Job shadowing: Difference between revisions
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In order to get a job shadowing employee has to agree the details with his line manager and share his interest with the manager of the team, where a shadowing will be conducted. This allows the team, which will be hosting shadowing session to better prepare for the session and allocate people for this activity. It is also common, that more than 1 person can be the host of job shadowing program. Once the host team is ready, the employee, who requested job shadowing is invited to the team on an agreed day. It is worth to mention that an employee who is going on a shadowing does not have to perform his or her job duties while one is not at the desk. | In order to get a job shadowing employee has to agree the details with his line manager and share his interest with the manager of the team, where a shadowing will be conducted. This allows the team, which will be hosting shadowing session to better prepare for the session and allocate people for this activity. It is also common, that more than 1 person can be the host of job shadowing program. Once the host team is ready, the employee, who requested job shadowing is invited to the team on an agreed day. It is worth to mention that an employee who is going on a shadowing does not have to perform his or her job duties while one is not at the desk. | ||
On the job shadowing, a person (or a team), who is conducting the session provides an overview of the tasks and responsibilities of the team. Depending on the objectives of the employee, the shadowing might focus on different aspects of the job. For instance, an employee might select a senior manager for a shadowing session to get mentorship and to learn more about management. The positive sides of such shadowing is that employee has the freedom to ask for advises or questions (Rony Z. T., Lubis M. F. and Rizkyta A., 2019). | On the job shadowing, a person (or a team), who is conducting the session provides an overview of the tasks and responsibilities of the team. Depending on the objectives of the employee, the shadowing might focus on different aspects of the job. For instance, an employee might select a senior manager for a shadowing session to get mentorship and to learn more about management. The positive sides of such shadowing is that employee has the freedom to ask for advises or questions (Rony Z. T., Lubis M. F. and Rizkyta A., 2019). | ||
Another way of shadowing is called "observation" shadowing, where an employee is simply observing the host (Morell B. L., 2016). This kind of shadowing experience might better fit emplyees that have recently joined and who have little idea about the work of other teams. Furthermore, this kind of shadowing might be used prior to emplyment to get the first reaction from the candidate. The positive sides of such shadowing are that the candidate will better understand if th job suits him or her and the employer might use shadowing as a marketing tool to interest the candidate. | |||
==Benefits of job shadowing== | ==Benefits of job shadowing== | ||
Revision as of 21:24, 26 March 2022
Job shadowing is a career development and growth opportunity program for an employee of the company to learn about job in other teams or departments. The idea of the job shadowing is that an employee that requested shadowing has a chance to work with an employee who conducts a shadowing for one day. This program allows emploees to learn more about job in other departments, broaden their existing knowledge about other teams and acquire new skills (Buzzeo J. and Cifci M., 2017). Many companeis provide job shadowing opportunities in their organisations.
Job shadowing
In order to get a job shadowing employee has to agree the details with his line manager and share his interest with the manager of the team, where a shadowing will be conducted. This allows the team, which will be hosting shadowing session to better prepare for the session and allocate people for this activity. It is also common, that more than 1 person can be the host of job shadowing program. Once the host team is ready, the employee, who requested job shadowing is invited to the team on an agreed day. It is worth to mention that an employee who is going on a shadowing does not have to perform his or her job duties while one is not at the desk. On the job shadowing, a person (or a team), who is conducting the session provides an overview of the tasks and responsibilities of the team. Depending on the objectives of the employee, the shadowing might focus on different aspects of the job. For instance, an employee might select a senior manager for a shadowing session to get mentorship and to learn more about management. The positive sides of such shadowing is that employee has the freedom to ask for advises or questions (Rony Z. T., Lubis M. F. and Rizkyta A., 2019). Another way of shadowing is called "observation" shadowing, where an employee is simply observing the host (Morell B. L., 2016). This kind of shadowing experience might better fit emplyees that have recently joined and who have little idea about the work of other teams. Furthermore, this kind of shadowing might be used prior to emplyment to get the first reaction from the candidate. The positive sides of such shadowing are that the candidate will better understand if th job suits him or her and the employer might use shadowing as a marketing tool to interest the candidate.
Benefits of job shadowing
Below you can find the benefits from job shadowing:
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References
- Alexander E. C., Mader D. R. D. and Mader F. H. (2017), Job Shadowing Experiences as a Teaching Tool: A New Twist on a Tried and True Technique. Atlantic Marketing Journal, volume 5, number 3.
- Buzzeo J. and Cifci M. (2017), Work experience, job shadowing and workplace visits. What works?.The Careers & Enterprise Company.
- Morell B. L. (2016), Bringing clarity to job shadowing.Nursing Management
- Rony Z. T., Lubis M. F. and Rizkyta A. (2019), Job Shadowing as One of the Effective Activities in the Promotion Process Creates Quality Managers. International Journal of Recent Technology and Engineering, volume 8, issue 2S.
Author: Nikita Shtemenko
