Essay - Proposal Mentoring Program: Squid Proposal the Problem the Solution Proven...

Proposal

***** Program: Squid Proposal

***** PROBLEM

THE SOLUTION

***** Benefits

CONCLUSION

References:

Mentoring Program Proposal: Company *****

MEMO

SUBJECT: Proposed mentoring program

THE PROBLEM

NO CROSS TRAINING AND HIGH TURNOVER RATEES RESULTING IN LACK OF MOTIVATION AMONG EMPLOYEES

***** of the largest problems employers face today are high turnover rates. Many times the reasons given for ***** include lack of motivation and c*****er advancement. This proposal will describe tools Squid company can utilize immediately to reduce high rates of turnover and increase employee motivation. The ***** ***** save thousands ***** dollars as demonstrated by ***** proposal table.

Squid company employees more than 10,000 employees from across the world. ***** of *****se employees seek career advancement, but have few resources available to them to allow them ***** realize their goals. In an ever-changing market, it is more important than ever that employers' recognize the need for cross training and *****. Mentoring ***** a tool that can provide employees with ***** knowledge they need to advance their careers, without adding ***** the expenses an organization already assigns to the hiring and selection, ***** ***** continuing education process.

THE SOLUTION

Mentoring Program for Employees Seeking Career Advancement

*****re is much support in the global market for mentor*****g. Many *****s use mentoring programs as a ***** to promote career advancement and ***** increase the motivation of ***** that ***** ***** advancement (Turner, 2001). Turner (2001) suggests employees are more likely to adopt the corporate culture and identify with the organization on an individual and a group level when offered ***** opportunity ***** mentor or sh*****dow other workers.

Such ***** also offer employees the opportunity to engage with o*****r employees socially, which ***** also prove beneficial as it encourages a systematic exchange of information (Aldag & Fuller, 1993; Abrams et al, 1990; Ashforth ***** Mael, 1989).

Previous research by Ashforth & Mael (*****) show the use of social ident*****y theory in mentoring is an exemplary practice that c***** serve ***** individually and as a whole. The re*****son for this is many employees spend a majority of ***** time at work. In today's so*****iety it is not uncommon to see someone working ***** 50 or ***** hours a week, ***** taking a vacation (Abrams et a, 1990). With so little ***** ***** **********, many people are turning toward their *****ganizations to create a *****ci*****l identity (***** & Mael, 1989). When this happens, ***** ***** an opportunity to adv*****ce their careers because they become interested in staying in the environment they currently work *****. The simplest way to help train employees is through the use ***** mentors.

In ***** purest sense, mentors are confident ***** well-educated employees with a minimum of five to ten years experience under their belt (Turner, 2001). These employees are the individuals most likely to facilitate change in amateur employees. Mentoring programs not only save money and help support a corporate culture; they also allow employees to understand how they fit in ***** the organization, and what steps they can take to