BSBLED805: Developing a Mentorship Program for Amazon Employees

This report focuses on the development of a mentorship program for Amazon, aiming to address employee satisfaction issues and improve overall workplace performance. The report begins with an executive summary and table of contents, followed by an introduction that highlights the need for the program. Section 1 identifies current issues such as high expectations, unhealthy competition, and work-life imbalance among Amazon employees, and proposes a detailed plan for the mentorship program's implementation, including management and support structures, program components, design principles, and the roles of mentors and mentees. Section 2 outlines the tools and policies necessary for the program's success, including mentor recruitment strategies and the establishment of mentor-mentee policies. Section 3 addresses communication coordination between mentors and mentees and methods for evaluating the program's effectiveness. The report concludes by emphasizing the importance of the mentorship program for Amazon's competitiveness and employee efficiency. The report includes a comprehensive reference list.

Running head: MENTORSHIP PROGRAM AT AMAZON
Mentorship program at Amazon
Name of the student:
Name of the university:
Name of the Author:

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MENTORSHIP PROGRAM AT AMAZON
Executive summary
The main aim of the report is to formulate a mentorship program for Amazon. The issue of
employee satisfaction have been identified in the company which can be rectified by the
mentorship program. A proper planning and implementation of the mentorship program have
been stated. The various other tools and measurements needed for the mentorship program have
been stated along with a clear conclusion.

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Table of Contents
Introduction..........................................................................................................................4
Analysis and problems.........................................................................................................4
Section 1..........................................................................................................................4
Identification of the current issue................................................................................4
Planning and implementation of the mentoring program............................................5
Section 2..........................................................................................................................6
Developing and establishing tools...............................................................................6
Establishing the policies of mentor-mentee.................................................................6
Section 3..........................................................................................................................7
Coordination of the communication between the mentor and the mentee..................7
Outlining the methods for evaluation..........................................................................7
Conclusion...........................................................................................................................7
Reference list.......................................................................................................................8

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MENTORSHIP PROGRAM AT AMAZON
Introduction
In the recent time it have been seen that employees of various companies have
complained due to high pressure in work they are unable to maintain their balance between work
and life. On this context the issue of Amazon employees have been identified in this report.
In section 1 the identification of the issue have been done and the need and planning for
the mentoring program is done. In section 2 the tools and policies for the program are set and in
section 3 the communication and methods for evaluation have been explained.
Analysis and problems
Section 1
Identification of the current issue
After a robust meeting with the team it have been identified that there are certain
problems which are being faced by the employees of the company. In accordance to the members
of the team the expectations which have been set by the company on the employees are very high
and the standard set for the output is very unreasonable and hard to achieve (Drew, 2014). The
team members have also identified that there are presence of breeding of a negative and
unhealthy competition between them which is creating barriers among them and presence of an
unhealthy workplace in the company. The work-life balance of the members of the company are
overlooked which is causing them to lose their motivation to work for the company and it is
being reflected in their performance. Looking at all these points a meeting have been conducted
with the mangers of Amazon regarding the need for a mentoring program for the members of the
team.

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Planning and implementation of the mentoring program
Management structure: The program will be provided to all the teams of the company
and the managers of the teams will be letting the team members know about the importance of
the mentoring program.
Support structures: The leaders and the managers of the company will be aiding the
mentee in selecting the goals of the employees. The various problems faced by them will be
identified (Zhang et al., 2016).
Purposes and benefits: The employee will become productive. The employees will be
able to meet the needs of the organization and deliver what is being expected from them (Welsh
& Dixon, 2016). The employees will become goal oriented in the future.
Components of program: selecting a mentor by the process of pairing. The mentors will
be having the same mentality as that of the mentee (Neupane, 2015). Various required resources
will be provided for the program.
Design principles: A commitment of the employees is expected which is time oriented.
A better fostering of the relationship between the employees and the mentors must be
implemented for the success of the program (Pandey & Chhaila, 2014).
Roles of mentor and mentee: The mentor must help the mentee in understanding their
goals. The various ways by the help of which a better relationship will be cultivated in the
organization will be explained (Aruna & Anitha, 2015).
The mentees must understand the various ways by the aid of which they can foster a
healthy relationship with the mentor and reach their checkpoints on time.

