These are all motivating and achievable courses for both employees and superiors in key areas such as sexual harassment, FMLA, diversity, communication, USERRA, recruitment and much more. The courses are kept up-to-date to reflect regulatory changes in the federal and federal governments and, in addition, BLR is constantly adding new programs. 4. Determine what each partner needs and expects. Be honest about what you need, says Zachary. Choosing a brain? Someone who can help you get your arms to get a problem? Someone kicking you in the pants? 2. Talk about tutoring. Talk about people who have had a profound impact on your development and learning. Discuss past tutoring experiences. This agreement describes the expectations and objectives as well as the specifics of the relationship. See our sample of the tutoring agreement (PDF).
The agreement should include contact information (including preferred methods and time), the definition of a meeting plan, the definition of the objectives and objectives of both parties, the setting of progress review dates and a termination date. Once this is negotiated and completed, you are ready to start your tutoring partnership. After an initial discussion, be prepared to prepare a formal agreement, Zachary says. Here are their necessary ingredients for such agreements: the biggest challenge for your partnership is temporal commitment. Keep in mind that this agreement is taken into account in addition to the professional and personal calendar and that the tutoring partnership requires time, energy and work to ensure its success. To reconcile these aspects, close agreement and structured meetings can minimize the waste of time and energy. By entering into the partnership, you have already guaranteed your commitment, so you simply need tools to keep up. Best of all, the BLR Employee Training Center costs only a fraction of what you would pay for a Learning Management System (LMS) in these times of budget crisis. You always know exactly how much the training costs, no matter how many programs you use or how many times you use them. There is only a small annual fee – for unlimited training – based on the size of your staff. Budget once and you`re done! The mentor and mentor will work together on the final draft of the agreement.
Based on the essential elements of a tutoring agreement, companies should consider the following issues in negotiations on the final agreement. These preparations can help minimize potential frustrations. How are we going to cope with the other big challenge of maintaining this momentum and keeping time? The second official meeting will set development goals. All subsequent appointments will benefit from a well-established criteria for productive achievement, including reviewing development goals and conducting progress tests. This is the long-term content of the tutoring process. Based on the essential elements of the tutoring agreement, mentors should consider asking the following questions from the proposed mentoring agreement. While we seem to be thrilled with this new service, we are – and this also applies to the Software and Information Industries Association, which has just elected the BLR Employee Training training bestforce Training. Find out what`s at stake — sign up for a non-binding trial at the employee`s training center. Creating the foundation for your tutoring relationship is a key element of success. You give an advantage to yourself and your mentoring partner by creating a tutoring agreement at the beginning of the relationship, which provides a concrete basis for what everyone wants to achieve through the tutoring relationship.
It also helps you manage relationship expectations and clearly define your commitments. Ultimately, a good agreement is the framework for the extent of the relationship and acts as a contract between Mentor and Mentor. The process of negotiating this agreement should be seen as a constructive dialogue between the tutoring partners.