Development_and_Mentoring_Program

Development of Training and Mentoring Program Now that we have a great combination of experience new sales team that are coming from both sides of the isles. There areill be addition new employees that have no or little experiences about the company product, some of the new members have never worked as a team before, team membe to learn, specific methods evaluation for each individual personalities and team work, to learn, al, . the, it is also the times for us to The objective of this memo is to address the recent successful merger with Enviro Tech and InterClean, and the newly selected sales force team. However, our success does not stop here; the new concern for the organization is the needs of training and mentoring program. This combining program will teach, and support mentoring which further influence each of our new sales force member to achieve their personal goal as well as team performance objectives. In addition, the company believes adding training and mentoring program will add a positive attitude, and knowledge that will rewarded to job satisfaction. With this in mind, the new team will use this advantage to develop more efficient and effectiveness in their work, by participating and partnership in making well suggestions, and effort with each other, which will involve building trust, team skills, and interaction relationship skills as team in their new roles. Therefore, the organization has decided that as a part of completing this transition, it is vital to implemented the training and mentoring program as soon as possible, as we all agreed that ( Cascio, 2006, 288) “Organizations that provide superior opportunities for learning and growth have a distinct advantage when competing for talented employees”. The following outline introduces the Training and Mentoring Program: * New Training and Mentoring needs * Identifying Objectives and standards * Next, method of delivery * Evaluation methods * Feedback, and last, * Alternate avenues for those who need further development Training and Mentoring needs: To execute and support efficient learning for a long-term success, it is important for a training manager to think, and plan before any change occurred; the training manager has to establish training and mentoring program that designed to guide, and coach new individuals based on assessed needs. During the process to determine the training needs, it is important to analyze the training needs according to the objectives and the strategies of the business. The training manager should carefully study the organization analysis, job analysis, and the operations analysis to define, and determine “what it is the employee should learn in relation to desired job behavior”, also, what the individual must recognize and how to utilize to achieve his or her job effectively(Cascio, 2006, 295, 296). Objectives and standards: The following characteristics of performance standards are the key tool in evaluating the effective of training: * specific: Portray the measure description of duties, precise, clearly and in detail * realistic: address of realistically view of other performance needs of the organization * observable/verified: Explain how the job is done; make clear who would be the best person to appraise the work * measurable: comes after observe, is the capacity to measure the performance In order to motivate the training employee effectively, the training manager first has to create a list of specific steps for the new employee to go through to learn those objectives. Second, the training manager must ensure that the list of objectives is concise, and clear from the beginning (must be in a written format) for the individual to understand what is it that expecting of him or her in the training. Next, is to set challenging goals (to the capacity of the individual) that motivates them to work their hardest and get a feeling that they have gained knowledge and benefited from the training; and how they enable to demonstrate their new knowledge and skill toward “vehicle for facilitating positive transfer from learning to doing” (Cascio, 2006,302). Finally, it is important to review the training, give encouragement and praise to demonstrate why and how learning is important. Another aspect is equally important is mentoring. The definition of “mentoring is to support and encourage people to manage their own learning in order that they may maximize their potential, develop their skills, improve their performance and become the person they want to be.” Eric Parsloe, the Oxford School of Coaching &Mentoring. An organization that focus on mentoring or coaching help employees and managers boost confident, become more effective, and successful in their work and relationships through improved skills in communication, goal setting, and leadership. In another word, mentoring can helps develop more mature responsibilities for career success and builds more professional confidence depending on the readiness of the individual (Cascio, 2005,292). The characteristics of performance standards are the key tool in evaluating the effective of training are: