Session 7Training and Development

Ions Consulting: The MP^2 Training Program

Dr. Malay BiswasIndian Institute of Management, Rohtak

MentoringLay off

Recruitment

Hedonism

Nothing for Mentors

Mentorship Program Architecture

Organization

Protégé

Mentor

Remove Mandatory Clause Voluntary but hierarchical relationship between mentor and protégé

Use Supporters of the ProgramUse the beneficiary of the program to play viral.

Use mentors, supportive of MP^2 training program to highlights what works, how did they get result: Experience sharing platform

(Share-points/ Company Magazines)

Mentorship is an art: Encourage practitioners to use sharpen their skill

By inviting them into a mentorship training session, for exampleSharing what worked and what did not work

Empowering, energizing and encouraging mentors

Dividend for Mentors:Remove fear from the heart and mind of the mentors that they could be replaced continuously by relatively less experienced personnel.

Bring back HOPE for them into the system.Special care for the mentors (participants and non- participants in

mentorship program) and chart out their future role in the company.

Give them back their sense of safety.

The program is not vocal about the derivative benefits, which could be accrued by participation in the mentorship program.

Embedding dividend architecture for Mentors. (Placing it in Balanced Scorecard)

Assurance, acknowledgement and recognition of volunteering mentors for their critical role

Program Architecture

•Exit Route: Coming out of dysfunctional dynamics of the mentor protégé relationship.

•Normative Architecture with Adequate Flexibility: Sample skeleton modalities of relationship: Participants in mentoring program i.e. mentor and protégé will have flexibility to enrich and garnish the relationship with all possible human colours: joy, fun, learning, success, achievement etc.

•Float tentative Program Architecture for suggestion, contribution, enrichment and alteration from all.

Marketing the Program

Internal Marketing: Speaking the language of the marketers to different stakeholders, mentor, protégé and organization.

Recruitment

Re-emphasis of recruitment of experienced employees. Non Negotiable.Practice of recruitment of fresher / relatively less experienced employees in place of experienced employee is to be publicly

discouraged, assured by TMT.

High TurnoverSymptom of many problems

Devoid of WE feeling.Handling post lay-off scenario. Repairing human relational architecture.

Keiretsus and Zaibatsu Chaebols

Grupos Economicos Hongs

Guanxiqiye Oligarchs

Qiye Jituan

Assignment Support 1What is common among these items ?

Jan 19, 2012