Dear Experts,
I am a member of Learning & Development department in our organization. I am asked to prepare a career path for trainees recruited in our organization from premier B-school?
These trainee are hired every years at different categories such as Management/Executive/Sales/Commercial/Graduate Engineer Trainees..
Kindly suggest various aspects to be considered in preparing a policy on theit career path. I have already started meeting these trainees one on one to understand their career aspirations and their interest.
Advise how can i take it further from here.
Regards
Himanshu
From India, Gurgaon
1I am a member of Learning & Development department in our organization. I am asked to prepare a career path for trainees recruited in our organization from premier B-school?
These trainee are hired every years at different categories such as Management/Executive/Sales/Commercial/Graduate Engineer Trainees..
Kindly suggest various aspects to be considered in preparing a policy on theit career path. I have already started meeting these trainees one on one to understand their career aspirations and their interest.
Advise how can i take it further from here.
Regards
Himanshu
From India, Gurgaon
Dear Himanshu,
As far as heading of your post is concerned, I feel that your main focus is on retention of the trainees. To retain them you wanted to prepare career plan for them. This is a good idea though it is not sufficient.
Yes, part of career plan includes helping trainees to make SWOT analysis of them. Second part is to meet their career goals, we need to identify the training needs and train them. But then this also is not sufficient.
Employee engagement is key to retention. I know a case of one very prominent insurance company. They had done all the above for the management trainees recruited in the year 2005. But within a year 550 had left out of 800 employed. This was because of the mismatch between organisation's and trainees' expectations.
One major HR intervention is this respect is starting a formal mentoring programme in the company. If implemented earnestly, this is a very powerful tool. Mentor acts as a bridge or link between newly joined employees and the organisation. You need someone who can interpret organisation's philosophy. Mentor does that.
However, instituting "Formal Mentoring Programme" is no easy task. If not handled properly, it may do more damage than good. I conduct the training on "Formal Mentoring". If you wish to know more about it then you may click here.
Thanks,
Dinesh V Divekar
From India, Bangalore
As far as heading of your post is concerned, I feel that your main focus is on retention of the trainees. To retain them you wanted to prepare career plan for them. This is a good idea though it is not sufficient.
Yes, part of career plan includes helping trainees to make SWOT analysis of them. Second part is to meet their career goals, we need to identify the training needs and train them. But then this also is not sufficient.
Employee engagement is key to retention. I know a case of one very prominent insurance company. They had done all the above for the management trainees recruited in the year 2005. But within a year 550 had left out of 800 employed. This was because of the mismatch between organisation's and trainees' expectations.
One major HR intervention is this respect is starting a formal mentoring programme in the company. If implemented earnestly, this is a very powerful tool. Mentor acts as a bridge or link between newly joined employees and the organisation. You need someone who can interpret organisation's philosophy. Mentor does that.
However, instituting "Formal Mentoring Programme" is no easy task. If not handled properly, it may do more damage than good. I conduct the training on "Formal Mentoring". If you wish to know more about it then you may click here.
Thanks,
Dinesh V Divekar
From India, Bangalore
Thanks Dinesh for sharing your valuable inputs.
I completly agree with your above suggestions and the same could be implemented in our organization.
I need few more suggestions on how to SWOT analysis with them.
Would like to understand the process step by step.
What could be a non threatening way of doing this excercise which provides relevant and fruitful output.
Kindly suggest.
Regards
Himanshu Pant
From India, Gurgaon
I completly agree with your above suggestions and the same could be implemented in our organization.
I need few more suggestions on how to SWOT analysis with them.
Would like to understand the process step by step.
What could be a non threatening way of doing this excercise which provides relevant and fruitful output.
Kindly suggest.
Regards
Himanshu Pant
From India, Gurgaon
Dear Himanshu,
"Non-threatening" ways of conducting the SWOT analysis could be as below:
a) One is to training the mentors on SWOT analysis. In the course of mentoring of the mentees, mentors can help the trainees on SWOT analysis
b) Secondly, conducting training on "SWOT Analysis" for the trainees. Then they can get the analysis vetted by their colleagues or manager.
c) Lastly, telling them to search the web, gather the information on SWOT and prepare the SWOT analysis. They can take inputs from the immediate family members, neighbours, acquaintances etc.
On the above three the most effective would be (a). In the recent past, I conducted training programme on "Formal Mentoring" for one famous petrochemical company. Now in coming weeks I will train mentees as well. In this training, I am going to cover topic on SWOT Analysis. Later they will get this analysis vetted by their mentor.
In addition to SWOT, you can train the trainees on "Johari Window" also. It is also a powerful tool of personality development. However, the faculty who conducts this should be experienced one. Lest it may do more harm than good.
Ok...
Dinesh V Divekar
From India, Bangalore
"Non-threatening" ways of conducting the SWOT analysis could be as below:
a) One is to training the mentors on SWOT analysis. In the course of mentoring of the mentees, mentors can help the trainees on SWOT analysis
b) Secondly, conducting training on "SWOT Analysis" for the trainees. Then they can get the analysis vetted by their colleagues or manager.
c) Lastly, telling them to search the web, gather the information on SWOT and prepare the SWOT analysis. They can take inputs from the immediate family members, neighbours, acquaintances etc.
On the above three the most effective would be (a). In the recent past, I conducted training programme on "Formal Mentoring" for one famous petrochemical company. Now in coming weeks I will train mentees as well. In this training, I am going to cover topic on SWOT Analysis. Later they will get this analysis vetted by their mentor.
In addition to SWOT, you can train the trainees on "Johari Window" also. It is also a powerful tool of personality development. However, the faculty who conducts this should be experienced one. Lest it may do more harm than good.
Ok...
Dinesh V Divekar
From India, Bangalore
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