Uralvagonzavod’s head plant holds conference of corporation youth mentors
1 September 2014 (09:18)
September 1, 2014. A conference of the corporation youth mentors was held at Uralvagonzavod Scientific & Production Corporation’s head plant in Nizhniy Tagil.
‘The conference was attended by representatives of the head plant itself as well as workers from Kamensk Uralsky Foundry Plant, Omsktransmash, Plant 9, Ural Transport Machine-Building Design Office, Volchansky Mechanical Plant, and Uralcryomash. Heads of the corporation’s HR departments, teachers and production coaches from Nizhniy Tagil educational organizations and industrial training centers took part in the event as well. The conference is aimed at the development of the mentors’ managerial, professional, and personal skills,’ the corporation’s press service says.
The conference comprised a plenary session and two round table discussion, one of the history of mentorship, its efficiency and its past mistakes, and one on mentors as part of the company personnel development system. The second round table discussion included a workshop conducted by a guest coach Konstantin Lushnikov.
An assessment of the importance of mentors at industrial enterprises (including Uralvagonzavod, where mentors were first introduced in 1936), was given in the course of the plenary session. There are currently about 300 of them within the corporation, with over 900 more people classed as reserve mentors. The mentorship system is developed and supported by heads of more than 50 divisions of the corporation. Mentors who train young workers are encouraged through bonuses or job evaluation upgrades. In addition, Uralvagonzavod mentors’ contest has been held for quite a few years now.
‘Mentorship schemes are directly related to personnel adjustment and development and, most importantly, to the company’s efficient performance. The first thing young workers need to understand is that they are welcome in their teams, that their teams are there to help and provide all the conditions for personal and professional growth. The young workers are our future,’ says Uralvagonzavod Corporation Personnel Training Center’s Director Sergey Vasilyev.
‘Mentors must meet quite strict demands: a mentor is a responsible worker who is at least thirty years old, with at least a secondary school diploma, and at least five years’ experience; the most important criterion, however, is the ability and desire to teach. While on a mentorship program, this employee can improve their managerial skills, add to their standing within the team, build up more trust on the fellow workers’ part, and shape a team of professionals around them. As for the young mentee, they get timely help in adjusting to their working environment. Incidentally, this help applies both to professional and personal issues,’ the corporation’s press service says.
‘The conference was attended by representatives of the head plant itself as well as workers from Kamensk Uralsky Foundry Plant, Omsktransmash, Plant 9, Ural Transport Machine-Building Design Office, Volchansky Mechanical Plant, and Uralcryomash. Heads of the corporation’s HR departments, teachers and production coaches from Nizhniy Tagil educational organizations and industrial training centers took part in the event as well. The conference is aimed at the development of the mentors’ managerial, professional, and personal skills,’ the corporation’s press service says.
The conference comprised a plenary session and two round table discussion, one of the history of mentorship, its efficiency and its past mistakes, and one on mentors as part of the company personnel development system. The second round table discussion included a workshop conducted by a guest coach Konstantin Lushnikov.
An assessment of the importance of mentors at industrial enterprises (including Uralvagonzavod, where mentors were first introduced in 1936), was given in the course of the plenary session. There are currently about 300 of them within the corporation, with over 900 more people classed as reserve mentors. The mentorship system is developed and supported by heads of more than 50 divisions of the corporation. Mentors who train young workers are encouraged through bonuses or job evaluation upgrades. In addition, Uralvagonzavod mentors’ contest has been held for quite a few years now.
‘Mentorship schemes are directly related to personnel adjustment and development and, most importantly, to the company’s efficient performance. The first thing young workers need to understand is that they are welcome in their teams, that their teams are there to help and provide all the conditions for personal and professional growth. The young workers are our future,’ says Uralvagonzavod Corporation Personnel Training Center’s Director Sergey Vasilyev.
‘Mentors must meet quite strict demands: a mentor is a responsible worker who is at least thirty years old, with at least a secondary school diploma, and at least five years’ experience; the most important criterion, however, is the ability and desire to teach. While on a mentorship program, this employee can improve their managerial skills, add to their standing within the team, build up more trust on the fellow workers’ part, and shape a team of professionals around them. As for the young mentee, they get timely help in adjusting to their working environment. Incidentally, this help applies both to professional and personal issues,’ the corporation’s press service says.
 | Embed to Blog |  | Subscribe to Newsletter |  |