Mentoring Program for Hospitality Sector

Mentoring Program
Name of the Student
Name of the University
Author Note

Contents
Program Name: MENTORING PROGRAM for HOSPITALITY SECTOR.......................................6
1 Key contact person who will coordinate and follow through on establishing, supporting and
maintaining the program:......................................................................................................................6
2 Desired Outcomes or Purpose of the mentoring program:.................................................................6
3 Mentoring for the agency:..................................................................................................................6
3.1 Agency objectives and measures of success...............................................................................6
4. Goals of the mentoring program:......................................................................................................7
5 Agency Assessment:..........................................................................................................................8
5.1 Assessment of commitment level from top to middle management...........................................8
5.2 Cultural readiness of the agency.................................................................................................9
5.3 Key stakeholders who are committed to the success of the mentoring partnership:...................9
5.4 Resources needed and resources available for the mentoring program....................................10
5.5 Securing Buy-in as necessary and appropriate..........................................................................10
6 Marketing:........................................................................................................................................10
6.1 Mentee profile...........................................................................................................................11
6.2 Mentor Profile...........................................................................................................................11
6.3 Communicating the program.....................................................................................................11
6.4 Facilitating application..............................................................................................................12
6.5 Participant selection..................................................................................................................12
7 Matching:.........................................................................................................................................13
7.1 Strategy to match mentor and mentee.......................................................................................13

7.2 Screening and selection process for mentors and mentees:......................................................13
8 Training:...........................................................................................................................................14
8.1 Learning Contract:.....................................................................................................................15
8.2 Length of relationship...............................................................................................................17
8.3 Roles of mentor, mentee and mentee supervisor.......................................................................17
8.4 Closing the relation...................................................................................................................17
8.5 Overcoming obstacles in the relationship.................................................................................18
8.6 Maintaining confidentiality between mentor and mentee.........................................................18
8.7 Evaluating the mentoring process.............................................................................................19
9 Program maintenance:......................................................................................................................19
9.1 Key contact persons trained in mentoring roles to support the participants in the process of
application, screening, monitoring and progress evaluation...........................................................19
9.2 The Monitoring process:...........................................................................................................20
9.3 Recognition and support for mentors........................................................................................20
9.4 Recognition of participants for overall progress and success of the program..........................21
10 Documentation:..............................................................................................................................21
10.1 Program Goals.........................................................................................................................21
10.2 Basic Principles of mentoring.................................................................................................21
10.3 The specific process of mentoring in the Agency...................................................................22
11 Program Evaluation:.......................................................................................................................22
11.1 Outcome analysis of the program............................................................................................22

11.2 Information needs of key stakeholders....................................................................................22
11.3 Continuous evaluation of the program for continued effectiveness and facilitating necessary
modifications to achieve program objectives..................................................................................23
Program Handbook:............................................................................................................................24
Purpose and Benefit of a mentoring program:................................................................................24
Components of mentoring program plan:.......................................................................................25
Design Principles:...........................................................................................................................25
Roles of mentor and mentee:...........................................................................................................26
Criterion for screening and matching mentor and mentee..............................................................26
Legistational and organizational policies........................................................................................27
Variations of resource requirement with mentoring mode..............................................................27
Data collection and storage.............................................................................................................27
Evaluation and reporting methods:.................................................................................................27
Bibliography:.......................................................................................................................................28
Appendices:.........................................................................................................................................30
Appendix A: Mentor pre-meeting 1 checklist.................................................................................30
Appendix B: Mentor meeting 1 checklist....................................................................................33
Appendix C: Mentor post-meeting 1 reflection template............................................................35
Appendix D:Mentor pre-meeting 2 checklist..............................................................................36
Appendix E: Mentor meeting 2 checklist....................................................................................38
Appendix F: Mentor post-meeting 2 reflection template..........................................................231

Appendix G:Sample mentor agreements.......................................................................................232
College Copy.................................................................................................................................234

Program Name: MENTORING PROGRAM for HOSPITALITY SECTOR
1 Key contact person who will coordinate and follow through on establishing, supporting and
maintaining the program:
The key contact personnel who would be responsible for the coordination and follow-up with
the establishment, support and maintenance of the mentoring program and manage the overall
program would be the program manager Eric Smith. He would also be responsible to periodically
review and report the progress of the program and present the results to the senior management.
2 Desired Outcomes or Purpose of the mentoring program:
The desired outcomes for the mentoring program proposed in this study include:
1. Better productivity of the employees
2. Better employee retention
3. Better coordination between departments
4. Supporting professional development among employees
5. Supporting the learning process of the employees.
6. Reducing training costs for hiring external experts.
7. A better workplace culture that promotes continuous learning and development and
coordination
8. Develop a trusting relationship between mentors and mentees based on responsibility and
accountability
3 Mentoring for the agency:
3.1 Agency objectives and measures of success
The primary objectives of the mentoring program for the agency include the following:

1. Improving performance and productivity of the employees
2. Better customer satisfaction and quality of customer service
3. Better coordination between different departments of the organization
4. Effective improvement of employee skills
5. Reducing the overall costs of training employees
6. Developing a positive workplace
7. Better adaptability of the employees to challenging situations
8. Foster appropriate behavior among the employees
The success of the program can be measured through the following aspects:
1. Monitoring engagement of the mentors and mentees in the mentoring program
2. Tracking the progression of the individual goals of the mentors and mentees during the
program
3. Measuring the satisfaction of the mentees and mentors about the program
4. Evaluating and tracking the success of the mentoring program based on the outcomes
5. Surveys about the program
4. Goals of the mentoring program:
The key goals for the mentoring program include the following:
1. Improve confidence and productivity of the employees
2. Develop professional skills of the employee
3. Support better work life balance
4. Retain and transfer knowledge
5. Develop an inclusive and diverse work culture
6. Improve time to proficiency for new hires
7. Retain talented employees

8. Enhancing customer experience through best standards of practice
5 Agency Assessment:
The given Mentorship Program would be designed for a Hospitality industry on which the
agency is involved in. Assessment of the agency can help to understand the areas of skill and
knowledge development that is required from the Mentorship Program which can help to address the
goals and objectives outlined before. This would include assessment of the levels of commitment
from the top to middle management, the cultural readiness of the agency to adopt the program, the
stakeholders who would be committed to the success of the program, resources needed to support
the program and buy-in that needs to be secured for the program. These factors have been discussed
below:
5.1 Assessment of commitment level from top to middle management
Commitment towards the success of the mentorship program to improve the competencies
and productivity of the employees and thereby better organizational performance has been evaluated
using the “Affective, Normative and Continuance Commitment Measures”. The measure uses a 7
point likert scale from a range of “strongly agree” to “strongly disagree” which can indicate the
level of commitment of the participant to the success of the mentoring program. Based on these
values, the levels of commitment have been graded from 1 to 7, with 1 representing weakest
commitment and 7 representing strongest commitment.
The table below shows the commitment levels of people at various positions of the
management on a scale of 1 to 7.
Personnel Position
Commitment
Levels (from 1-7)
Aaron Atkinson CEO 7
Benedict Leroy Director 6
Chris Anderson Hotel Manager 7