5070- Assessment 3
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5070
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Feb 20, 2024
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1
Brianna D Skipwith
HRM-FPX 5070 Section 1
HR Challenge: Personalized Mentoring or Coaching
February 16, 2024
2
To: HR Leadership Team
From:
Brianna Skipwith Subject: Personalized Mentoring or Coaching
Date: 02/16/2024 Greetings! My customized mentoring and coaching programs for each of the people we previously discussed are included below. Joaquin
: Considering that he is a new employee at CapraTek, mentoring would be beneficial. Even though Joaquin offers fresh insights to our financial management, as a recently hired worker just getting started, he is having trouble understanding the actions he must take to realize this goal of rising to the executive level within the organization. Mentees who have effective mentors are better able to comprehend their inner selves, including their emotions, strengths, weakness, values, aspirations, fears, and self-limiting beliefs (Rolfe, 2015). Although there are many various ways to mentor someone, the relationship benefits the employee by letting them benefit from the mentor’s expertise and prior experience. One of our senior managers would be the ideal candidate to serve as Joaquin’s mentor. They would effectively be able to assist Joaquin in taking the appropriate steps to attain the level within the firm that he desires because of their experience achieving that level within the corporation. Joaquin’s mentor would be to meet with him in order to assist him create goals and a clear course of action that must be followed in order to achieve them. Following this, frequent meetings would be scheduled to ensure he is proceeding in the right direction and to offer him support and encouragement along the way.
3
Steve
: Steve has worked for CapraTek for a long time and has honed his talents there, particularly in the biotech sector. He wants to switch to a different skill set for his profession now
that he’s back at the organization. Steve needs specialized training in the field of human resources since has goals for the future and understand where he wants to go. Because of this, Steve would be better served by coaching in order to accomplish his objectives. The notion of coaching has shifted to include personal development rather than the abilities and performance-
focused approach (Raza et al., 2018). Steve is already familiar with the workings of the company
and how to advance through the ranks. In fact, he would be better off with some self-directed Human Resources training classes and a Human Resources department professional to mentor him instead of someone teaching him skills. Because of this, Steve will be able to pursue his objectives and continue to grow as an independent person. To help him define objectives and take action, to periodically assess whether he is on track, and to support him with any particular challenges he encounters along the way, he would benefit from frequent coaching sessions. Mentoring and Coaching Best Practices
The goal of coaching is always to advance the person being coached.
Mentoring gives the mentee advice based on the mentor’s expertise, whereas coaching assists the coachee in discovering their own knowledge.
Coaching concentrates on enhancing performance.
Talk about your objectives and create a strategy with concrete steps to achieve them.
Frequent check-ins to assess the plan and provide updates on any victories or setbacks. Communication Strategy
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Related Questions
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s://docs.google.com/forms/d/e/1FAlpQLSeEKUjfCSyselenY4sxAC8IU3oe-1MysYZI59dCqWolvRiEwA/
The alternative name of the indirect financial compensation is
O Core compensation
O Direct core allowances
O Core benefits
O Employee benefits
4.
Adham, an accountant at XYZ Company, has just received the following
email from the HR department: "Dear Adham, because of your dedication
and hard work, we are pleased to inform you that as of Monday, April 22.
you will not only be responsible for conducting regular accounting
transactions but also supervising the work of the two new junior
accountants who have just joined the firm". This illustrates a form of
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Multiple Choice
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Because line managers are the ones responsible for interviewing and hiring potential employees, it is best that HR collaborate on recruiting efforts to ensure the right people are hired.
Because line managers are responsible for the health and safety of their employees, it is necessary for HR to provide training to prevent accidents.
Because line managers are responsible for their employees, it is necessary for HR to empower them to implement HR initiatives and make sure they are successfully carried out.
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No unread replies.No replies.
Review your current company's hiring process and identify bias and barriers for diverse applicants in the process (you must identify at least 3 separate biases or barriers). Additionally, identify any negligent HR practices you think need to be addressed. Explain how you would correct these. Incorporate concepts from your readings.
(If you are not currently employed, you can use a previous employer or another company you are this familiar with).
Please remember you must cite legitimate resources and define the terms you use.
****I've never had a civilian job, only military and I'm separated, so I'm not sure what to right about*****
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b. Correct the mistake
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C) orientation.
D) problem-solving.
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B) socialization is often a short-term program while socialization is a longer process.
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- For each of the three types of job analysis methods text (observation, interviewing and questionnaire), provide your recommendation as to which types of jobs you would use each method for. In addition, comment on what type of HR competency (junior/mid/senior level,) would be required for each job analysis method, given that all three methods have different levels of both complexity and subjectivity.arrow_forwardQ2. A- In Adobe company, Ms. Tia was transferred from another function into an important HR role. It was not long before complaints were coming in, which set the stage for an unpleasant mid-year performance review.“What is your future plan?” asked her boss, trying to build some perspective on the situation rather than jumping into a series of criticisms. The employee had no answers. “Tell me what you would like to achieve in this job?” her boss persisted. After avoiding a direct answer she eventually blurted out, “Why are you asking me this? I love this job.” Then she burst into tears. Her boss knew there was a problem but could not put his finger on why she was doing so poorly. Neither did he have the time to devote to a lot of coaching. He knew she was motivated and had a good track record in her previous job. Despite the complaints from her internal clients he wanted to give her a chance. Now suggest to the boss that what chance should be given to Ms. Tia to improve her performance…arrow_forward1.Changes, Changes Jennifer, the owner and manager of a company with ten employees, has hired you to take over the HRM function so she can focus on other areas of her business. During your first two weeks, you find out that the company has been greatly affected by the up economy and is expected to experience overall revenue growth by 10 percent over the next three years, with some quarters seeing growth as high as 30 percent. However, five of the ten workers are expected to retire within three years. These workers have been with the organization since the beginning and provide a unique historical perspective of the company. The other five workers are of diverse ages. In addition to these changes, Jennifer believes they may be able to save costs by allowing employees to telecommute one to two days per week. She has some concerns about productivity if she allows employees to work from home. Despite these concerns, Jennifer has even considered closing down the physical office and making…arrow_forward
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