BSBLED805: Plan and Implement a Mentoring Program for ECA Institute

This report provides a comprehensive overview of planning and implementing a mentoring program, addressing key aspects such as needs assessment, program design, mentor and mentee roles, matching criteria, and evaluation methods. The report begins by outlining the benefits and need for mentoring programs within organizations, emphasizing the importance of knowledge transfer, skill development, and improved employee performance. It then delves into the essential components of a mentoring program, including administration, resources, and design principles, alongside the roles and responsibilities of both mentors and mentees. The report further explores the practical aspects of program design, including stakeholder consultation, objective setting, and the establishment of management structures. Additionally, it covers relevant legislation, resource requirements, data collection methods, and various evaluation techniques to measure the program's effectiveness. The report concludes by emphasizing the importance of continuous improvement and the dissemination of results to ensure the long-term success of the mentoring program. This assignment, contributed by a student, is available on Desklib, a platform providing AI-based study tools for students.

Running Head: Plan And Implement A Mentoring Program
PLAN AND IMPLEMENT A MENTORING PROGRAM

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Plan And Implement A Mentoring Program
Table of Contents
UAT 1.........................................................................................................................................3
UAT 2 Section 4.......................................................................................................................12
Planning................................................................................................................................12
Mentor/mentee recruitment and selection............................................................................19
Matching...............................................................................................................................27
Evaluation.............................................................................................................................29
UAT 3 Section 5.......................................................................................................................32
References................................................................................................................................37

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Plan And Implement A Mentoring Program
UAT 1
1. Mentorship program is initiated in a firm because of the requirements of various needs
(Menges, 2016). This includes provision of knowledge and information to new employees.
Moreover, it helps in increasing productivity and safety of employees. This program also
requires moving lower position workers to higher position.
Benefits of mentorship program in a company include creation of a learning culture that
improves knowledge level of employees (Johnson, 2015). Learning culture helps to increase
innovation process in a firm as flow of ideas increases. Skills and competences of employees
get increased through development of a learning culture. Moreover, knowledge transfer,
improvement in performance and learning can be achieved. Mentorship program helps in
acquiring knowledge and skills in particular area of interest, which can be shared with others
(Chen & Wen, 2016). Everybody can know their roles and responsibilities properly, which
can impact on their performance. Hence, productivity of the firm gets increased. In addition,
turnover rate of a firm gets decreased by meeting individual needs and support.
Steps needed to instigate such programs include definition of objective of the programs,
identification, and evaluation of a mentor-mentee pairing process, designing and development
of formal training and proper communication with participants. Mentoring program must
include administration, determination of anticipated outcomes and program design principles.
Moreover, the mentee needs to choose proper mentorship style. Another essential step of this
program is reviewing the progress. This step can help to measure the satisfaction rate of both
mentor and mentee. At last, evaluation of the whole program is essential (Lorenzetti &
Powelson, 2015). This can help to end the formal relationship between the mentor and
mentee.
2. Key components of mentoring program

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Plan And Implement A Mentoring Program
There are different components of a mentoring program that is included in the developmental
stage. This includes administration, content and resources, facilities and location, different
design principles and material support (Cullingford, 2016). For example, during mentoring
new employees, location needs to be within the work environment and supporting materials
like company policies are required. Anticipated outcomes can help to measure the
effectiveness of the mentorship program. Moreover, another essential component is content
and resources, which helps to conduct the mentorship program in a proper way (Lancer,
Clutterbuck & Megginson, 2016). Different resources like financial resources, content and
design of the program are essential components and requirements to carry out the program
successfully. Learning style is an essential component that helps to conduct the program in a
systematic way (Kroll, 2017). For example, visual learning style can be adopted by including
images and presentation.
3. Mentoring design principles differ in different organizations according to need (Johnson &
Gandhi, 2015). However, different sections need to include in the design that includes basic
information, definition of mentees goals, making activity plan, evaluation of outcomes.
Moreover, goals of mentees and formation of proper activity plan are other principles of a
mentorship program. Basic information collection includes data about mentor and mentee
involved, meeting schedule and different resources involved. Determining mentees goals can
help in determination of a proper format Kupersmidt, Stelter, Rhodes & Stump, 2017). This
format can be followed for achieving goals. Moreover, preparation of an activity is essential
while designing a mentoring principle. In addition, evaluation is the most essential part of this
principle. This process helps in measuring the success of the design. Evaluation should be
done through organization guidelines and rules.
A design plan of mentorship is required because it can help to guide management of an
organization to formulate and apply mentoring program for employees. Moreover, McBride

