Reference no: EM133354761
Assignment:
Like other manufacturers today, Conductix-Wampfler needs help finding and keeping qualified workers. The maker of systems for transmitting energy and data to mobile machinery and equipment has three manufacturing facilities: two in Nebraska and one in Iowa. Across these facilities, the rate of employee turnover is 7% below the industry average, thanks in part to the work of Jessica Jones, Conductix's learning management coordinator. Her programs include leadership development for middle managers and a mentorship program that spreads career development opportunities to the entire workforce.
At Conductix-Wampfler, every new hire is assigned to a mentor. Existing employees can request a mentor when they have moved to a new position, taking on additional responsibilities, or simply want to explore additional career growth. Mentors are chosen based on identifying employees who can best help proteges achieve their goals. Mentors may come from the same department or another department. Alternatively, mentors may be identified from another group to help proteges understand their situation from a new or different perspective.
Conductix does not just assign mentors. It develops the skills they need to be successful in the role. The company provides one-on-one coaching on how to start a mentoring relationship. Mentors participate in online training about how to set goals, give feedback, and handle confidential information. Proteges, too, receive training on getting the most out of the program by participating effectively in meetings and setting goals. Mentors are responsible for initiating the relationship with proteges. However, once the relationship starts, the company expects proteges to take responsibility for communicating their needs to their mentors and requesting meetings as often as they feel necessary.
To attract mentors and reinforce the importance of the program, Conductix rewards mentors for participating in its mentorship program. Mentors who fulfill the requirements of the role earn a $500 bonus after 90 days and are eligible for additional bonuses at their twice-yearly performance reviews. They also may receive recognition in spotlight stories in the company newsletter.
Mentors, proteges, and the company all benefit from the mentoring program. Serving as a mentor gives employees leadership experience, increases their coaching and feedback skills, and allows them to interact with management and co-workers in other functions. This can lead to a promotion. Proteges benefit by better understanding their job and the company as a whole. Also, it helps them increase their skills and identify opportunities for new positions. Conductix benefits from loyal employees, a safer work environment, and a pool of talent to fill open positions from within.
This mini-case is adapted from your textbook - Noe et al.'s HRM textbook.
QUESTIONS:
1. What features of the Conductix mentoring program contribute to its benefits for mentors, proteges, and the company?
2. What are some common issues, challenges, or problems in developing employees in an organization?
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