Graduate Diploma of Management BSBLED805 - Plan and implement a mentoring program Learner Materials and Assessment Tasks 1 | P a g e 2 | P a g e Table of Contents About BSBLED805 Plan and implement a...

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Graduate Diploma of Management BSBLED805 - Plan and implement a mentoring program Learner Materials and Assessment Tasks 1 | P a g e 2 | P a g e Table of Contents About BSBLED805 Plan and implement a mentoring program ............................................................ 4 Determine benefits of, and need for, a mentoring program ................................................................ 9 Activity 1 ............................................................................................................................................... 13 Define mentoring program purpose and objectives ........................................................................... 14 Activity 2 ............................................................................................................................................... 19 Develop mentoring program plan with appropriate outcomes, in consultation with key stakeholders .............................................................................................................................................................. 20 Activity 3 ............................................................................................................................................... 31 Activity 4 ............................................................................................................................................... 34 Establish relevant management structures and wider support requirements .................................. 39 Activity 5 ............................................................................................................................................... 42 Determine mentoring program modes and methods ......................................................................... 44 Activity 6 ............................................................................................................................................... 47 Determine methods and resources required to report mentoring program outcomes .................... 49 Activity 7 ............................................................................................................................................... 57 Develop range of tools and resources appropriate to mentoring program modes and methods .... 60 Establish mentor and mentee selection criteria, procedures and tools ............................................ 81 Activity 8 ............................................................................................................................................... 87 Establish formal requirements for mentor-mentee relationship and communicate these requirements to all parties .................................................................................................................. 91 Establish
Answered 5 days AfterFeb 18, 2021

Answer To: Graduate Diploma of Management BSBLED805 - Plan and implement a mentoring program Learner Materials...