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Plan And Implement A Mentoring Program
et al. (2017) stated that several personal and professional needs of employees can be fulfilled
by proper designing.

Identification the purpose of mentorship
Determination of format (Administration, resources, design principles)
Identification of mentors and mentees
Brainstorming activities( Location, resources, interaction method)
Determining roles of individuals and framing timelines
Workplace application
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Plan And Implement A Mentoring Program
Design:

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Plan And Implement A Mentoring Program
4. Role of mentee:
Mentee needs to be engaged in two-way communication relationship with mentor. Moreover,
they need to have a positive attitude towards learning new things (Lunsford et al. 2017). This
can help in transferring wisdom and assistance with respect to work-related or personal
needs. In addition to this, mentee need to maintain trust and respect, which is the most
essential role.
Role of mentor:
Mentor also needs to be engaged with full dedication in this two-way communication.
Moreover, they must have proper knowledge regarding the mentorship issue. In addition,
knowledge about various needs of mentees needs to be known by mentor. Mentee should
have the willingness to share knowledge and learning to mentee. In addition, they must be
open and supportive in nature. Provision of constructive feedback to mentee is another
essential role of mentor.
Different styles of mentoring
One to one mentoring: This is a traditional mentoring in which a mentor and mentee are
matched through their own or by a program. This partnership participates in a program with
appropriate mentoring structure and schedules (Diekroger et al. 2017).
Distance mentoring: If two parties are in separate locations then this style can be applied
through virtual mentoring. For example, the mentor and mentee are in a same city but in a
different building. Mentoring process continues through the technology like online
conference.
Group mentoring: In this style, a group of mentees is guided by a single mentor. This type
of mentoring helps to eliminate any favoritism or biasness during the process of mentoring.

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Plan And Implement A Mentoring Program
However, mentees should have strong learning skill because mentors do not have proper
scope to focus on a particular mentee.
5. Criteria for screening mentor and mentee:
Criteria for mentor:
● Positive attitude in performing their job roles: Positive attitude can help a mentor to
find complex problems and solving them properly without any discrimination.
● Ability to improve skill of others and having good leadership skills: This criterion is
essential because this can help to achieve mentorship- program aims.
● Good organizational skills: This is essential during group mentorship, which helps in
organizing the program and manages large number of mentees.
Criteria for mentee:
● Having good interest in learning: Different lessons can be acquired if there is a strong
learning interest.
● Ability to take criticism: This is because criticism can help mentees to find gaps in
performance.
● Obedient and ability to take instruction: This can help to sincerely perform given
tasks by mentor and learning capacity increases.
● Have respect for instructor/mentor: Respect for mentor helps to increase the
relationship between mentee and mentor. Hence, a learning environment gets created.
● Willing to learn new things: Trust to acquire new lessons or skills helps to increase
performance of mentee.
Criteria for matching mentor and mentee
Choice: participants of mentoring program especially mentee needs to provide freedom of
choice regarding mentor.