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Criteria used: The ethics which are followed by the employees and the mentor must be
same. The orientation of the goals of the mentor and the mentee must be oriented.
Policies: A personal file of audit will be implemented for the individual employees and
the policies which will be set by the company for the mentoring program must be followed
strictly. It will be compulsory for the employees to join the mentorship program.
Section 2
Developing and establishing tools
Recruitment of effective mentor for the programs need to be found by the company so
that they can contribute to the betterment of the employees. A proper strategy of recruitment
needs to be done by the human resource management group of the company. Men in mentoring
toolkit needs to be made ready by Amazon to ensure that they are utilized by both the mentors
and the mentee during the program. PR toolkit also needs to be used for better communication
(Enslin & Schulz, 2015). If certain checkpoints are not reached then resources might be re-used
or changed by mentor.
Establishing the policies of mentor-mentee
After recruitment of the mentors for the program the employees of the organization must
be given the opportunity to select the mentor they want. If there is self-matching then there will
be high chances of getting success from the program. Mentoring support systems needs to be
implemented by the company to aid the mentors in helping the employees of the company. An
encouragement among the employees must be implemented to ensure that they understand the
need of the mentoring program and how it is going to help them in the future.

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Section 3
Coordination of the communication between the mentor and the mentee
Both the mentors and the mentee must look forward to facilitate their relationship and
understand each other in a proper way do that the program becomes successful. An
understanding of the ethics and the goals set for the mentoring programs must be stated to the
employees by the mentors of the program so that a definite results can be achieved (Cherono,
Towett & Njeje, 2016).
Outlining the methods for evaluation
The data of the employees and their performance of each day will be noted by the mentor
and will be submitted to the managers of the respective teams. The managers will be deciding
whether the employees need any different resources. The feedback from the employees regarding
the performance of the mentors will also be gathered.
Conclusion
To conclude it can be said that the mentoring program which have been selected by the
company for taking care of the employees will be helpful. The competitors of Amazon have
already implemented the policy and so to be in the competition with other e-commerce
companies it is essential for the company to look after its employees and ensure that they get a
proper training and become more efficient in the workplace. Mentoring program will be
elevating the overall performance of the company. Since Amazon is a customer centric company
it is important for them to work in an efficient way.

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Reference list
Aruna, M., & Anitha, J. (2015). Employee retention enablers: Generation Y employees. SCMS
Journal of Indian Management, 12(3), 94.
Cherono, V., Towett, D. K., & Njeje, D. (2016). Influence of mentorship practices on employee
performance in small manufacturing firms in Garissa County, Kenya. European journal
of business and management, 8(8), 151-160.
Drew, J. (2014). How to start and run a mentoring program. Journal of Accountancy, 217(3), 34.
Enslin, C., & Schulz, D. (2015). Effects of mentoring on perceived career development,
retention, and advancement in organizations. The Exchange, 4(1).
Neupane, R. (2015). Effects of coaching and mentoring on employee performance in the UK
hotel industry. International Journal of Social Sciences and Management, 2(2), 123-138.
Pandey, S., & Chhaila, T. (2014). A study of trends in mentoring relationships existing in the
Indian IT industry. Procedia-Social and Behavioral Sciences, 133, 425-437.
Welsh, E. T., & Dixon, P. M. (2016). Improving mentoring outcomes: Examining factors outside
the relationship. Journal of Managerial Issues, 231-247.
Zhang, Y., Qian, Y., Wu, J., Wen, F., & Zhang, Y. (2016). The effectiveness and implementation
of mentoring program for newly graduated nurses: A systematic review. Nurse education
today, 37, 136-144.