1 Placement Induction Mentoring
2 PLACEMENT Benefits of PlacementPlacement is the actual posting of an employee to a specific job—with rank and responsibilities attached to it. Most organisations put new recruits on probation for a given period of time after which their services are confirmed. Placement, however, should be made with as little disruption to the employee and organisation as possible. Benefits of Placement The employee is able to: Show good results on the job. Get along with people easily. Keep his spirits high, report for duty regularly. Avoid mistakes and accidents.
3 Induction Or OrientationInduction or orientation is the process through which a new recruit is introduced to the job and the organisation. Induction removes fears from the mind of a newcomer, creates a good impression about the organisation and acts as a valuable source of information.
4 Induction Programme: StepsWelcome to the organisation Explain about the company and show all the facilities Show the location where the new recruit will work. Give the company's manual Offer details about various work groups Provide details about policies, rules, regulations, benefits, etc Explain about opportunities and career prospects Clarify doubts Assign the new recruit to the supervisor Induction includes socialisation also. Socialisation is the process through which the new recruit begins to understand and accept the values, norms and beliefs held by others in the orgaisation. Follow up meetings may also be required at regular intervals to find how the new recruit has adjusted himself to new environs.
5 Mentor’s ways of helping the protégéMentoring Mentoring is the use of an experienced person to teach and train someone with less knowledge in a given area. Technical, interpersonal and political skills can be conveyed in such a relationship from the older to the younger person. Mentor’s ways of helping the protégé Share knowledge and skills related to the job Explain unwritten rules of conduct and behaviour of the organisation Prevent the protege from doing wrong things and committing mistakes Provide important insights into the corporate affairs Extend emotional support and guidance continuously so that the protege can develop his skills and knowledge over a period of time and stand on his own.
6 Mentoring Mentors Mentoring functions E-mentoringExecutives who coach, advise, and encourage individuals of lesser rank. Mentoring functions Functions concerned with the career advancement and psychological aspects of the person being mentored. E-mentoring Brings experienced business professionals together with individuals needing counseling. 6
7 Mentoring Functions 7
8 Mentoring Steps in MentoringEstablishing trusting relationship between the mentor and the protégé Modelling behavioural norms for the young persons Listening to the job related problems of the protégé Helping the protégé to find alternative ways to resolve the problems Responding to the emotional needs of the protégé, without making him dependent on the mentor Developing a long lasting relationship based on mutual trust and understanding.
9 Top Ten Myths about MentorsMyth 1: Mentors exist only for career development. Myth 2: You need only one mentor. Myth 3: Mentoring is a one-way process. Myth 4: A mentor has to be older than the protégé. Myth 5: A mentor has to be the same gender and race as the protégé. Myth 6: Mentor relationships just happen. Myth 7: Highly profiled people make the best mentors. Myth 8: Once a mentor, always a mentor. Myth 9: Mentoring is a complicated process. Myth 10: Mentor-protégé expectations are the same for everyone. 9
10 Forming a Mentoring RelationshipResearch the mentor’s background. Make contact with the mentor. Request help on a particular matter. Consider what you can offer in exchange. Arrange a meeting. Follow up. Ask to meet on an ongoing basis. 10