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Plan and Implement a Mentoring Program - Task 1

Q1) The purpose of mentoring is to tap the existing knowledge, skills, and experience of high performing employees and transfer these skills to new or fewer experienced employees (Waljee, Chopra & Saint, 2020). It can help the employees develop new skills. With effective mentoring programs, employers can improve the skills of employees. However active mentors play a major role in engaging the mentee in the knowledge programs in the most effective manner.

Q2) Mentoring programs provide various benefits to employers and employees. It helps to improve the productivity and efficiency of employees so that they can achieve the objectives in the most effective manner (Alred & Garvey, 2019). The five benefits of the mentoring programs are as follows:

  • Carrier and Personal Improvement.
  • Improvement In relationship with Mentor.
  • Enhancement in Job satisfaction.
  • Knowledge Sharing.
  • Reduction in Stress and Anxiety at Workplace.

Q3) The major role of the mentoring program plan is to develop the necessary skills of the employees to increase their abilities to attain the goals and objectives. Also, there must be an effective relationship between mentor and mentee as it helps to increase the effectiveness of the program (Jakubik et al., 2019).

  • Strategy Planning.
  • Program Design
  • Communication between Mentor and Mentees
  • Match Between Mentor and Mentees.
  • Program Improvement

Q4) The key principles of mentoring program design include:

The programs must be responsive to the workplace environment

The mentor must allow the mentee to drive the association and motivate them to increase the responsibility for their self-reflection and progress

The mentor is responsible for helping the mentee to identify the goals, challenges and set priorities for personal growth and development

Mentors should seek to use the supporting resources that facilitate and sustain the engagement of the mentee

Q5) Mentors play a very crucial role in providing counselling, advice, and necessary knowledge. They help to foster the career development of the mentee. He also helps to explore careers, develop contacts, and identify resources (Bortnowska & Seiler, 2019). An effective mentor understands the concerns of the mentee and provides the right knowledge and guidance. Organizations appoint mentors to improve the skills of their employees and provide additional knowledge and support to them.

Q6) The mentee gains the knowledge and guidance provided by the mentors. Furthermore, the mentee also decided on the amount of knowledge and guidance required by them. Also, the mentee is the judge to evaluate how interactive the connection among the mentor and mentee (Sorkness et al., 2017). A mentee can also take the initiative to ask for advice and any suggestions. They are engaged in active listening and ask for feedback to improve their performance.

Q7) Work Health and Safety Act 2011: This legislation plays a major role to protect the health, safety, and wellbeing of all the employees. It also helps to protect the health and safety of workers who are affected by the work.

Privacy Act 1988: the act helps to promote and protect the privacy of individuals. It also directs the organization about the handling of personal information.

Anti-Discrimination Act 1977: This legislation protects from discrimination. Also, the act helps to provide equal opportunity to all the workers in an organization.

Q8) Feedback and Complaints Policy: The customer feedback and compliant policy apply to all feedback received from clients (Benjamin & Rojas, 2018). This policy applies to all staff involved in responding to feedback and complaints.

Confidentiality and Privacy Policy: The policy helps to maintain confidential information related to the business. The privacy policy directs the use of personal and sensitive information.

Plan and Implement a Mentoring Program - Task 2

Mentoring program report

The goal of this mentoring program is to improve the problem-solving capabilities of the employees in the most effective manner. This mentoring program will practice an approach to problem-solving that includes assessing the problem from several points of view, identifying important factors related to the problem, and considering a range of solutions that might lead to finding a satisfactory solution. Also, the program will provide several benefits to the employees so that they can resolve minor issues or conflicts in the most effective manner (Bressman, Winter & Efron, 2018). The particular mentoring is designed to develop the business through improved planning, performance and productivity. With the help of mentoring Mentee’s can gain an opportunity to reflect on their career path and find a new inspiration. One of the most important benefits of the mentorship program is that it helps to increase the job satisfaction of the employees. It will also help mentors and employees to achieve the career goals which ultimately improve their job satisfaction.

The mentoring program will serve as one of the effective tools developed to further relationship with the organization and encourages strategy that will guide the workforce to produce tangible results for meeting current and future mission requirements. It will help the employees to plan, development, grow and manage their careers and also improve their performance and abilities at the time of change.

Assessment and evaluations allow individuals to determine and assess the effectiveness of the mentoring program. The most effective strategies for assessing the mentorship program include:

Monitoring: Monitoring is an ongoing evaluation process which helps to assess the overall effectiveness of the program. The assessment will be the primary contributors to this process of monitoring. In this evaluation mentee’s provide feedback about the overall experience and the strategies used by the Mentors. It also helps to provide valuable evidence about their experiences of mentoring.

Mentoring program policies and procedures

The mentoring policies and procedures will include the following:

  • The program must put more emphasis on assessing the experience of employees
  • The Mentor must read and comply with the mentoring policies and procedures of the organization (Hairon et al. 2020).
  • The recruitment of mentors will take place with the help of questionnaire and criminal history system reports. Furthermore, the organization will also contact the reference. The mentor should also verify that planned activities not infringing on the Mentee’s Framework for studying requirements.

Mentoring Guide

Mentors must have the knowledge and sources depend on the formats and objectives of specific mentoring relationships. Furthermore, the mentor provides information about the career path as well as provides guidance, emotional support, and hold modelling (Bressman, Winter & Efron, 2018). Mentor also helps in exploring career setting goals, developing contacts and identifying resources. The role of a mentor may change according to the requirements of the company. The mentor is responsible for: valuing the person, maintains confidentiality and highlight how to solve your problem and give directions. It also focuses on the development of the mentee.

