effectiveness of the methods that are used for training new employees.HR

A Peculiarity of the current situation in the business world can be called a serious difficulty with the selection of professional staff. Find an expert who will be able to instantly get to work, almost impossible. Mentoring, as a method of training allows to educate staff with the specific knowledge and skills relevant to a particular company. Many large businesses are moving to this method, the formation of the team. Especially important this technique becomes in cases where personnel of the enterprise – young people with minimal work experience.

What is coaching

Depending on the size of your organization, as well as the nature and complexity of economic activity (manufacturing, trade, services, consulting), the Director may employ staff with little experience or even without it. In the process of training highly qualified specialist (this is the mentor) provides to newcomers the necessary information. the purpose of mentoringAlso, its duties include the monitoring of process of assimilation of knowledge, formation of skills and overall willingness to work. Upon completion of training young professional passes certification and can be allowed to perform job functions.

Distinctive features of mentoring is that the entire process takes place directly in the workplace, affecting real situations and illustrates the whole labor process. That is, this training contains a minimum of theory, focusing students on the practical side of the operations.

Internal and external school in the company

Most often the term “mentoring” is used in connection with the concept of “learning the company”. The so-called organizations and enterprises, which with high speed and efficiency respond to emerging changes in its business sphere. They create new technologies, learn and acquire skills and knowledge, as well as extremely quickly integrate new developments into production (commercial, consulting, or other) process. The purpose of these actions is the conversion of the main activities to maintain and enhance competitiveness.young professional

An Integral part of this process is the constant improvement of skills and professionalism of the staff. For effective and quality training of the employees used two systems:

  1. External school provides for the organization of a kind training center in the company or outside its walls. Here personnel of the enterprise who study “zero” or increase the level of their qualifications, can attend trainings, seminars or lectures conducted by private trainers of the company or invited experts.
  2. High school – this is a more individual way of learning. A young professional is instructions, advice and recommendations of a more experienced worker in the workplace. Benefit of home school is the transfer of individual experience and observations.

Who is the coach, and how it should be

Mentoring, as a method of training requires the preliminary preparation of the instructor. They can be selected only by the leader, professional or Manager who has passed the selection, he was enlisted to the group of mentors and meets certain requirements:

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  • Current level of competence corresponds to the profile of the high position he occupies.
  • Care in the performance of their work, as well as in relation to other employees.
  • Experience of working in the organization for at least one year.
  • Experience in performing their professional duties for at least three years.
  • Having a personal desire to become a mentor.
  • Good performance in MVO.a highly qualified specialist is

When the company appears the need for training of new employees, the Manager selects a candidate and signed an order on mentorship. In accordance with this document later performed all the actions to consolidate the trainee for a specific instructor, to accrue latest fees and enrolment a new employee to the state after his successful training.

How is the placement mentors

Based on the fact that HR is a fairly complex process, and its results have a significant impact on the productivity of the company, to the selection and training of suitable mentors with the utmost responsibility. Along with the abilities and desire of the employee applying for the role of the mentor, the decision to include the group adopts a specialist in personnel work in harmony with the immediate supervisor of the employee.

This occurs when the study supervisor of the application filed by the employee in writing or in electronic form (it depends on how organized enterprise portal). In addition, the supervisor can independently choose and recommend a specific worker, candidatementors have a chance to be enrolled in a group for the annual appraisal of staff.

While in the group, mentors are training courses aimed at systematization and harmonization of the mentoring process. They present the content, style, and the correct order of presentation of the educational material.

What mentors excluded from group

Being among the instructors, staff must perform their duties at a proper level, otherwise they will be the exception. The reason for such radical actions on the part of leaders may be the following factors:

  • Employee does not demonstrate personal progress, its competence does not develop.
  • More than 20% of new employees of the company, which was supervised by the tutor, were not in the programme.
  • Specialist is not able to efficiently perform their direct duties.
  • More than 30% of the interns complained to the employee within one year.

Interest of the mentor

Mentoring, as a method of training imposes on the instructor and trainee responsibilities, but also they are given the opportunity to use a number of rights.

In addition to achieve their aspirations and abilities, the specialist who is the student pay monetary compensation. However, to get the money, the mentor must perform all of its functions and wait for the personnel training process will end and will be passed certification. Normal practice is payment of interest two months after the HR specialist to assess the knowledge a new employee and approved his recruitment.

Such measures are justified, because the purpose of mentoring is to transfer the experience and education useful to the enterprise worker. The company is not interested in losing money because of the incompetence of mentors, negligence, laziness, or neglect of students.

The Importance of setting goals

One of the most important tasks that a mentor performs highly skilled – it is the formation in the mind and imagination of the trainee image result.

How accessible and understandable will be conveyed to the target depends on the reality of its achievement for the student. In addition, the correct wording is adaptable is able to inspire an employee to perform more complex tasks.

The Relevance and adequacy of goals can be assessed, correlating them with the following criteriae:

  • Konkretnost.
  • Ismarket.
  • Dostojevski.
  • Znachimosti.
  • Binding to a specific deadline.

