The buddy system is a procedure in which two people, the "buddies", operate together as a single unit so that they are able to monitor and help each other.

1. BUDDY PROGRAMME
-Deepa
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2. OBJECTIVE
 Provide the new employee with a point of contact
for general queries regarding day-to-day
operational issues such as location of facilities,
relevant company policies, etc.
 The second objective is to help the new employee
integrate with the company by providing him/her
access to someone who is familiar with our culture,
attitude and expectations.
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3. WHO IS A BUDDY?
A buddy is an experienced employee who partners
with a new employee to provide guidance and
encouragement during a defined period, typically the
first two to three months of employment.
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4. ROLE OF A BUDDY
 Be an informational resource for the new employee
on policies, procedures, work rules, etc.
 Help socialize with new employees
 Help to understand culture of the company
 Help to settle down in the system
 Help to understand small project details
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5. CRITERIA OF SELECTING A BUDDY
 Has patience and good communication and
interpersonal skills.
 Has understanding and commitment to the
Company’s mission, goal and values.
 Is a positive role model who is well regarded and
accepted by current employees.
 Is skilled in the new employee’s job
 Is a peer of the new employee
 Preferably, has been employed more than one year.
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6. CONTENTS OF MEETINGS AND DISCUSSIONS
 Buddy’s first meeting with new employee should be introductory
in nature. He should take him around all the departments,
introduce them to their colleagues, and direct them to there work
station/cabin.
 He would also explain him operation of an equipment or system
they need in order to commence work.
 Buddy should inform the new employee his contact details, and
make it clear that he is available to them as & when required.
 Buddy should inform them that he will be meeting them regularly,
However, if any bottleneck that is materially hindering their work
or performance can be discussed with him immediately.
 Buddy must ask them if they have any initial queries or issues,
and resolve them and leave the new employee to get on with
their assignment.
 Buddy need to remember, his role is to help the new employee
get on with the task at hand and not to prevent them from doing
so.
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7. FREQUENCY AND TIMING OF MEETINGS
 Buddy must meet the new employee regularly for at
least 15-20minutes, once a week during their first
month and at least once a month thereafter. This
meeting is often best conduct over lunch or in an
informal setting.
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8. EXPECTATIONS OF THE COMPANY FROM THE
RELATIONSHIP
 Relationship between Buddy and the new employee
should be open, confidential, positive and supportive.
 All queries raised during their discussions should be
confidential. The company neither has interest in
knowing the details of any discussions between Buddy
and the new employee, nor in monitoring Buddy
relationships.
 The Company expects the relationship to be supportive
to the company and new employee.
 Buddy must avoid giving his view/opinion on a issue not
known to him or about any existing employee’s
professional matter /personal life which can be termed
as gossip and may become rumor, particularly as many
new employees are not in a position to form an opinion
on most issues during their early months.
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9. WHAT A NEW EMPLOYEE EXPECTS FROM
BUDDY
 General advice.
 General Guidance.
 Encouragement.
 Positive attitude of BUDDY.
 Shared information/query is kept confidential.
 Honest feedback.
 Clear information.
 Help in understanding the culture of an organization and
finding out how to get things done.
 Assistance in building networks and insight into how to
make them effective and productive.
 Establishment of the best form of communication, e-mail,
telephone, in-person. 9

10. TIPS FOR BUDDIES
 Be patient and positive. It takes time to develop a relationship.
Don’t try to cover everything right away. Buddies need to allow
enough time for growth.
 Don’t try to force a relationship.
 Look for a preferred style of communication and/or cultural
identification.
 Don’t try to turn the new employee into your clone. That
person may have a different style from yours. Let the new
employee develop.
 Listening may be more important than giving advice.
 Don’t be judgmental.
 Don’t lose heart because of a new employee’s failures. You
cannot always ensure success, but you can help that person
to begin again more intelligently.
 Keep a good attitude and stay in a teaching spirit.
 Don’t worry about being perceived as the "expert." Your
experience is important to the new employee.
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11. TERMINATION OF RELATIONSHIP
 The Buddy relationship will be terminated if either
three months expires, or on request by either party.
 The Buddy relationship operates under a no-fault
termination mechanism. This means that if either
the Buddy or the new employee so requests, the
Buddy relationship immediately ends. The new
employee is allocated another Buddy, and the
Buddy can be allocated to a different new
employee.
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12. SUBMISSION OF REPORTS TO HR
DEPARTMENT
 On Termination of Relationship, Buddy must file a
Report to the HR Dept in a prescribed without
revealing exact details of the query by the new
joinee, so that HR system can reduce the concerns
for future new joinees.
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13. BENEFITS TO BUDDIES
 Give something back to your Department.
 Share accumulated knowledge and experience for
organization growth.
 Gain a better understanding of yourself through
helping others.
 Maintain or create a fresh perspective.
 Helps him Groom him as Leader.
 Rewards /Awards for BUDDY
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