Documentation earto hr mentoring kick off brussels october 11nd 2013
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DOCUMENTATION EARTO HR MENTORING Kick off Brussels,October 11nd 2013. EARTO HR network : w here it all began. November 20th 2007 – EARTO Brussels VTT – CEA – Sintef – Tudor – Fraunhofer - VITO INSPIRING INTERESTING FASCINATING EYE OPENER SO WE TOOK OVER!. 2013. Coming up:.

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Documentation earto hr mentoring kick off brussels october 11nd 2013

DOCUMENTATIONEARTO HRMENTORING Kick off Brussels,October 11nd 2013

Earto hr network w here it all began
EARTO HR network: whereitallbegan

  • November 20th 2007 – EARTO Brussels

    VTT – CEA – Sintef– Tudor – Fraunhofer - VITO







Coming up:

Over the years

  • Meeting 2 times/yearto 1 time/year

  • Exchangingideasandexperiences

  • Discussingaboutthingscoming up

  • Helpingoneanother

  • Setting up joint initiatives

Joint initiatives

  • Training program:

    Project management forexperienced project managers

  • Mentoring program


  • Goal: Mobility of researcherswithin the European arena

  • Bottlenecks: nationallawsandregulations, localpolicies, ….

  • Workaround: MENTORING based on the Fraunhofer format

    • Mentor andmenteefrom different organizations

    • Mentor andmentee on different locations (distance)

    • PILOT: mentoringwithin HR

6 tandems with participants from 5 rtos
6 Tandems withparticipantsfrom 5 RTOs






How we did the m atching
Howwedidthematching …


topicsofwork, interests, hierarchy, personality





R ound of introduction in combination with the presentation of the tandems
Round ofintroduction in combinationwiththepresentationofthetandems

  • Who you are? Where you're working?

  • What's your current position and the topics you are working on?

  • What is your motivation to be a participant in this Mentoring-Program?

  • What do you expect about the HR-mentoring program?

Basic rules for a successful mentoring relationship
Basic rules for a successful mentoring relationship

  • ResponsibilityBoth mentees and mentors are responsible for shaping the mentoring relationship and for its success.

  • CourtesyHonoring all agreements and appointments for meetings or discussions enables both parties to plan more effectively.

  • ConfidentialityBoth sides treat the content of all discussions as confidential.

What do the mentors have to offer?experiencetimepersonalitypick my braincontacthonest feedbackmultiple perspectivesgood questions

What can the mentors expect from it?success of the programwhat is HR in your RTOanother point of view on a topicinspirationself reflectioncommitmentexperience on international relationslearning experience on different issuesfeedback on the way of mentoring

Engagement of the mentorstimeopenesssharingconfidentialitypre and postovercome cultural barriers

Possible issues? (mentor’s point of vue)- getting delicate information: agree with mentee on how to handle.- menteegetsnotenough time from manager to be in the program: mediator rolefor mentor.- profound lack of chemistry, change of function or company, ...: STOP and contact Petra.

What do the mentees like to discuss
What do thementeesliketodiscuss?

  • Personal growthandreflectionwith an externalperson

  • roleof HR and involvement in thestrategy

  • changemanagement

  • culture in different countries and organizations

  • structureoftheotherorganization

  • careerpaths

  • mobility – howtoapproach?as a commonmenteeprojectwhichshouldbe an returnofinvestforthe RTOs

Whatshouldhavechanged after theyear?

haveEuropean network!!

knowingmore HR-words in english

What do mentees expect from the mentors
What do menteesexpectfromthementors?

  • time

  • deepinterest in needs and ideas

  • qualityofdiscussion

  • challenging/openingtheeyes

  • sharingknowledge and experiencesforexample: - dealingwithmistakes and problems- ownprofessional growth

  • contactwithotherexperts

  • introducingin networks

M entees feel responsible for

  • sharingknowledge and experiences

  • time

  • preparing and documentationofthetalks

  • topics and questions

    Ifthereareanyproblems in therelationshipwiththementor: contact Anne-Mie van de Wiele

Contact- once a month: contact (mail, phone, skype, …) -> initiativementee- after 3 months: “live” meeting: visiting each other. Mentor invites.- after 9 months: mentee invites mentor.- April 9 and 10 2014 at Munich:meeting with all mentors andmentees- mentee project: feedback at the end of the program

N ext steps
Next steps

  • tandemtalks and meetings!

  • half-time meeting 9th-10th ofApril 2014 at Fraunhofer in Munich

  • commonmenteeproject „mobility“Petra and Anita will preparethebeginningoftheprojectwith a sugesstionoftopicstowork on

  • evaluationofthefirst half mentoringyearatthe EARTO-HR meeting in Helsinki, june 2014

  • discussionabouttheHR strategy, policiesandprojectsin RTO´sundertheumbrellaofEARTO;Muriel Attané will install a discussiongroup and inviteHR-colleaguesoftheRTO´sin janurary2014

Mentoring tandems

Susanne Woltering, FraunhoferAnita Lecriox, TNO

RiitaTolvanen, VTT

Marianne Wens, VITO

Agnes Bosmann, VITO

Heike Koos, Fraunhofer

Antje Kückemanns, FraunhoferAnne Larsen, SINTEF

Jean Bredius, TNO

Katja Rösslein, FraunhoferAnne Larsen, SINTEF

Rolf Eric Fiskvik, SINTEFMaria Lindgren, VTT

Earto hr mentoring group 2013
EARTO HR mentoringgroup 2013