Specific objectives

For any Manager or mentor to work with staff in the first place, is based on the principle of specificity in the formulation of the tasks, responsibilities, and desired results.

At the same time, along with a concrete goal with a positive attitude. For example, a wrong would have asked to make a model of the cover sheet without the use of red and black.teaching staff

In contrast, the task for the production of multiple layout options for the template that is familiar to the employee, to be more correct.

Mentoring, as a method of training should be based on positive assertions, without particles “not”. It is proved that it is not perceived by the subconscious, so there is a serious risk to output the result so I wanted to avoid (the layout in red and black).

Instead of talking about how not to do it, a good mentor gives the trainee the proper and clear course.

What is the concept of “measurable goal”

Characteristics right goal becomes the possibility of its quantitative or qualitative measurement. For this purpose, a variety of parameters and actions: things, leaves, cent, ruble, meters.

Example of incorrectly formulated problem becomes the well-known anecdote, salt, which in the final phrase army ensign: “Dig out to dawn”.

Adequate you can call daily commit ten cold calls or negotiating with three people.

The Attainability of goals: is it important

The Formation of student confidence in their own abilities and competencies – one of the functions performed by the mentor. Mentoring should not be for experienced employees by way of self-affirmation at the expense of newcomers.

That is why, giving the Intern a job, a good Manager compares its complexity with the capabilities of the student. There is no room to hope for luck or a miracle

The Feature of setting adequate goals is that it should motivate the trainee for further activity, and thus to be more complicated than it used to. However, the complexity scares insecure students.

The Best characteristic of goals that fall in “middle” between complex and simple, will be the phrase “difficult, but doable”. Over time, the level of difficulty of the goals for the trainee will increase, he acquires new knowledge and should be able to use them.

Setting an end time of the job

Vague wording when setting goals is one of the main factors causing the failure of the task or its poor implementation. shots of the enterprise

The New work must firstto have the period of execution or the time of delivery or verification of intermediate results.

Extremely unprofessional is to approximate the time of delivery, for example, “by the end of the month” or “week”. Much clearer sounds and more specifically the task of implementing the layout by 15 September.

The importance of the goal

The New work is for the Intern challenge, not a painful duty only in the case when he was interested in it. Knowing that he needs to motivate the student, a qualified coach will formulate the goal so that it became important for the artist.

The coach only intangible motivation, available financial incentives, or penalties with the trainees. Therefore, the art of a good Manager is to firmly and permanently to interest the student in the employment process.

An Example of improper goal setting: “I need you to do this layout”. The student did not understand why he do this task, it is internally resisted.

Opposite effect has a request to make this layout and, in the case of a good result, about the merits of the trainee learns the whole team.

Feedback as a tool for mentoring

In the process of learning the role of the instructor is not just to mechanically convey to the trainee the necessary information, but also in monitoring its proper and complete digestion.

Using methods of feedback, the Manager can analyze the level of perception of the student, his errors, omissions and misconceptions. Correction perform labor functions carried out through discussion and sensitive podbrasyvanii the right direction, that is through constructive criticism.
mentoring as a method of staff training

Any comment should be constructed as follows:

  1. Mentor describes a situation which is the subject of discussion (task, project, behavior of staff, adherence to corporate ethics).
  2. Then expresses his attitude to it and its consequences.
  3. The Manager voiced their wishes regarding the future results of the actions of the learner in the same (similar) circumstances. It can also offer an easier option for maximum workflow efficiency.

In any case, the behavior of the mentor in relation to adapting employees should be based on tact, patience and diplomacy.


Article in other languages:

AR: https://tostpost.com/ar/business/22212-mentoring-as-a-method-of-staff-training-assistance-to-young-profession.html

HI: https://tostpost.com/hi/business/23761-mentoring-as-a-method-of-staff-training-assistance-to-young-profession.html

JA: https://tostpost.com/ja/business/22050-mentoring-as-a-method-of-staff-training-assistance-to-young-profession.html

KK: https://tostpost.com/kk/biznes/40138-t-l-mgerl-k-d-s-ret-nde-personaldy-o-ytu-k-mek-zhas-mamandar-a-zh-mys.html

PL: https://tostpost.com/pl/biznes/41777-mentoring-jako-metoda-szkolenia-pracownik-w-pomoc-m-odym-specjalistom-.html

PT: https://tostpost.com/pt/neg-cios/41400-a-tutoria-como-m-todo-de-treinamento-de-pessoal-ajuda-jovens-profissio.html

UK: https://tostpost.com/uk/b-znes/40539-nastavnictvo-yak-metod-navchannya-personalu-dopomoga-molodim-fah-vcyam.html

ZH: https://tostpost.com/zh/business/46740-mentoring-as-a-method-of-staff-training-assistance-to-young-profession.html






Alin Trodden - author of the article, editor
"Hi, I'm Alin Trodden. I write texts, read books, and look for impressions. And I'm not bad at telling you about it. I am always happy to participate in interesting projects."

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