Training and Mentoring Program

Running head: DEVELOPMENT OF A TRAINING AND MENTORING PROGRAM

Training and Mentoring Program
Ruddy Lub
Plantation P-MBA53
Instructor MD. L. Miller
November 23, 2008
      Career Development Introduction
      The human resources staff has a pivotal role in the newcomer orientation in that they can conduct and oversee the training to bring possible solution.   In fact, the customer relationship management has an additional role to maintain, update, and monitor the educational activities and mechanisms throughout the organization.   It will be helpful to implement organization-wide policies, procedures, trainings, and templates, and to give power to the marketing, sales, and customer services.
The New Training and Mentoring Needs
It should be simple to propose the training, and the mentor can take notes about questions and discussions. Most trainers think that human resources may purchase the training from an outsourced vendor to make the training less pricey to their wishes. On the job teaching is the most ordinary technique of guidance. The apprentice is positioned on the job, and the administrator or mentor demonstrates the learner how to accomplish the job. The employee’s training could be enormously detailed to the employee's desires. The instruction helps the employee establish some interaction with his or her consumer, administrator or counselor. Mentors assist employees to determine complexity, through training in skills, and through modeling effectual and effective feelings and behaviors.
Performance Standards
Company must state only one objective to maintain its position as a world leader about training’s performance. Coaching and performance management are intertwined in effectively pushing the individual constantly to perform better.   Manager’s responsibilities must develop performance, and produce long-term objectives after their investment. The company’s goal is
to reach a break-even point before making the return on investment. Performance...