Program Mentor Mentee Kejururawatan

Program mentor-mentee anjuran warga sejahtera usm mei prof. Sistem dan peranan mentor-mentee usm oleh prof. Introduction to Mentoring: A Guide for Mentors and Mentees. A training program for potential mentors and mentees that is. Networking for the APA. Program mentor-mentee anjuran warga sejahtera usm mei prof. Sistem dan peranan mentor-mentee usm oleh prof. ( contoh ) Jabatan Kejururawatan. Documents Similar To Format Laporan. Panduan Pelaksanaan dan Modul Program Mentor Mentee Di Sekolah.

Pengenalan Unit Kejururawatan bertanggungjawab dalam melaksanakan segala pengurusan dan pentadbiran kejururawatan bagi semua kategori anggota kejururawatan dan Pembantu Perawatan Kesihatan di Hospital Seberang Jaya. Perkhidmatan Kejururawatan berteraskan Etika Kejururawatan dan ditingkatkan dengan aplikasi Konsep 10S, Program Mentor Mentee dan Pembangunan Modal Insan. OBJEKTIF Memberi penekanan ke atas promosi, preventif, kuratif dan pemulihan dari aspek kesihatan:- 1. Memastikan penjagaan perawatan kepada pelanggan dijalankan mengikut Standard yang telah di tetapkan oleh Lembaga Jururawat Malaysia. Mempertingkatkan amalan kejururawatan dengan menyediakan pendidikan yang berterusan dalam bidang kejururawatan. Mempertingkatkan imej profesion kejururawatan.

Menggalakan dan melaksanakan kajian kejururawatan. Perkhidmatan Perkhidmatan yang disediakan Orientasi Jururawat, Kolej KKM, IPTA dan IPTS - Jururawat lantikan baru dan pindah masuk melapor diri di Hospital Seberang Jaya. Mentoring - Program Mentor Mentee diadakan untuk semua Jururawat lantikan baru. Attachment - Latihan attachment diberikan kepada peserta Kursus Pos Basik Pengurusan Diabetes di Jabatan Perubatan. Pembantu Pegawai Perubatan (pelatih) yang menjalani Kursus Kecemasan dan Triage juga menjalankan attachment di Dewan Bersalin di Hospital Seberang. Khidmat kaunseling - Kaunseling diberikan kepada staff yang mengalami masalah.

A Five-Step Guide to Launching a Mentoring Program Looking to start a mentoring program? That’s great. Mentoring is a proven approach to drive rich learning and development for both mentees and mentors. Mentoring also benefits the sponsoring organization. For employers, mentoring increases retention, promotion rates, and employee satisfaction. At universities, student mentoring is proven to improve student retention, boost job placement rates, and increase alumni engagement when tapping alumni as mentors. A thriving, impactful mentoring program is within your reach. But great mentoring programs don’t just happen.

They are built through thoughtful planning and sustained commitment to guiding participants through the mentoring process while continually improving the program. Read on to learn the five-step process to create a high-impact mentoring program.

Step 1 Design Your Mentoring Program The starting point for any mentoring program begins with two important questions: • Why are you starting this program? • What does success look like for participants and the organization? To answer these questions you will need to dive deep to understand your target audience. Make sure you understand who they are, where they are, their development needs, and their key motivations to participate.

Translate your vision into SMART objectives: specific, measurable, attainable, relevant and time-bound. Objectives provide direction to program participants, establish program key performance indicators (KPIs), and help organizational leaders understand why they should offer their support. Successful mentoring programs offer both structure and flexibility. Structure provides participants a mentoring workflow to follow and is critical to help participants achieve productive learning that reaches defined goals.

Similarly, flexibility is essential to support varying individual mentoring needs across specific learning goals, preferences, and learning style. Key design decisions include: • Enrollment – is it open, application, or invite only? • Mentoring style – can be traditional, flash, reverse • Connection type – possibly 1:1, group, or project • Connection duration – typically weeks or months, or perhaps even just a single session • Community/social aspects beyond formal mentoring, tracking and reporting needs. A good idea is to create a program workflow diagram to explain each step of your program. You can provide details such as key actions, timeframes, support resources, and criteria for moving to the next phase. Mark areas that will require some flexibility to support user needs. Mentoring software allows you to deliver a wide-variety of mentoring programs.

Regardless if a small or large program, mentoring software is easy to configure and will save you time and cost in getting your program started and running smoothly. Step 2 Attract Participants for Your Mentoring Program The best designed mentoring programs won’t get far without effective program promotion, mentor recruitment, and training. When new mentoring programs are introduced in organizations, there is generally natural enthusiasm. Yet this enthusiasm doesn’t always translate into high participation rates.

