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Evaluation of the UPS Information Se...

Stith, Hope Zoeller.

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Evaluation of the UPS Information Services Learning and Development's mentoring program.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Evaluation of the UPS Information Services Learning and Development's mentoring program./
Author:	Stith, Hope Zoeller.
Description:	134 p.
Notes:	Source: Dissertation Abstracts International, Volume: 66-12, Section: A, page: 4262.
Contained By:	Dissertation Abstracts International66-12A.
Subject:	Education, Adult and Continuing. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3203625
ISBN:	9780542493638

Evaluation of the UPS Information Services Learning and Development's mentoring program.
Stith, Hope Zoeller.

Evaluation of the UPS Information Services Learning and Development's mentoring program. - 134 p.

Source: Dissertation Abstracts International, Volume: 66-12, Section: A, page: 4262.

Thesis (Ed.D.)--Spalding University, 2006.

Between now and 2008 United Parcel Service (UPS) has approximately 2,300 management employees eligible for retirement (VanTilburg, 2004). This will leave a massive gap between the organization's leadership needs and available resources. To start preparing for this loss, UPS has an extensive succession planning program in place. Mentoring is an important aspect of UPS's succession plan. The Information Services (I.S.) Learning & Development group in Mahwah, New Jersey began implementing a formal mentoring program in September 1999.

ISBN: 9780542493638Subjects--Topical Terms:

626632
Education, Adult and Continuing.

Evaluation of the UPS Information Services Learning and Development's mentoring program.
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245 1 0 $a Evaluation of the UPS Information Services Learning and Development's mentoring program.
300 $a 134 p.
500 $a Source: Dissertation Abstracts International, Volume: 66-12, Section: A, page: 4262.
500 $a Adviser: Jerry Hay.
502 $a Thesis (Ed.D.)--Spalding University, 2006.
520 $a Between now and 2008 United Parcel Service (UPS) has approximately 2,300 management employees eligible for retirement (VanTilburg, 2004). This will leave a massive gap between the organization's leadership needs and available resources. To start preparing for this loss, UPS has an extensive succession planning program in place. Mentoring is an important aspect of UPS's succession plan. The Information Services (I.S.) Learning & Development group in Mahwah, New Jersey began implementing a formal mentoring program in September 1999.
520 $a The purpose of this research was to evaluate the program. Organizational objectives included development of future leaders, making current managers better at developing others, and supporting the values and helping communicate the policies of the organization. "Our people must know what we are thinking and what our policies are. So we must be able to cultivate each one personally and transfer our ideas to each person," said James E. Casey, founder of UPS, in 1943.
520 $a There were 3, 6 and 9 month checkpoints conducted on a regular basis from 2002-2004 to review how the program was progressing. Therefore, the researcher analyzed the 3, 6 and 9 month raw data to evaluate the effectiveness of the program.
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