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dc.contributor.advisorLewis, Kyle, 1961-en
dc.contributor.committeeMemberMcCann, Bruceen
dc.creatorAllen, Michael Scotten
dc.date.accessioned2010-09-17T14:17:17Zen
dc.date.accessioned2010-09-17T14:17:23Zen
dc.date.accessioned2017-05-11T22:20:13Z
dc.date.available2010-09-17T14:17:17Zen
dc.date.available2010-09-17T14:17:23Zen
dc.date.available2017-05-11T22:20:13Z
dc.date.issued2009-12en
dc.date.submittedDecember 2009en
dc.identifier.urihttp://hdl.handle.net/2152/ETD-UT-2009-12-475en
dc.descriptiontexten
dc.description.abstractMentor/protégé programs are popular corporate tools, often used to identify and nurture emerging leaders internally, as part of senior management succession planning. This paper provides an analysis of the 2008 Mentor/Protégé program at Analog Devices, Inc from the Human Capital Framework (HCF) perspective. The HCF analysis specifically focuses on identifying implementation “levers” (e.g., human capital) which create or increase capabilities of the organization, to realize strategic goals. This analysis identifies implementation levers from the Mentor/Protégé training program which create new capabilities in the organization, with focus on a Protégé team initiative which developed a new lever to communicate corporate strategy to the organization.en
dc.format.mimetypeapplication/pdfen
dc.language.isoengen
dc.subjectMentor programen
dc.subjectProtegeen
dc.subjectHuman Capital Frameworken
dc.subjectHCFen
dc.titleA mentor program analysisen
dc.type.genrethesisen
dc.date.updated2010-09-17T14:17:23Zen


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