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Plan And Implement A Mentoring Program
Connection: Matching needs to be done on the basis of similarities and differences between
the participants. For example, both mentor and mentee can be from the same department.
Approaches:
Self matching: In this approach, a mentee choose their own mentors and greater amount of
freedom is given to the mentee.
Administrator matching: Mentorship program owners create matching in this approach by
analyzing different criteria.
6. Privacy act 1988, discrimination act 1991, equal opportunity act 1984 are some of the
legislation that is relevant to mentoring. These legislations help to eliminate discriminations
and preserve privacy during the process of mentoring. The organization must maintain
different codes that include codes of practice, training and safety. As opined by Roberts &
Birmingham (2017), company policies that have relationship with ethics and integrity are
useful during mentoring. If government policies are focusing on the improvement of
education and skills then a business firm needs to increase investment on that. The act of
equal opportunity guides a mentor to provide equal opportunity to every mentor. This act is
essential during the process of group mentoring, where large of mentees are managed by a
single mentor. Among the organizational policies making valid contracts between registered
organization and mentees is essential (Geeraerts et al. 2015). Different clause like
confidentiality must be included in this contract. Moreover, other codes of practice includes
maintenance of privacy, agreements regarding time period of the program, resolving
grievances and solving conflicts between mentor and mentees. In addition, professional ethics
and conduct needs to be maintained during the process of mentorship program. This can help
in proper organization of the program and safety can be maintained.
7. For mentoring programs in educational institutions, resources like student’s study
materials, documents regarding teaching principles and other learning aids. On the other

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Plan And Implement A Mentoring Program
hand, while organizing mentorship program in a business firm, workplace policies, business
aims and opportunities and documents regarding responsibilities of employees are required.
There is difference regarding resource requirements because the purpose and aims of
mentorship programs are different. As stated by Heppe et al. (2019), resources need to align
with aims and objectives of a mentorship program.
8. Two methods of data collection and storing
Generally, two methods are used for collecting and storing data during the mentoring process.
Centralized system: In this system all divisions, departments and officials and granted
permission of access. As said by Rhodes et al. (2017), all records are collected and stored in
one location.
Decentralized system: This system is made for a specific person or department and access is
restricted for other officials or departments.
Collection and storage of data help mentors to evaluate needs of mentees and learning goals
can be set accordingly. During final evaluation, this process also helps management to
measure improvement.
9. Six methods for evaluation and reporting mentoring programs
Quantity: Performance indicators like sales rate, production in units can be measured to
report and evaluate mentoring programs. Appropriate mentoring can help to increase quantity
of production otherwise it will not be changed.
Quality: Performance quality needs to be measured to identify gaps. Gaps in performance
can impact on overall quality of production because work output will be poor.
Improvement in skills: Increase in professional and personal skills during and after the
mentoring process. Appropriate acquiring of knowledge can help mentees to improve their
skills and solve different problem properly.

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Plan And Implement A Mentoring Program
Timelines: This method can help to measure increase in pace of work of employees.
Different activities can be completed in given schedule that can help to save essential
resources like time and money.
Absenteeism: This can help to count the days, a mentee remains absent, which can guide to
evaluate performance.
Management of emergency: low performance in an emergency can have a huge impact on
the firm. This ability can be measured to find impact of mentoring program.
Dissemination of reporting can be one through various channels like websites and flyers.
Dissemination can help mentees to know there improvements and gaps that are still
remaining and needs improvement (Kabdebon et al. 2018).

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Plan And Implement A Mentoring Program
UAT 2 Section 4
Planning
1. Pre-planning
ECA consulting has various needs that include increasing personal skills of employees and
improving productivity. This approach can help in improving the level of consumer
satisfaction and this company will be able to earn maximum profit from their business.
Mentoring program is required within this company for educating their employees. Other
needs are reducing absenteeism and turnover, improving interpersonal relationship among
employees. Employee of ECA must be trained to work collaboratively with other employees.
Effective team working skill can help in getting more accurate outcome. Mentoring programs
allow employees to develop effective communication skills as well.
Needs assessment
Employees of ECA in support department Needs
Junior employees (New graduates those who
have started their job in ECA)
Acclimatization in new workplace
Proper alignment with company policies and
rules
Improving personal and professional skills
Increasing skills that can help in providing
support to student
Flexibility in dealing with difficult situations
Understanding possible needs of clients