Training and DevelopmentIons Consulting: The MP^2 Training Program

1. Session 7
Training and Development
Ions Consulting: The MP^2 Training Program
Dr. Malay Biswas
Indian Institute of Management, Rohtak

2. Mentoring

3. Mentor
Protégé
Organization
Mentorship Program
Architecture

4. Remove Mandatory Clause
Voluntary but hierarchical relationship between mentor and protégé

5. Use Supporters of the Program
Use the beneficiary of the program to play viral.
Use mentors, supportive of MP^2 training program to highlights
what works, how did they get result: Experience sharing platform
(Share-points/ Company Magazines)

6. Mentorship is an art:
Encourage practitioners to use sharpen their skill
By inviting them into a mentorship training session, for example
Sharing what worked and what did not work
Empowering, energizing and encouraging mentors

7. Dividend for Mentors:
Remove fear from the heart and mind of the mentors that they could
be replaced continuously by relatively less experienced personnel.
Bring back HOPE for them into the system.
Special care for the mentors (participants and non- participants in
mentorship program) and chart out their future role in the company.
Give them back their sense of safety.
The program is not vocal about the derivative benefits, which could be
accrued by participation in the mentorship program.
Embedding dividend architecture for Mentors.
(Placing it in Balanced Scorecard)
Assurance, acknowledgement and recognition of volunteering mentors
for their critical role

8. Program Architecture
•Exit Route: Coming out of dysfunctional dynamics of the mentor
protégé relationship.
•Normative Architecture with Adequate Flexibility: Sample
skeleton modalities of relationship: Participants in mentoring
program i.e. mentor and protégé will have flexibility to enrich
and garnish the relationship with all possible human colours: joy,
fun, learning, success, achievement etc.
•Float tentative Program Architecture for suggestion,
contribution, enrichment and alteration from all.

9. Marketing the Program
Internal Marketing: Speaking the language of the marketers to
different stakeholders, mentor, protégé and organization.

10. Recruitment
Re-emphasis of recruitment of experienced employees. Non Negotiable.
Practice of recruitment of fresher / relatively less experienced
employees in place of experienced employee is to be publicly
discouraged, assured by TMT.

11. High Turnover
Symptom of many problems
Devoid of WE feeling.
Handling post lay-off scenario. Repairing human relational architecture.

12. Jan 19, 2012
Assignment Support 1
What is common among these items ?
Keiretsus and Zaibatsu
Chaebols
Grupos Economicos
Hongs
Guanxiqiye
Oligarchs
Qiye Jituan