Here is a comprehensive compilation of the most creative employee Mentoring related benefit ideas that enable innovative organizations deliver better value to their employees well beyond dental, health and pension options that most offer in their plans.
These ideas a relevant for all budgets and sizes of organizations and provide a simplified approach to Benefits planning to increase employee satisfaction.
- Health Benefits
- Professional Development
- Vacation time / Leave
- Work schedules
Employee Benefits Ideas – Mentoring
- To reflect the growing importance of workplace diversity and inclusion, Coca-Cola Canada manages regional diversity and inclusion councils, dedicated business resource groups and a Supplier Diversity Mentoring Program to provide company assessments, coaching, guidance and training to help diverse suppliers grow their business
- GM Canada is a major recruiter of young people and provides students and new grads with a number of employment opportunities including summer student roles, co-op opportunities and paid internships — the company also created “JumpStart”, an affinity group for new hires with less than 5 years of experience
- Halton Region provides meaningful career opportunities for the next generation through summer student roles and co-op opportunities, and recently launched an internship and apprenticeship program to introduce recent graduates to public sector employment in areas such as tourism, emergency management and community development (to name a few)
- Hydro One supports women in trades through a dedicated networking forum and manages a “Women in Leadership Accelerated Development” program to support the advancement of female employees
- As part of the organization’s role as an educator, George Brown encourages ongoing employee development with generous tuition subsidies and variety of in-house and online training programs
- Ford of Canada invests in ongoing employee development through generous tuition subsidies for job-related courses (to $6,400), in-house apprenticeships and skilled trades programs and a number of in-house and online training options
- GCI Communications rewards employees who leverage their network with a “New Business Incentive Program”, offering a finders’ fee for new business acquisition, and referral bonuses for employees who successfully refer a candidate (up to $1,500)
- GE Canada encourages ongoing education and development with generous tuition subsidies for courses related and indirectly related to an employee’s current role as well as a range of in-house training options — the company also reaches out to the next generation through paid internships and a unique scholarship program for women and Aboriginal students pursuing engineering or business degrees
- GM Canada encourages ongoing employee development with generous tuition subsidies for job-related courses (up to $8,000), in-house and online training programs (including apprenticeship opportunities) and subsidies for professional accreditation
- Great Blue Heron Casino encourages ongoing employee development through tuition subsidies for job-related courses (to $1,500) and subsidies for professional accreditation
- Griffith Foods invests in ongoing employee education with tuition subsidies for courses both related and unrelated to an employee’s current role (up to $2,500) and also manages an academic scholarship program for children of employees interested in pursuing post-secondary studies (up to $3,500 per child per year)
- Holland Bloorview invests in long-term employee development with tuition subsidies for courses both related and unrelated to an employees’ current role (up to $3,000) and subsidies for professional accreditation
- Home Depot Canada supports ongoing employee development with tuition subsidies for job-related courses (to $5,000), subsidies for professional accreditation and a variety of in-house and online training programs
- HP Canada invests in the long-term development of employees through generous tuition subsidies for courses both related and unrelated to an employee’s current role (up to $6,500) as well as subsidies for professional accreditation
- KPMG strongly encourages employees to keep their skills sharp with generous tuition subsidies (to $3,500 annually), a variety of in-house training programs, subsidies for professional accreditation, mentoring programs and generous bonuses for some course completion — and offers opportunities to participate in 3- to 6-month global assignments through it’s Tax Trek Global Mobility Program as well as short- and long-term secondments to other roles in the firm (nationally and internationally)
- Kruger Products invests in long-term employee development through tuition subsidies for courses both related and unrelated to an employees’ current role, subsidies for professional accreditation and opportunities for formal mentoring
- Loblaw encourages employees to keep their skills sharp with tuition subsidies and a variety of in-house training initiatives — the company also provides academic scholarships for children of employees pursuing post-secondary studies (to $1,500)
- The Law Society of Upper Canada invests in long-term career development with tuition subsidies for courses both related and unrelated to an employees’ current position, subsidies for professional accreditation and a number of in-house and online training options
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Dealing with complexity, constant change and resource optimization are priorities for growing for-profit and non-profit organizations. Change requires best practices in organizational effectiveness and flexible leadership. CEO’s need to learn about how to leverage best practices for effective change within their organizations. Benefits include substantial shareholder value, lower costs and streamlined businesses.
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Human Resources – Insights and Ideas
Human Resources – Insights and Ideas to help people managers optimize their strategies, strengthen retention and motivate staff. Read more.
Featured research: Beyond KPIs. The Importance of Building Trust.
Building Trust: “We need people in our lives with whom we can be as open as possible. To have real conversations with people may seem like such a simple, obvious suggestion, but it involves courage and risk.” –Thomas Moore
Many leaders can attest to this experience: You ask your team to carry out a task that has enough flexibility for creative input. Rather than making their own decisions, the team comes to you with an onslaught of questions, trying to pin down the exact parameters of the task.
The reason for this behaviour is a lack of trust or possibly gaps in competencies. The latest results of the Arcus Trust Index survey indicate that trust in business in Canada has declined precipitously by 12 points to 42% over the past year. We haven’t seen a 12-point dip in the Arcus Index (that includes 55 dimensions of trust) since the Enron days. People simply don’t trust others like they used to. Read more.