Reporting tool

The mentoring process is highly essential and effective in improving the overall effectiveness and operational efficiency of the employees in the most effective manner. During this program, employees can improve the overall objectives and goals of the organization. To improve mutual trust and teamwork, the Mentor will provide a range of activities so that mentee can choose the activity that can match his abilities and improve the performance. Mentor will provide control over the conversations and discussions so that they can understand the process and engage in the session more effectively. Also, the process builds an effective relationship with employees. Also, support and encourage the mentees for offering valuable suggestions and knowledge. To improve the mentee's ability, the company will focus on improving communication, personal skills and develop leadership and management qualities.

Mentors need not to have a similar culture of social background as their Mentee’s but they must pay close attention to the implications of the difference. To deal with cultural differences in mentoring the mentor should maintain a dual perspective in which they observe the Mentee as an individual and part of an organization. Also, the organization must have a clearly defined policy about the behaviours that will not be tolerated. The policy will address what harassment behaviour and specify what an employee can do if they do not feel good. The overall mentoring process will be designed to help us understand their role in the process and to raise their competencies.

To achieve the Mentee’s goal the mentor will help to clarify and understand what they want to accomplish. Furthermore, they will also determine the feasibility of the Mentee's goals and objectives. One of the major things of this mentoring program is to set a realistic timeline. For instance, the timeline to achieve 15 new customers in the next quarter or increase the daily sales by 30 per cent. The program will also focus on encouraging the mentor to tag their progress frequently.

The final step will focus on providing some recognition for Mentee’s perhaps a small gift for annual lunch to reward their efforts. Furthermore, the program will help improve the overall performance of the Mentee’s as well as Mentees. Also, the mentoring guide will be prepared to help the Manti navigate their professional journey. The overall program will Foster high levels of engagement in career vision.

Plan and Implement a Mentoring Program - Task 3

Recruitment email

I am writing this mail to inform you that you are appointed as a mentor for our upcoming session. We are happy to inform you that you will handle the problem-solving area of our organization. This position requires understanding the concerns of employees and improving their overall skills and competencies so that they can handle conflicts in the most effective manner.

Matching report

In the initial process, the mentee can choose their mentors and it will be based on their interests and goals. This will help to improve the partnership between mentor and mentee. The self matching process will be used to allocate different mentors to the mentees. Also, administrator matching is another way through which the business will allocate the mentors. The professional data of both parties will be used to make a suitable match most effectively. Also, the imperative factor in matching procedure is consistency. In the final stage, feedbacks will be used to assess the relationship as well as the progress of mentors and mentees.

Mentoring Program Evaluations

The outcome monitoring method will be used to evaluate the overall progress of the mentoring program. Furthermore, it will help to collect data about the effectiveness of the programs. The feedbacks of mentees will be used to understand whether he is satisfied with the overall mentoring programs or not.

Systematic track of outcomes will help the company to assess the overall progress of the mentoring programs. The evaluation activity can provide the opportunity for mentors to share their valuable feedback with the organization. The program will be effective in improving the role of mentors in an organization. Furthermore, simple feedback will be shared with employees so that they can share their feedback without facing any issues. During the final stage written reports from each employee will be assessed to understand the factors that are affecting their overall engagement in the mentoring program. Also, the human resource manager will take an interview of every participant to understand their viewpoints. Also, the overall policies and procedures were designed to direct the mentoring programs. With the help of supportive policies and procedures, the mentors and mentees can improve the overall programs and attain the organizational goals and objectives in the most effective managers. Also, the identification of the policies and procedures are effective enough to deal with any kind of issues like discrimination harassment ( Vianen et al., 2018).

The evaluation program will put a major emphasis on asking some direct questions about the mentoring programs. Furthermore, the human resource manager will ask about the purpose of the programs and the effectiveness of the training and the matching process. The evaluation will be carried out to understand the relationship between the mentor and mentee. The focus of this program is to understand the success in pairing between mentor and mentee. The procedure for recruiting will improve the skills of mentors and the sufficiency of participants.

Reference for Mentoring Millennials for Future Leadership

Alred, G., & Garvey, B. (2019). Mentoring. Pocketbooks.

Benjamin, M., & Rojas, B. (2018). Developing Effective Peer Mentoring Programs.

Bortnowska, H., & Seiler, B. (2019). Formal mentoring in nonprofit organizations. Model proposition. Management23(1), 188-208.

Bressman, S., Winter, J. S., & Efron, S. E. (2018). Next-generation mentoring: Supporting teachers beyond induction. Teaching and Teacher Education73, 162-170.

Hairon, S., Loh, S. H., Lim, S. P., Govindani, S. N., Tan, J. K. T., & Tay, E. C. J. (2020). Structured mentoring: Principles for effective mentoring. Educational Research for Policy and Practice19(2), 105-123.

Hernandez, J. S., Poole Jr, K. G., & Grys, T. E. (2018). Mentoring millennials for future leadership. Physician Leadership Journal5(3), 41-45.

Jakubik, L. D., Eliades, A. B., Weese, M. M., & Huth, J. J. (2016). Part 1: An overview of mentoring practices and mentoring benefits. Pediatric Nursing42(1), 37-38.

Sorkness, C. A., Pfund, C., Ofili, E. O., Okuyemi, K. S., Vishwanatha, J. K., Zavala, M. E., ... & Javier, D. (2017, December). A new approach to mentoring for research careers: the National Research Mentoring Network. In BMC Proceedings (Vol. 11, No. 12, pp. 171-182). BioMed Central.

Van Vianen, A. E., Rosenauer, D., Homan, A. C., Horstmeier, C. A., & Voelpel, S. C. (2018). Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate. Human Resource Management57(2), 583-599.

Waljee, J. F., Chopra, V., & Saint, S. (2020). Mentoring millennials. Jama323(17), 1716-1717.

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