Essay: Planning and Evaluating a Mentoring Program for Woolworth

This essay provides a detailed analysis of planning and implementing a mentoring program within an organization, specifically using the ADDIE model. The introduction highlights the significance of mentoring programs in providing guidance and instruction to employees, with a focus on the Woolworth group. The main body delves into the ADDIE model's application for developing communication and personality development aspects of the workforce. It analyzes each stage of the ADDIE cycle: Analyse, Design, Develop, Implement, and Evaluate. The 'Analyse' stage involves assessing training needs using tools like interviews and questionnaires. 'Design' focuses on setting performance objectives. 'Develop' covers program creation, considering various training methods. 'Implement' involves conducting the training, and 'Evaluate' assesses program effectiveness. The conclusion summarizes the importance of the ADDIE model in instructional system design, emphasizing its benefits for both the organization and individual employees, leading to mutual achievement of objectives. The essay underscores the importance of building rapport, trust, and teamwork within mentoring relationships.

Planning a mentoring
program

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................8
Reference.........................................................................................................................................9

INTRODUCTION
Mentoring programs are playing a very important for the purpose of providing relevant
instructions and guidance to employees with respect to various coaching instructions. Present
report is based on Woolworth group it is specialising in operation of supermarket and general
customer trends. There is enhancement of procuring liquor, food and other related products, the
organisation is also having interest in various goods, services gaming operations (Widyastuti,
2019). The report is based on making a evaluation of the mentoring programs based on ADDI
model. There is analysis of the way AIDDE model can be used in organisation as part of overall
training procedure. There are different elements of this model that have to be applied in the
course of organisation functioning so that overall laid objectives can be achieved in context of
organisation.
MAIN BODY
Mentoring programs: Mentoring programs are regarded as structure one to on relationship
among organisation. It is a well functioning program that is required for strategic planning &
organisation for connecting people, enhancing knowledge and further setting of goals. In present
report there is design of a mentoring programs by application of AIDDE model in relation to
development of communications nd personality development aspect of their present workforce.
For the purpose of providing training and mentorship to employees there is acquirement to adopt
ADDIE training cycle, it is one of the most important frameworks that are to be used for
development of training program. It has been developed initially as part of U.S military and is
part of creating effective training programme.
In present report there is analysis of the various aspects of AIDDE model in order to make a
evaluation of the training cycle, it is training with the analysis function and further neds with the
analysis of overall performance level of employees in organisation. In present report there is
organisation of a on the job training program for employees. So that they get opportunity of
developing their skills and at same time their job roles are not interrupted.
The training cycle:
Analyse: In this first stage of the training cycle there is analysis of the ADDIE acronym, in this
there is requirement to make assessment and further analyse the data according to specific needs.
In Woolworth group there is firstly analysis of the reason for which training is required. There is

obligation to make a detailed analysis of the relevant issues that are taking place in the
organisation.
In the second aspects of this stage there is determination where the training is necessarily
required or exactly what has to be taught to employees in this training process. There is
requirement to measure person preferences. For this purpose in Woolworth group there is use of
tools such as personal interviews with various supervision and employees. Such as if there is use
of interviews then one to one communication is taking place by using of small focus groups. On
other hand other way of making assessment is to observe the employee working (Alnajdi, 2018).
In this human resource department of Woolworth group there is taking of small work sample.
There can also be use of records or reports that are existing in the organisation. In present
situation there has been use of questionnaire where mots of the participant have agreed that there
is requirement to develop some on the job training progarms to enhance their communication and
personality to deal with customers in a more effective manner.
There are many different types of ways to conduct assessment that can be used by trainers in
organisations, but in Woolworth group the mots important way of making a assessment of
employee performance and further using of tools to improve them includes AIDDE model.
The formal methods that are used in this process are very helpful in having a proper data base.
This type of data base are used to determine the gaps that are present between requirement of a
job and the actual skill base (Zhang, , 2020). In this such type of gaps are identified in advance
so that it is not affecting the level of performance with respect to employee and organisational
productivity.
The bottom line is based on the collection of relevant data and statistics for the objective of
keeping a proper records. This information is further used in the next stage of the training cycle
in Woolworth group .
Design: After there has been determination of of training requirement in the next step there is
need to make analysis of the requirement of training to be accomplish. In this there is
determination of the performance or learning objective such as it is a statement of performance
that is desired after the training has been conducted. For the performance objective or learning
objectives there is requirement to make a analysis whether the participant are preforming or
learned.

The overall learning objectives have to be based on the information that is discovered during the
analysis step. At the end of training session participant have to make a decision about the
focussed learning activities. The objective of present training program in Woolworth group is to
work towards development of communication skills of the workforce.
The training objective is related with the instructor hopes to accomplish during the training
session. It can be a outcome or a description of the instructor plans that are to be achieved
according to learning objectives. Such as in Woolworth group, the human resource department
have to create a positive learning climate by encouraging all the participants be be properly
involved in this process and also ask relevant questions. This is a question that the trainer is
asking to ensure that there is a good training design that is operated. Training objectives are very
helpful in Woolworth group to deliver a first class training program for setting targets that have
to be achieved in the course of business (Ebru, 2020). Learners are told and explained about the
learning objectives of the training session at the beginning stages only.
Develop: this is the next stage where after the determination of objectives there is development
of program. At this stage of the training cycle there is decision that has to be made regarding the
overall objectives that are to be achieved (Efendi, Jama and Yulastri, 2019). There are many
different perspectives that have to be consider while designing this training program. In
Woolworth group the trainers have to take decisions related to classroom, virtual classroom, self
placed, e learning, performance support tools, self study and other such aspects that can help in
development of a blended learning solutions. Some of the questions that can be asked in the
perspective are mentioned below:
 Number of require participants?
 The overall location of each participant?
 Required time period to achieve the laid objectives?
 When is the training actually required?
 What is the level of training expertise that is required?
 How many participants are required in each class?
 The overall acquirement of consistency?
In this the trainers have to make a decision about the need to develop overall client. If in case
there is requirement to focus on specific issue of low morale of employees. Then in Woolworth
group the employers have to design or properly customise the whole training program according

