Dear All,
We were planning to come up with a buddy program in our organisation and I was wondering if how do we analyse the efffectiveness of the such a program.
I was keen on taking your veiws on the idea of putting this as one of the criteria (KRA) in the mentor's Performance Appraisal form.
If yes then how will the effectiveness of the person as a mentor will be judged. AND
How will such an addition of the buddy system effectiveness as a KRA affect the performance appraisal of the mentor.
Also your views on the potential success and faliures of the a buddy program..
Thanking
From India, Mumbai
We were planning to come up with a buddy program in our organisation and I was wondering if how do we analyse the efffectiveness of the such a program.
I was keen on taking your veiws on the idea of putting this as one of the criteria (KRA) in the mentor's Performance Appraisal form.
If yes then how will the effectiveness of the person as a mentor will be judged. AND
How will such an addition of the buddy system effectiveness as a KRA affect the performance appraisal of the mentor.
Also your views on the potential success and faliures of the a buddy program..
Thanking
From India, Mumbai
Dear Major,
It appears that you are not clear about the difference between "Formal Mentoring Programme" and "Buddy Programme". You can click the following link to know the difference:
https://www.citehr.com/24268-buddy-program.html
I don't know much about "Buddy Programme". However, I conduct the training programme on "Formal Mentoring".
Since roles of Mentor or Buddy are different, making any KRA for either relationship, I never heard of it.
If you want any help on designing the "Formal Mentoring", then I am ready to provide my consulting services. You can read my following posts, related to the mentoring programme;
a) Assessment of the ppt on mentoring: -
https://www.citehr.com/60452-mentoring.html#post621606
b) How to establish mentoring programme in the company: -
https://www.citehr.com/136301-traine...tml#post578667
c) Observation on the Mentoring programme: -
https://www.citehr.com/152868-mentor...tml#post758782
By the way I am into soft skills, behavioural and management training. To know about my training activities, you can download my Training e-Brochure attached to this post.
Thanks,
Dinesh V Divekar
From India, Bangalore
7883It appears that you are not clear about the difference between "Formal Mentoring Programme" and "Buddy Programme". You can click the following link to know the difference:
https://www.citehr.com/24268-buddy-program.html
I don't know much about "Buddy Programme". However, I conduct the training programme on "Formal Mentoring".
Since roles of Mentor or Buddy are different, making any KRA for either relationship, I never heard of it.
If you want any help on designing the "Formal Mentoring", then I am ready to provide my consulting services. You can read my following posts, related to the mentoring programme;
a) Assessment of the ppt on mentoring: -
https://www.citehr.com/60452-mentoring.html#post621606
b) How to establish mentoring programme in the company: -
https://www.citehr.com/136301-traine...tml#post578667
c) Observation on the Mentoring programme: -
https://www.citehr.com/152868-mentor...tml#post758782
By the way I am into soft skills, behavioural and management training. To know about my training activities, you can download my Training e-Brochure attached to this post.
Thanks,
Dinesh V Divekar
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Copy of EFFECTIVENESS%2 0METRICS(1).XLS
Training Effectiveness Chart.jpg
Diagnosing Organizational Effectiveness.p pt