A common reason is the absence of effective promotion. Don’t assume potential mentors and mentees understand the benefits. For many, this will be their first opportunity to participate in mentoring. You will need to convince them that participating is worth their time and effort.

Beyond participants, key leaders and stakeholders will need to be educated on the benefits of the program and strategic value to the organization. Consider the needs of mentors. Building a solid base of mentors can be a challenge. It is important to understand the positive and negative factors that impact mentor participation. Once you have identified them, look for creative ways to reinforce positive drivers and lower the hurdles of negative ones throughout the mentoring process. For example, mentors are often busy people with limited time to spend. How can you help mentors be more efficient with the time they have to dedicate to mentoring?

Also consider recognition and reward strategies. Formally recognizing mentor involvement can be very motivating and help attract additional mentors to the program. Lastly, productive mentoring doesn’t just happen.

Provide training to mentors and mentees regarding the program’s goals, participant roles, mentoring best practices, and your mentoring process. Help mentors and mentees clarify their own objectives. The need for training and guidance doesn’t end after the initial orientation. Provide tips and best practices throughout the mentoring program to help participants stay on track and get the most out of the program.

• Promote the benefits to participants and stakeholders • Consider recognition and rewards for participation • Provide training and reinforcement throughout the program Chronus mentoring software provides the best practices, content and infrastructure to recruit, enroll and train program participants. Step 3 Connect Mentors and Mentees A productive mentoring relationship depends on a good match. Matching is often one of the most challenging aspects of a program. Participants will bring various competencies, backgrounds, learning styles and needs. A great match for one person may be a bad match for another. Matching starts by deciding which type of matching you’ll offer in your program: self-matching or admin-matching. Consider giving mentees a say in the matching process by allowing them to select a particular mentor or submit their top three choices.

Self-matching is administrative light, which in larger programs can be a huge plus. For more structured programs, such as large groups of new students at universities, or groups of new corporate employees, you may want to get the program started by bulk, or admin-matching. Evaluate various match combinations before finalizing as ensuring quality mentors for hard-to-match mentees can be challenging. • 3 Steps to Successful Mentor Matching • Create user profiles with rich data like gender, college, interests, and job function • Decide on your method: self-matching or admin-matching • Intelligently match based on profiles, improving match quality while saving time through software Matching best practices start with a solid profile for all participants (mentors and mentees). Critical profile elements include development goals, specific topical interests, location, experiences, and matching preferences. Think about how you’ll want to match people, or if you’ll want them to save time by having them match themselves. For example, you may want to match female leaders with younger female employees, or experienced sales personnel with new recruits.

For self-matching, perhaps participants might like to connect with someone from the same previous employer, or the same college. The more you know about your participants, the better chance your participants will have for a great fit and a happy, productive mentoring outcome. Regardless if self- or admin-matching, see how Chronus software makes matching faster and easier with strong, intelligent matching capabilities. Step 4 Guide Mentoring Relationships Now that your participants are enrolled, trained, and matched, the real action begins. It is also where mentoring can get stuck. Left to themselves, many mentorships will take off and thrive.

But some may not. Because mentoring is not typically part of one’s daily routine. Without direction and a plan, the mentoring relationship is vulnerable to losing focus and momentum. That is why providing some structure and guidance throughout the mentorship is vital to a successful mentoring program. One best practice is to ensure all mentorships have goals and action plans.

This serves two purposes. First, it brings focus at the onset, which helps a mentorship get off to a good start. Second, it adds accountability to accomplish something. Provide all mentoring relationships with timely and relevant “help resources” (topical content, mentoring best practices, etc.) throughout the mentorship. Chunk-sized content delivered at key points is ideal. As a mentoring connection progresses, establish checkpoints where mentorships report on their progress.

Even if your organization doesn’t choose to formally track the details, just the act of reporting progress helps mentors and mentees stay productive. Lastly, have a formal process that brings closure to the mentoring experience. Within this process, provide an opportunity for both the mentor and mentee to reflect upon what was learned, discuss next steps for the mentee, and provide feedback on the benefits of the program and process.

Chronus software makes guiding, or “facilitating,” your program’s mentoring connections very easy and enables your participants to be highly productive. Step 5 Measure Your Mentoring Program Understanding how your program measures up to expectations may well be the most important phase of all.

Mentoring is a significant investment when you consider program management, infrastructure, and the valuable time of participants. Articulating the impact is essential to secure ongoing funding and support. In addition, the measure phase is also focused on assessing program health to identify trouble spots and opportunities. Mentoring programs should be tracked, measured, and assessed at three altitudes: the program, the mentoring connection, and the individual.

