Reference no: EM132446413

BSBLED805 - Plan and implement a mentoring program - Danford College

Activity 1 - Are mentoring programs beneficial to all organisations? Why/Why not?

Activity 2 - Write a sample purpose statement for a mentoring program.

Activity 3 - How are formal and informal mentoring different?

Activity 4 - What would you include in a mentoring program? Why?

Activity 5 - Make notes on what you think are the meanings and functions of the following roles: mentor, preceptor, clinical supervisor, assessor and other similar roles you have encountered, and the differences between them.

Activity 6 - Research and describe one business mentoring model. What environments is the model suited to? Why?

Activity 7 - How can a mentoring program's Return on Investment (ROI) be determined?

Activity 8 - Outline one consideration for a mentee in selection of a mentor. Why is this consideration important?

Activity 9 - What is a mentoring contract? What does it entail?

Activity 10 - Research and describe ways to induct mentors and mentees into an induction program.

Activity 11 - How would you acknowledge the 1 year milestone?

Activity 12 - Can cultural differences effect the mentor-mentee relationship? How?

Activity 13 - Review one of the mentoring software applications. What does it include? How does it help record keeping and reporting? How is it obtainable? Try to obtain a user manual for the system.

Activity 14 - Why evaluate a mentoring program?

Activity 15 - How can evaluations be used to provide a basis for ‘lessons learned" at the completion of a mentoring program?

LEARNING OUTCOMES

After completion of this unit the student have better understanding of:

• develop a mentoring program plan in consultation with others including:

• establishing a management structure
• determining support structures
• establishing methods and resources to achieve designated outcomes
• mentor and mentee selection process

• develop appropriate tools and resources for a mentoring program
• establish mentor-mentee policies and procedures
• coordinate mentor-mentee communications
• evaluate and document results of mentoring program.

Task 1 - Mentoring Program

1. What should the mentor and mentee focus on in their mentorship?

2. What should mentors and mentees do to create a successful mentorship?

3. How do you setup mentoring programs for high potential employees, diversity, new hire mentoring and knowledge transfer?

4. Why do organizations implement formal mentoring programs?

5. How are informal and formal mentoring different?

6. What are the benefits of mentoring?

7. What does a Mentoring Program Manager do?

8. What is the role of diversity in mentoring?

9. What is pairing?

10. Discuss the initiation stage, cultivation stage, separation stage and the redefinition stage of mentoring.

11. How would you deal with a Mentee-Mentor Mismatch?

This assessment task requires you to develop a mentoring program in its entirety.

You are required to:

» Identify a key contact person who will coordinate and be responsible for follow-through on establishing, supporting and maintaining the mentoring program.
» State the desired outcome or purpose -- the "why" of a Mentoring Program.
» Define mentoring for your agency.
o Agency objectives and measures of success are clearly identified at the outset.
» Identify clear goals of the Mentoring Program.
» Agency assessment:
o Assess commitment level from top management, middle management.
o Determine cultural readiness.
o Identify key stakeholders who are committed to the success of the mentoring partnership (agency head, mentors, mentees, supervisors, customers).
o Identify resources needed and resources available.
» Secure Buy-In where necessary and appropriate.
» Marketing:
o Identify a mentee profile (who would be eligible to participate).
o Identify a mentor profile (what qualities and/or criteria will be used for identifying and selecting mentors).
o Communicate the program throughout the area or agency.
o Facilitate applications.
o Conduct participant selection.
» Matching:
o Identify a strategy to match mentor and mentee.
o Screening and selection processes for mentors and mentees can match participants through a variety of means. Those may include areas of interest/need, availability, personality, working/learning style.
» Training (Mentor and Mentee):
o Developing a "Learning Contract " with specific goals identified that are explicit,
realistic and achievable.
o Determine the length of relationship.
o Clarifying roles: mentor, mentee, supervisor of mentee.
o Closing the relationship.
o Overcoming obstacles in the relationship.
o Maintaining confidentiality between mentor and mentee.
o Evaluation of the mentoring process.
» Program Maintenance:
o The key contact person trained in mentoring is assigned to monitor the program to assist participants through the application and screening process, monitor progress and evaluate progress.
o Identify a monitoring process (tracking system, written records, disputes, obstacles, pre-mature relationship closure).
o Recognition and support of mentors.
o The agency recognizes participants and their contributions to the overall progress and success of the program.
» Documentation - Written guidelines explain:
o The goals of the program.
o The basic principles of mentoring.
o The specific process of mentoring within the agency.
» Program Evaluation:
o Outcome analysis of program.
o Information needs of key stakeholders.
o The program is continually evaluated for effectiveness and modified as needed to achieve its objectives.

A range of sample tools have been attached and may be used as a basis for your own tool development to be included in the mentoring program.

This assessment task should be completed in an environment that is a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the workforce learning and development field of work and include access to:

• office equipment and resources
• relevant legislation and workplace documents
• case studies and, where available, real situations
• Interaction with others.

This may be your workplace or a simulated workplace.

The mentoring program developed must be documented in a "Mentoring Program Handbook". Note: The developed handbook must:
• explain the purposes and benefits of a mentoring program
• outline the components of a mentoring program plan
• explain mentoring program design principles
• explain the roles of a mentor and a mentee
• explain criteria that could be used to screen and match mentors and mentees
• identify legislation and organisational policies relevant to mentoring, including confidentiality and privacy requirements
• explain how resource requirements vary according to the mentoring program mode
• describe how mentoring program data is collected and where data is stored
• Outline methods for evaluating and reporting on mentoring programs.

Attachment:- Plan and implement a mentoring program.rar