DOCUMENTATION
EARTO HR
MENTORING
Kick off
Brussels,October 11nd 2013
EARTO HR network: where 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:
OVER THE YEARS
• Meeting 2 times/year to 1 time/year
• Exchanging ideas and experiences
• Discussing about things coming up
• Helping one another
• Setting up joint initiatives
JOINT INITIATIVES
• Training program:
Project management for experienced project managers
• Mentoring program
MENTORING
• Goal: Mobility of researchers within the European arena
• Bottlenecks: national laws and regulations, local policies, ….
• Workaround: MENTORING based on the Fraunhofer format
• Mentor and mentee from different organizations
• Mentor and mentee on different locations (distance)
• PILOT: mentoring within HR
6 Tandems with participants from 5 RTOs
Belgium
Finnland
Netherlands
Norway
Germany
How we did the matching …
criteria:
topics of work, interests, hierarchy, personality
Profiles
Profiles
Profiles
Profiles
MENTEES
MENTORS
Marianne Wens
VITO, Belgium
HR Manager
Riitta Tolvanen
VTT, Finland
Senior Vice President, Human Resources
Anita Lacroix
TNO, Netherlands
HR Business Partner
Susanne Woltering
Fraunhofer, Germany
Head of HR Development
Anne Larsen
SINTEF, Norway
Personnel Officer
Antje Kückemanns
Fraunhofer, Germany
Head of Talent Management
Marja Lindgren
VTT, Finland
HR Manager
Rolf Erik Fiskvik
SINTEF, Norway
Manager of organisational development
Katja Roesslein
Fraunhofer-Institut IGB, Germany
Head of HR
Jean Bredius
TNO, Netherlands
HR Manager
Heike Koos
Fraunhofer, Germany
Talent Manager
Agnes Bosmans
VITO, Belgium
Head of HR & General Services
Round of introduction in combination with
the presentation of the tandems
• 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 MentoringProgram?
• What do you expect about the HR-mentoring program?
Basic rules for a successful mentoring relationship
• Responsibility
Both mentees and mentors are responsible for shaping the mentoring
relationship and for its success.
• Courtesy
Honoring all agreements and appointments for meetings or
discussions enables both parties to plan more effectively.
• Confidentiality
Both sides treat the content of all discussions as confidential.
What do the mentors have to
offer?
experience
time
personality
pick my brain
contact
honest feedback
multiple perspectives
good questions
What can the mentors expect
from it?
success of the program
what is HR in your RTO
another point of view on a topic
inspiration
self reflection
commitment
experience on international relations
learning experience on different issues
feedback on the way of mentoring
Engagement of the mentors
time
openess
sharing
confidentiality
pre and post
overcome cultural barriers
Possible issues? (mentor’s point of vue)
- getting delicate information: agree with
mentee on how to handle.
- mentee gets not enough time from manager to
be in the program: mediator role for mentor.
- profound lack of chemistry, change of function
or company, ...: STOP and contact Petra.
What do the mentees like to discuss?
• Personal growth and reflection with an
external person
• role of HR and involvement in the strategy
• change management
• culture in different countries and
organizations
• structure of the other organization
• career paths
• mobility – how to approach?
as a common mentee project
which should be an return of invest for the RTOs
What should have changed after
the year?
have European network!!
knowing more HR-words in
english
What do mentees expect from the mentors?
• time
• deep interest in needs and ideas
• quality of discussion
• challenging/opening the eyes
• sharing knowledge and experiences
for example:
- dealing with mistakes and problems
- own professional growth
• contact with other experts
• introducing in networks
Mentees feel responsible for…
• sharing knowledge and experiences
• time
• preparing and documentation of the talks
• topics and questions
If there are any problems in the relationship with the mentor:
contact Anne-Mie van de Wiele
Contact
- once a month: contact (mail, phone, skype, …) ->
initiative mentee
- 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 and mentees
- mentee project: feedback at the end of the program
Next steps
• tandem talks and meetings!
• half-time meeting 9th-10th of April 2014 at Fraunhofer in Munich
• common mentee project „mobility“
Petra and Anita will prepare the beginning of the project
with a sugesstion of topics to work on
• evaluation of the first half mentoring year at the EARTO-HR meeting in Helsinki,
june 2014
• discussion about the HR strategy, policies and projects in RTO´s under the
umbrella of EARTO;
Muriel Attané will install a discussion group and invite HR-colleagues of the RTO´s
in janurary 2014
mentoring tandems
Riita Tolvanen, VTT
Marianne Wens, VITO
Agnes Bosmann, VITO
Heike Koos, Fraunhofer
Rolf Eric Fiskvik, SINTEF
Maria Lindgren, VTT
Susanne Woltering, Fraunhofer
Anita Lecriox, TNO
Antje Kückemanns, Fraunhofer
Anne Larsen, SINTEF
Jean Bredius, TNO
Katja Rösslein, Fraunhofer
Anne Larsen, SINTEF
EARTO HR mentoring group 2013