Page 133 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes 8.3.3 Syndicate Groups

In the syndicate group we have people from different backgrounds and with different experience
levels. When you combine all of them together, each member of the team benefits because
somebody has done some bit of the work who can bring a personal, practical perspective into
the work you are doing which means you can learn from other people.

8.3.4 Mentoring

Mentoring is an ongoing relationship that is developed between a senior and junior employee.
Mentoring provides guidance and clear understanding of how the organisation goes to achieve
its vision and mission to the junior employee.

The meetings are not as structured and regular than in coaching. Executive mentoring is generally
done by someone inside the company. The executive can learn a lot from mentoring. By dealing
with diverse mentee’s, the executive is given the chance to grow professionally by developing
management skills and learning how to work with people with diverse background, culture,
and language and personality types.

Did u know? Executives also have mentors.
In cases where the executive is new to the organisation, a senior executive could be assigned
as a mentor to assist the new executive settled into his role.

Mentoring is one of the important methods for preparing them to be future executives. This
method allows the mentor to determine what is required to improve mentee’s performance.
Once the mentor identifies the problem, weakness, and the area that needs to be worked upon,
the mentor can advise relevant training. The mentor can also provide opportunities to work on
special processes and projects that require use of proficiency.
Some key points on mentoring:
 Mentoring focus on attitude development
 Conducted for management-level employees

 Mentoring is done by someone inside the company
 It is one-to-one interaction
 It helps in identifying weaknesses and focus on the area that needs improvement

8.3.5 Apprenticeship

It is the most oldest and commonly used method especially when proficiency in a job is the
result of a relatively long period of 2 years to 3 years for persons of superior ability and from
4 to 5 years for others e.g. draughtsman, a machinist, a painter, a toolmaker, a pattern designed,
mechanic, carpenter, weavers, fitters, etc.
The merits of these methods are:
 A skilled workforce is maintained

 Immediate returns can expected from training
 The workmanship is good

128 LOVELY PROFESSIONAL UNIVERSITY