Challenges, Benefits, and Strategies of Mentoring Programs

Assessment 1:
Q1: Problems
Being a mentor one might face few challenges like identifying mentee’s motivation and
assessing mentee’s skills and knowledge base.
A mentee can also face challenges in training such as language barriers. (DeWit et al.
2016)
Q2: Benefits and Need
Benefits: It helps to create a learning culture and reduces the cost of learning. It also reduces
turnover and increases job satisfaction.
Need: It shows that the Company cares. It promotes a more engaged workforce. It guarantees a
high job satisfaction. (Menges 2016)
Q3: Purpose and Objectives
Purpose: This include but not limited to help mentee develop their own skills.
Objectives: To support personal growth to the students and help them identify their career paths.
(Callahan 2016)
Q4: Eight Steps
1. Set tangible goals: To improve the efficacy of the mentoring plan
2. Get leadership assistance: Ensuring that benefits are clearly communicated
3. Staff: Ensure that all staffs are available
4. Business case: Clear objectives and defined budgets help get an approval on the program

5. Matchmaker: Match the job duties and all for mentors and mentee
6. New hires: They should be encouraged to be a part of this program.
7. Notes and meetings: A brief meeting needs to be held every month. All discussion
should be noted down in brief.
8. Measure: Primary resources such as surveys will provide the data, which will prove to
be helpful for the future of the mentorship program. (Sinclair et al. 2015)
Q5: Matching criteria
It can either be self-directed or a consultant who is familiar with the program and the
organisation (Lorenzetti and Powelson 2015).
Q6: Modes and method
Modes: such as flash mentoring, peer mentoring, group mentoring, situational mentoring,
reverse mentoring, team mentoring and supervisory mentoring
Method: This includes like self-paced mentoring, multiple mentors, fixing problems on the spot
and knowledge transfer with the help of reverse mentoring (Fountain and Newcomer 2016)
Q7: Roles and responsibility
Mentor: A mentor can share with mentees about his or her own life journey and also provide
role modeling, motivation and emotional support to them.
Mentees: The mentees must have clear views on the amount of guidance ad help he or she needs
(Pololi and Evans 2015).
Q8: Commitment

This requires positioning of the program as organisational strategy, defined
commitments, effectively communicating the outcomes, prepared managers, scheduling the
meeting time, frequent check-ins, and disallowing fault assignments (Kanchewa et al. 2018).
Q9: Importance
To show that the Company cares their employees, promote a more engaged workforce
and attain a high job satisfaction.
Q10: Stagnation or failure
 Flaws in the design of the mentoring program
 Undefined direction to participants
 Ineffective construction of matches
 Low participation
 Limited data on the mentoring program (Fountain and Newcomer 2016)
Assessment 4:
Q1: Benefits
Company: helps to create a learning culture, reduces turnover, increase job satisfaction etc.
Mentors: Improved personal and communication skills, development of management qualities,
and growing self-confidence as mentors etc.
Mentees: enhancement of strengths, and improved career opportunities etc.
Q2: Purpose