To be effective you need the ability to capture metrics and feedback throughout the program lifecycle. At the program level, build metrics around defined business objectives.

For example, in a diversity mentoring program you may want to compare promotion rates of program participants to non-participants. Also track “funnel” conversion metrics, which show the progress participants make at each step of the mentoring program starting at enrollment. Conversion metrics provide essential insight into program health. For mentoring connections, you want to understand mentorship behavior to identify roadblocks and opportunities. Common questions you will want to ask are: Is the mentoring timeframe too long, too short, or just right? Are mentorships getting off to fast starts or lagging? Are participants leveraging content resources you have provided?

For participants, you want to understand the impact of mentoring in terms of outcomes while acquiring program feedback. One of the easiest ways to capture outcome and feedback is through surveys. Ask participants and stakeholders how well the mentoring program met their goals and the goals of the organization.

Also ask them for their ideas for improving the program.

Tips to help you create a successful mentoring program. Just click on a question below - to jump to its answer down the page. • • • • • • • • • 1. What should the mentor and mentee focus on in their mentorship? If you've never been in a formal mentorship, you may be wondering what exactly you should do with your mentor or mentee after the mentoring relationship begins.

The key to choosing the best mentoring activities actually depends on your mentorship focus areas. Below are some of the most common mentoring focus areas: • Skills Development Mentorships that focus on skills development help the mentee learn specific skill sets in order to develop him or herself, add value to the organization and progress on his or her career path. For example, if the mentee is in sales, a possible mentoring activity could be practicing cold calling.

• Goal Setting/Career Planning Mentorships that focus on goal setting and career planning help the mentee identify his or her professional and personal goals, as well as think about his or her long-term career path. An example of a good activity for this type of mentoring objective is discussing the mentee's early career dreams and possible career moves. • Problem Solving Mentorships that focus on problem solving help the mentee develop cognitive skills in order to strengthen the mental process of discovering, analyzing and solving problems to overcome obstacles.

An activity example for this mentoring objective would be to identify a real problem with his or her mentor and then brainstorm solutions together, as well as discuss pros and cons for each option. • Networking Mentorships that focus on networking help the mentee expand his or her professional connections and networks.

An activity example for this type of objective would be for the mentor and mentee to attend a professional conference or event together. What are some tips for starting a new hire mentoring program? Starting a new job can be stressful, and having a new hire mentoring program can help ease your new hires' fears and give them an additional resource to get that strong connection with the company right from the start. There are many things you need to do to get a new hire mentoring program off the ground and make it a great success! Below are some tips to get you started: • Determine your main objectives. Some new hire programs are designed to assist with training or succession planning, while others work to give employees a broad feel of the corporate culture.

• Find your executive champion to support and sponsor the program. This person should be easily recognized by new hires and encourage new hires to join. Look for an executive who had a great mentor in the past that contributed to his or her success. • Identify your mentors.

For new hire mentoring, it's usually beneficial to have mentors who work in a similar job function or in the same location as the new employee. • Communicate about the program.

Let new hires know about the new hire mentoring program during the recruitment process and make sure your managers are encouraging new employees to join the program. Research suggests that higher-quality job applicants are more likely to accept a job offer if a company includes information about their mentoring programs in their recruitment literature. • Measure your success. Ask your mentees to rate how well mentoring helped them get assimilated to the company, understand their new roles, and help solve problems. Track and compare retention rates, promotions and employee evaluations between new hires that participated in the mentoring program vs. Those who did not. How do you find an executive champion to help support a corporate mentoring program?

If you're considering starting a new mentoring program, or simply want to re-energize a current program, having an executive champion can be the key to unlocking your program's success! Executive champions work to encourage participants to join the program among many other things. They should be identified at the beginning of the planning process so they can help move things forward. Below are some tips to get you started on your search: • Look for someone in a high-visibility position. The ideal person will usually work outside of the Human Resources and Training departments, and should be easily recognized by employees. For example, the VP of Marketing might be a good fit.

• Look for someone who attributes his or her success to having had a great mentor. Ce of the mentoring program.

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• Problem Solving Look for someone who will encourage participation and publically acknowledge the importan He or she may send employees the mentoring program invitation email, contribute content to internal communications and/or speak about it at company-wide meetings. • Look for someone who will participate in mentoring activities. This may be anything from conducting job shadows or hosting networking events to being a mentor in the program. • Look for someone who will help fund the program. This is an essential characteristic in an executive champion, as this person will be your voice when it comes to annual budget meetings and securing financial sponsors for the program. What should mentors and mentees do to create a successful mentorship?