A good way to gauge the interest and success of the program is to survey the participants during the program. Are both parties satisfied with their roles? Do they feel they are teaching/being taught enough? Are they both gaining knowledge and/or insights? Going further, the mentors need to … [Read more...]
Mentoring Tip 4: The Mentor has to lead by example
When the mentor leads by example, the mentee can be exposed to and learn the methods, procedures, values, and culture of the organization by observing the mentor’s behavior. But bad habits can also be inherited by the mentee, so it is paramount that mentors are aware of their conduct and what it is … [Read more...]
Mentoring Tip 3: Preparing the role of Mentor and Mentee
Under a formal mentoring program, both mentors and mentees need to know exactly how the program will work. Some organizations have been doing this for a long time and have various documents for the mentor and mentee to complete. If not, then they need to agree on a plan, such as the length, … [Read more...]
Mentoring Tip 2: How do you pick the right Mentor?
Ideally, the mentor has as much interest in being a mentor as the employee or intern has in being mentored. It’s only fair to both parties that the interest is mutual and can improve both parties’ knowledge, perspectives, and insights while sharpening interpersonal skills. Beyond this, the … [Read more...]
Mentoring Tip 1: Mentoring programs can formal or informal
Some organizations have formal mentoring programs, and in that case they need to determine: A timeline – how long will the mentoring program last? What are the goals and expectations of both parties by the end of the program? What will be the process? How often will the mentors and mentees … [Read more...]
Mentoring Overview
A mentoring program is an excellent way to prepare future leaders. A good program can give interns, as well as newer or younger employees, exposure to experiences and opportunities that help them develop their own management and decision-making skills. Here are some tips for developing a successful … [Read more...]
Job Descriptions Tip 10
10. A job description can be helpful if a company has a non-performing employee. An accurate job description can be the basis of performance documentation and add credence to terminating an employee who is not meeting his or her essential job functions. This can be particularly beneficial if the … [Read more...]
Job Descriptions Tip 9
9. Job descriptions should be clear and precise, both in language and description. Acronyms and abbreviations should be defined. Write job descriptions so someone outside of the company can understand them. Poor example: “Knowledge of the budget process.” Good example: “Experience with monitoring … [Read more...]
Job Descriptions Tip 8
8. Job descriptions should be kept up to date to ensure they reflect any substantive changes in the key duties. If the job description is not kept up to date, then when it is time to recruit for a new employee, job advertisements will not reflect the organization’s actual requirements. It is … [Read more...]
Job Description Tip 7
7. Job descriptions should be accurate and legally compliant to provide legal defense against discrimination. State and federal laws prohibit employment discrimination. Some laws that all employers should consider when writing job descriptions include: • Fair Labor Standards Act – Job … [Read more...]
Job Description Tip 6
6. Job descriptions help to develop equitable and competitive compensation programs according to the skills, experience and abilities needed for the positions. The job description describes the level of skills, responsibilities, accountability, experience and education. All of these factors … [Read more...]
Job Descriptions Tip 5
5. Job descriptions help to develop performance standards and set performance goals for performance review. Examples of job description responsibilities are listed below, along with how they would be interpreted into performance goals that would be evaluated during an employee’s performance … [Read more...]
Job Descriptions Tip 4
4. Job descriptions can be used as the basis for training and career growth. Job descriptions list the qualifications and certifications required for each position. For example, if a Social Worker I employee is interested in moving up in the organization, he or she can look at the job description … [Read more...]
Job Descriptions Tip 3
3. Job descriptions can serve as a very good place to start when developing interview questions. Once you have a job description, you can develop interview questions based on the essential functions, job responsibilities and skills by asking the candidates how they have performed these types of … [Read more...]
Job Descriptions Tip 2
2. Job descriptions can be the foundation for creating job advertisements. Once you have a job description, you can create the job advertisement using the statement of purpose and qualifications as the main body of the advertisement. For example, this advertisement was created by borrowing the … [Read more...]
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