Career Development Plan Part II: Development Of Training, Mentoring, And Coaching Program

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Career Development Plan Part II- Development of Training, Mentoring, and Coaching Program
University of Phoenix
HRM/531

New Training and Mentoring Needs
In order to determine the new training and mentoring needs, it is required that initially, the needs should be properly determined. Due to the changes in technology, the new training and mentoring needs have been identified. The first need is concerned with the training needs of the organization. The new organizational training needs attention in meeting the organizational objectives and goals through increase in employee productivity, which will be possible only through proper employee training. The second need is concerned with the individual employee needs. The individual training needs comprise of the employee needs for improving their performance, so as to match the required job eligibility and skills with their performance (McConnell, 2003).
On the other hand, the basic aim of mentoring needs in organizational context is to provide support and orient the new employees, career planning of potential employees and reducing employee turnover by fulfilling the employees' career needs, which in turn, will motivate them and will result in increasing the employee productivity. The employee mentoring needs include leadership needs, training needs, orientation and coaching for new employees, so that they can adjust with the organization. If the firm finds any flaws in their working then, timely solution could be given to the workers by highlighting their mistakes on the basis of their performance, so that they do not repeat the same mistake again in the near future (Lacey, 2004). Objectives of Training and Mentoring Program
The main objectives to conduct a training program are: to fulfill the needs of the employees by enhancing their performance and by giving them proper training, so that the best employees could come out having efficient knowledge and skills. Training programs are conducted to provide assistance to the workforce, in order to meet the organizational goals. They are also conducted, so that the productivity among them get increased and they feel interested in doing the job, to add experience to the human resources, to enhance the employee skills, to motivate them to increase employee productivity and successful career development of the staff (Bohlander & Snell, 2009). On the other hand, mentoring program objectives are: to assist the employees for a better teamwork and collaboration, motivating new and current employees to work efficiently, career development and opportunities to new employees, career and proficiency development of mentors, effective communication, providing job contentment to the workforce; and to increase collaboration among the top level and the lower level employees (Allen & Eby, 2007).
Performance Standards
Setting performance standards for a training program are much helpful for the employees, so that the organization could know the expected performance out of them. Performance standards help in understanding the job responsibilities and activities to be performed for the given situation and the expected results out of the performance. The employees are given a detailed explanation of the high standard performance and the related expectations. The employees are also expected to exceed their performance standards. The performance standards are specified in advance. The employees should know each and every detail about their jobs and job responsibilities. The total amount of time, money and resources to be used for conducting training and mentoring program should be specified. The duties are further divided into particular activities that are to be performed so that the needs, time, money and resources that are to be used in each activity, could be well known. The expected performance, quality and time limit are also specified for clarification. During the setting of performance standards, the requirements of top
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