to such specific requirements. In this there are opportunities to practise that are to be offered by
adding of creativity in the whole program, there is assurance that learning is timely applied and
there is proper evaluation of the whole effectiveness in the training program. In Woolworth
group, for the purpose of building up of communication skill, there is development of materials,
use of required technical support, sometimes this stage can be exhausting for the trainers but it
has to be as per the requirements of specific training measures (Andersson and Liljegren, 2017).
Such as there is focus on both verbal and non verbal communication skills that are focussed by
the trainers with resect to basic requirements of their respect job role. This stage is one of the
most crucial stage of the whole learning cycle because it is the stage where there is determination
of the requirement of participant needs and different other aspects of information with regards to
all the participants are to be discovered.
Implement: In this stage the whole training process have to be implemented to actually conduct
the training programs. The trainer at this stage requires completing huge amount of preparation
before the actual starting of the program. After excellent job of preparation there is not always a
guarantee that program can go off without a hitch. This is the reason why there is requirement
of trainers piloting a proper program with a group of pseudo learners that is providing feedback
before the session is ready for the prime time.
There is facilitation and presentation skills for both virtual and traditional classroom, presentor
has to provided the information if the information is new or is technical then it has to presented
as a role of facilitator. In Woolworth group, with respect to the present communication skill
development program the facilitators are playing a catalyst role of ensuring high amount of
leaders participation. That is a good trainer is always associated with the team facilitator
(Laipaka and Kasma, 2017). The leaders are using participative leadership approach so that
they are able to address the requirements of all the teammates as per needs of their present level
of skills in the organisation.
There is requirement of excellent delivering skills for the purpose of having constant support
through the training process. In this stage the facilitator is playing role of a facilitator so that a
good trainer qualities are present while helping employees in performing their assigned job roles
and responsibilities in context of organisation.
Evaluate: It is one of the most important stage of the whole training cycle. As it helps I making
evaluation whether the laid objects have been accomplished or not, secondly at the evaluation

stage the trainers in Woolworth group have to make analysis of the training and development
programs achieved results. This stage is also very necessary for evaluating where further
improvements are required or not. This type of evaluation is serving basis for determination of
Woolworth group future needs for refuter programs and other necessary changes that are
required to deal with the identified issue or problem in the organization. After the process will be
completed then there has to be evaluation whether the employees are able to enhance their skills
with respect to communication. If in case there has been no improvement or betterment then the
results might leads to high amount of dissatisfaction among the workforce. On other hand if there
is personality development that is part of now employee overall personality then it is going to
lead towards successful completion of the whole program with AIDDE model (Sahaat, Nasri and
Bakar, 2020).
The overall importance of this treating cycle is necessary as part of instructional system design.
That is the first thing that trainers are willing to think about when they are designing and forming
various training and development programs in context of organisation (White and Hamilton,
2018). There are many different types of models but the most commonly used model is ADDIE
model that is based on six crucial types which further help in improving the process of delivery
of required training skills to the employees.
From both individual and organisational perspective this AIDDE model is very helpful.
For organisation they are able to have a satisfied and a motivated workforce that is working
according to employer expectation. On other hand individual are highly satisfied as they are self
empowered and are willing to maximize their present level of contribution. So there is a mutual
achievement of both individual and organisational objectives with adoption of AIDEE cycle.

CONCLUSION
It can be summarized from the above mentioned information it can be said that ADDIE
model is very important as it is based on following and implementation of several important
steps that are helping in having detailed knowledge about various learning principles in context
of organizationals. This is a training cycle that is basically used to evolute its final step and
further help during the evolutional process to analyse the overall effectiveness of present skills
and competence of existing workforce.

Reference
Books & Journal
Allen, M., 2017. Designing online asynchronous information literacy instruction using the
ADDIE model. In Distributed Learning (pp. 69-91). Chandos Publishing.
Alnajdi, S.M., 2018. The Effectiveness of Designing and Using a Practical Interactive Lesson
Based on ADDIE Model to Enhance Students' Learning Performances in University of
Tabuk. Journal of Education and Learning, 7(6), pp.212-221.
Andersson, C. and Liljegren, N., 2017. Designing an Automation Course-An Application of the
ADDIE Model (Master's thesis).
Artman, N., 2020. Applying the cognitive theory of multimedia learning: Using the ADDIE
model to enhance instructional video. Explorations in Media Ecology, 19(3), pp.371-380.
Ebru, K.O.Ç., 2020. Design and evaluation of a higher education distance EAP course by using
the ADDIE model. Elektronik Sosyal Bilimler Dergisi, 19(73), pp.522-531.
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Learning Model in Learning Computer Networks. In Journal of Physics: Conference
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Sahaat, Z., Nasri, N.M. and Bakar, A.Y.A., 2020, August. ADDIE Model In Teaching Module
Design Process Using Modular Method: Applied Topics in Design And Technology
Subjects. In 1st Progress in Social Science, Humanities and Education Research
Symposium (PSSHERS 2019) (pp. 719-724). Atlantis Press.
White, J. and Hamilton, L., 2018, June. Applying the ADDIE model to eAssessment in Applied
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