Creating A Mentor Program. Developing a mentor program is one way of formalizing the relationship between individuals in a professional SHRM chapter (mentors) and students in a college chapter (prot. Mentor programs offer a structured setting in which to develop beneficial one- on- one relationships between students and professionals. Acting as a friend, a teacher, and a guide to the real world, mentors have the opportunity to encourage and advise students by sharing their own experiences and knowledge of the HR profession. This brochure provides a model of how to organize a working program, within the SHRM chapter network, to assist students with their career development and transitions. Explore the world of work through interaction with professionals in the HR career of their choice. Gain an experienced HR practitioner's perspective on applying textbook concepts to real- life situations. Familiarize themselves with corporate protocol. Identify long- term professional development needs. Realize the value of networking. Develop a meaningful professional relationship over a specified period of time. Identify potential interns and new hires for their organization. CREATING A CAREER CENTER PEER MENTORING PROGRAM. Creating a Career Center Peer Mentoring Program Student: Claire Sullivan. Career Specific Peer Mentor Programs. NATIONAL HEALTH SERVICE CORPS MENTOR PROGRAM. For mentors, the relationship is about supporting your mentee. The focus is on what your mentee needs. Creating a Successful Mentoring Partnership. Adapted from HRSA Learning. Assist students in beginning successful careers. Give something back to the profession. How to Organize the Program As you organize your mentor program, you will first want to develop some basic guidelines. Career Mentor Program Application Process : Mentor. The mentor and student commit to a year-long one-on-one mentoring relationship with the purpose of creating a. Creating a successful mentor program in your association When looking back on the most influential individuals in one’s career, many think of a specific mentor. Associations are created to join industry members of all ages. Full-service leadership development and mentoring program. After completing a successful career as a. Creating a Mentoring Culture. A formal mentoring program can help: improve retention. Who should we focus on to be mentors and proteges? Guidelines for the Career Mentor Program Guidelines are required to ensure successful relationships with clear expectations of the mentoree and mentor. Mentoring is an important voluntary activity, critical to develop and. Thank you for your interest in the C3: Creating Career Connections shadowing program at St. Please complete the information below so that we can best match students with your company. Mentor (usually outside the. Engage your employees with a mentoring program that spans across the generations. Creating a Mentoring Program give you the tools to create a successful program. Who will be eligible to participate? How long will the mentor relationship last? How will students and professionals be matched? An individual should be designated to coordinate the program. This person can hold an office such as mentor coordinator, mentor director, or chairman, mentor programs. A committee also may be formed as needed to assist the coordinator in implementing the program. Enrollment forms should be developed for those interested in participating. Mentors will usually be assigned for a specified amount of time such as one semester or one academic year. The time period should be decided in advance and communicated to potential mentors so they understand what their time commitment will be. Once established, the mentor committee or coordinator will do the following: 1. Establish requirements for participation in the program and create enrollment forms. These will vary from chapter to chapter. Sample requirements. Students: Must be an active student chapter member and/or national SHRM member. Must actively participate and support student chapter events. Must be a full- time or part- time student in good standing. Must complete a mentor application. Mentors: Must be an active member of professional chapter and/or national SHRM. Must actively participate and support professional chapter events. Must be a current HR practitioner. Must be willing to commit to the mentor program for a specified period of time. Sample enrollment forms. See sample mentor and student enrollment forms at back of brochure. Establish specific mentor activities and guidelines. Sample guidelines. Mentor must make initial contact with prot. Mentors must communicate with proteges at least once every two weeks. Mentors and proteges must complete at least two of the suggested activities. Acquire mentors and students for the program. Publicize the mentor program to the sponsoring professional chapter through the chapter newsletter, announcements at meetings, letters to members, and personal contacts. Provide an enrollment form that professionals can complete and return to indicate their interest in being a mentor. Approach practitioners who have hosted students for other activities such as Shadow Days, company tours, or internships and offer them the opportunity to become a mentor. Publicize the program to the student chapter and provide application forms to interested students. Match mentors with proteges. Design a system to match students and professionals based on factors such as mutual areas of professional interest, schedules, geographic proximity, etc. Conduct interviews and/or an orientation meeting to clarify areas of interest and commitment level of participants. Make assignments and provide participants with a brief biography of their new mentor or prot. Establish a date by which mentors and prot. Monitor and evaluate the results of the program. In order to ensure that the mentor program is meeting its objectives, it is important to maintain open communication with all participants and to actively solicit feedback on the results. Follow- up with participants to ensure that mentors and proteges have made initial contact by suggested deadline date. Request a written summary of their mentor experience from all participants. Conduct periodic group meetings or socials and discuss ways to improve the program. Conduct year- end interviews or group meetings to ask for program feedback. Have all participants complete a program evaluation form at the end of the program. Use the information obtained through these meetings and evaluations to assist current participants in achieving their goals for the program and to improve the mentor program for future mentors and prot. Meeting. Discussion of the shadowing experience. Completion of a suggested mentor/prot. Suggested Mentor/Prot. Mentor introduces prot. Mentor discusses common employee grievances and issues such as sexual harassment and substance abuse. Explains how they are handled. Sample Forms. Mentor Program Enrollment Form. MENTORMentor Profile. Name: Job Title: Organization: Office Phone: Home Phone: I prefer to be contacted at work.
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December 2016
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