SPECIAL from HR Tech Las Vegas
In yesterday’s Advisor, we reviewed healthcare benefit advancements from HR Tech Las Vegas; today, new innovations to help promote mentorship at your company.
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Among the attendees at the conference was Prositions, a software and technology company based out of Iowa that specializes in products for talent acquisition, development, retention, and transition. One of the products they brought to the forefront this year was MentorString™, a virtual mentoring and social collaboration platform.
Prositions says that MentorString was created to address a very specific and high-priority challenge—human capital shortage. While over 60% of companies cite “leadership gaps” as a top business challenge, a mere 13% rate themselves as “excellent” in providing leadership training programs. With a majority of companies not prepared to develop their next generation of employees, MentorString is meant to fill this gap as a new internal collaboration tool to rival historically superior external tools such as Facebook and Linkedin.
Are you up-to-date with new training requirements for 2015? Start with the best practices report from NAVEX Global, AB 2053: Navigating California’s New Abusive Conduct Training Regulation. Learn More
Democratized Coaching
In a model Prositions refers to as “democratized coaching,” MentorString allows all employees within a company to build mentoring relationships and collaborative connections regardless of tenure or level of responsibility. Not only does this model improve communication at all levels and facilitate faster onboarding, but it’s also a great way to keep everyone engaged—freshly recruited talent can count on receiving wisdom from longtime members of the company, and upper level managers can collaborate with high-potential newcomers.
All of these connections are laid out for each individual via the most unique feature of MentorString, the String Diagram. The diagram’s visual map of the user’s connections can be sorted by a variety of filters, showing how groups, mentors, and peers are coming together in the organization’s virtual collaborative environment. Prositions says the product is ideal for companies ranging in size from a few hundred employees up to 100,000 or more.
Mentorship is important—but so is compliance. If you’re a California employer who provides mandatory harassment prevention training to supervisors under AB 1825, you are now also required to provide abusive conduct prevention training under AB 2053, which was passed on September 9, 2014 and takes effect on January 1, 2015. But not to worry—the definitive best practices report is here!
In NAVEX Global’s brief AB 2053: Navigating California’s New Abusive Conduct Training Regulation, you’ll find useful and timely information on this new regulation and how it might affect your business, plus you’ll learn six helpful steps towards strengthening your culture of compliance.
Don’t wait until January 1, 2015 to get ready for AB 2053. Download the best practices report here!
Are you a California employer? New abuse prevention training will be required in 2015. Help is here from NAVEX Global—download their legal brief, AB 2053: Navigating California’s New Abusive Conduct Training Regulation. Download Now
In AB 2053: Navigating California’s New Abusive Conduct Training Regulation, NAVEX answers all of your questions about AB 2053, including:
- Does AB 2053 apply to my organization?
- What are the training requirements under AB 2053?
- Which supervisors must be trained?
- What constitutes "abusive conduct"?
- How do I meet the requirements under AB 2053?
Get your AB 2053 legal brief now, courtesy of NAVEX Global.
NAVEX Global helps protect your people, reputation, and bottom line through a comprehensive suite of ethics and compliance software, content, and services. The trusted global expert for more than 8,000 clients in 200+ countries, our solutions are informed by the largest ethics and compliance community in the world.
Download the report now, courtesy of NAVEX Global.
Does the program provide incentives for more senior people to participate? And is it seen as a substitute or a complement to in-person mentoring?