【Learning from Others’ Experiences】Hubei Fertilizer’s Three-Level Mentorship System to Foster a Hub for Young Talents

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Hubei Fertilizer’s Three-Level Mentorship System Creates a Hub for Young Talents 2019-01-24 Source: Sinopec News Network Recently, Hubei Fertilizer Company revised its mentorship system for the training of young professional and technical talents, with the aim of leveraging the expertise of high-level researchers and technical experts to guide these young professionals, accelerate their development, and advance the implementation of strategies aimed at strengthening the company through talent development. The company has established a management body composed of various business supervisors. In key fields such as chemical processes, chemical equipment, and electrical instrumentation, it has created a pool of expert mentors. A mentorship program is implemented for young professional and technical personnel at three different levels: first, second, and third, with dynamic management applied throughout this process. Following procedures such as the publication of training needs plans, individual applications and recommendations from grassroots units, selection of mentors, and pairing of mentors with trainees, the trainees sign a tripartite training agreement with the company and the mentor. The company requires mentors to thoroughly impart work strategies, methods, and experience, to supervise and guide the trainees throughout their work, and to resolve any issues that arise during the training process ； Regularly check the progress of work learning*, and assist the management agency in conducting assessments and evaluations. Under the guidance of their supervisors, the trainees regularly report on their work, studies, and thoughts, submit a professional technical summary each year, and complete the professional technical tasks associated with their training program. The company conducts an assessment once a year regarding the fulfillment of the training agreement, the trainees’ mastery of professional skills and theoretical knowledge, the progress of the training and the completion of tasks, as well as the achievements obtained. A comprehensive assessment is carried out at the end of the training agreement period. The assessment results are divided into four grades: A, B, C, and D, which serve as the main basis for selection and appointment, recognition of excellence, and the implementation of rewards and penalties. Upon the expiration of the training agreement, if the comprehensive assessment score is “A”, the company will award recognition and rewards to both the mentor and the trainee; the mentor will be considered as a candidate for the next mentoring program ； For those with a assessment grade of “D”, the training agreement becomes invalid automatically, and the supervisor is no longer included in the supervisor expert database. (Zhang Aihong)