Reference no: EM132880970

A company in the banking sector (large company) selected 100 new employees, who will work in different districts of the country, for the commercial and financial areas.

The company has around 8,000 employees nationwide and many experienced managers in the various fields, but the managers are not seen as learning agents. In addition, they have complained about the amount of work they have to do unnecessarily (bureaucratic procedures, "too many" meetings, etc ...) and the little recognition that is given to them for this "bureaucratic" part of their work.

However, in 6 months, the company will fill the new colleagues through an Formation program that has specific technical actions for each area and a mentoring program to integrate and integrate these collaborators quickly (in 6 months after the reception day) these employees .

It is important for the organization that they are "ready" quickly and that they understand what is expected of them both from the point of view of technical and social / personal integration, as well as understanding the organization's values.

The areas of technical training will be given in the first 3 months and will go through areas such as detection of counterfeit bills (commercial), service to external and internal customers (commercial and financial), specific software (of each), knowledge of the rules and procedures (of each area), (financial) taxation, etc.

Therefore, two of the issues to be addressed by the Formation and development department, which have assumed greater importance and the importance of its 10 technicians and director, are: the question of who can guide these new colleagues during these 6 months, and how to evaluate the program.