Moumita answered on Feb 23 2021
131 Votes
Running Head: MENTORING PROGRAM                            1
MENTORING PROGRAM                                     2
MENTORING PROGRAM: ASDA, UK
Table of Contents
Introduction    3
Overview    3
Importance of Asda’s mentoring program    3
Mentor Handbook    4
Components of a mentoring program plan    6
Roles of a mentor and a mentee    8
Role of a mentor    8
Role of a mentee    8
Screening criteria for mentors and mentees    8
Organisational policies and privacy requirements    9
Resource requirements and its relation to mentoring program mode    10
Collection and storage of mentoring program data    10
Evaluation and report of mentoring programs    11
Questionnaire    12
Report of Mentor/ Mentee meetings    36
Reinvention of mentorship model    37
Execution of an ideal mentorship program    38
References    40
Introduction
Asda is one of the biggest private retail companies in the UK with its headquarters in Leeds. The company has a common culture with Walmart, its parent company. It always puts value for money as the main priority of its operations (Tooley, 2018). The company always takes care to communicate in a well-planned manner all its values among its colleagues. The values and mission of the company is very well reflected in all the activities and initiatives of the company. It is always at the he
art of the whole community reason being sometimes same family members working for the same store within successive generations.
Overview
Asda aims at being the number one company of Britain in retail and targets in exceeding customer needs on a daily basis. Through a highly active team of colleagues Asda achieves its goal and dream to put customers always first. It exemplifies very strong and corporate social responsibility ethics. It is a great provider of employment and career opportunities among communities. It always carries out health initiatives and charity programs to support communities in the best of its ways (Bajer, 2017). Low prices and several offers regularly are a great way to support customers and their well-being. This is a fundamental policy that Asda gives priority to.
Importance of Asda’s mentoring program
Asda has announced their plans for a mentorship program recently. The purpose of the program is to facilitate adult collectors in areas of their collecting interest. The mentorship program also helps experienced collectors who aspire to become dealers (Crane, 2019). The program also helps in enabling those who are already in the list of gaining information from their mentors.
Participants
Asda’s GSM-ROM programme has been specially designed to develop a career path with a flexible approach. It is made to fit a GSM’s personal experiences and the current behavioural skills of the person. Technical skills are also an important part to look at for this program.
Eligibility Criteria for Mentees
A mentees performance is assessed through feedback from other store colleagues. Feedback is always a constructive process in the company. Various programs like store visits, coaching calls, mentoring, concerns and suggestions and likes. Asda offers a long-term career path to help their mentees and future colleagues to develop the ROMs of future. GSMs are like managing directors that are trained to promote the growth and development of their stores. They are specially chosen to work under performance goals, highly enthusiastic, full of positivity and a zeal for hard work.
Eligibility Criteria for Mentors
Mentors need to be members of Asda those are qualified in fundamentals and possess basic computer skills. Mentors require committing to one year for each client. Mentors are not allowed to sell to their clients during the whole term of mentoring (Momani, 2017). Breaching of rules is considered as a violation of the code of conduct of Asda. Clients or Mentors have the authority to cancel the term anytime. Clients are entitled to reapply the whole process if they are not satisfied with a particular mentor. Communication between both parties is allowed only via email. This mentorship program is in no way an appraisal program.
Mentor Handbook
Purposes and benefits of a mentoring program
Business environment has become an ever-changing area in today's fast progressing world. Companies are always facing the competition to constantly learn and evolve. There is also a constant pressure to understand and fulfil the aspirations and motives of employees. Seventy percent of Fortune Five Hundred companies have a mentorship program to keep themselves uplifted.
Purposes and benefits
Creation of a learning culture
A mentoring program helps in the creation of a learning culture in a company. Employee’s gain a feeling of being valued and their future is invested (Marvell, Broughton, Breese & Tyler, 2017). They gain a sense of security in the presence of a mentor who is always ready to guide them towards their career path of development.
Promotion of personal and professional development
A culture full of innovation is created in the company through a good and stable mentoring program. Employees can make mistakes and learn from them. They are imparted a sense of comfort to take risks and grow.
Reduction of cost of learning
In a coaching or mentoring program the cost of classroom engagement is minimised. Some companies choose class room methods as more preferable options but having a mentoring program has always been more effective.
Decreases stress and tension
An employee always feels more at home with a mentor about any issue at the workplace. Going straight to a manager is not always the most desired option for employees.
Increase of job satisfaction and reduction of turnover
Mentoring programs in a workplace induces more job satisfaction and eventually reduces turnover. Retention is improved and outcomes are more profitable.
Mentor benefits
It is generally felt that only mentees benefit from a mentorship program but mentors achieve a lot of satisfaction and confidence through the process of mentoring (Khunti, 2020). It generates a sense of involvement in the whole organisation.
Full circle
Mentees gain the impetus to join the same program for the next set of new employees. They are fully informed and well aware of the mentoring program and as a whole they become more accountable for a new start.
Components of a mentoring program plan
Matching employees appropriately
The first and foremost criteria of a successful mentoring program are to achieve a good selection of employees. It is important to take care that the selection of employees that are to participate in a particular mentoring program are a good match with respect to their skills and experiences.
Setting relationship guidelines and frequency of meetings
Setting up of a relationship hierarchy is crucial for the smooth running of any company. A company with a messed up hierarchical structure is prone to easily get affected by market risks and economic imbalances. Maintaining good communication through regular meetings is helpful for all the employees as they stay prepared with their feedback and issues if they are informed about the frequency of meetings.
Supervision and maintenance of mutually beneficial relationship
A good organisation always looks after that the mentoring program proves beneficial both to the mentee and the mentor. Mentees gain confidence and knowledge through mentoring programs at the same time mentors gain a sense of responsibility and accountability.
Marketing the program for appropriate selection of employees
Social media is the best platform nowadays to market any program launched by a company. If marketed appropriately a large number of people will gain knowledge about the company and feel interested to participate.
Design principles of a mentoring program
Mentoring is composed of a relationship based on mutual trust and respect. It involves a relationship that is clearly bounded unlike any friendship or parenting relations. It is time bound and made up of commitment. Mentoring programs aim at achieving the goals of growth for a mentee. It is made or designed for organisational evaluation (Young, Russell, Robinso & Chintakayala, 2018). The purpose of the program is clearly outlined in the beginning so that a mutual sense of expectation is fulfilled between the mentor and the mentee. Mentors need to display examples for mentees so that they gain inspiration from them. It is necessary for mentees to develop insights about their upcoming goals and future endeavours. Mentors are responsible for providing quality assessments based on a mentees performance. Mentees can raise the bar for themselves by displaying potentials ahead of their times and coming up with out of the box performances and ideas. A relationship based on mentoring comes to a culmination when the mentee is ready to work independently and is scarcely dependent on the mentor unless any grave circumstances. Mentors are leaders providing value to others without any specific rewards or expectation of any reward system. It is a mutually giving and absorbing relationship full of understanding and reverence.
Roles of a mentor and a mentee
Role of a mentor
Prioritising the mentoring session is a very important role of a mentor. Setting up of a specific time and space is also under their responsibility. Giving full attention to the mentee and looking after any email correspondences is part of their responsibility. Good mentors listen actively and share their own experiences. They give adequate coaching and help in the goal setting of their employees. They provide guidance and counselling for a good future and are always ready to walk as a role model. They are not responsible for offering jobs to the mentees. They are also not responsible to provide support outside professional interest.
Role of a mentee
A mentee will be expected to be punctual and prepared for the mentoring sessions. He or she will be responsible to initiate all contacts with a mentor. Mentees set up a mutually agreeable plan for mentoring sessions. They must ask questions about anything that they want to know to avoid any loopholes later on. They need to be curious and eager to learn and imbibe as much knowledge as possible from their mentors. They must maintain boundaries with their mentors and be courteous enough to express gratitude at the end of their mentorship program.
Screening criteria for mentors and mentees
Mentors need to have a high level of enthusiasm and social interest. The ability to speak a special language will be of additional importance. Consideration of their family responsibilities and extracurricular work will also be required to consider. They also need to be able to understand the needs of a mentee in empathetic matters.
A mentee needs to have the urge to learn and grow. He or she needs to have an attitude of respect towards the mentor chosen for him or her. They are required to establish and maintain seriousness in the relationship between them. They also need to insist from the beginning the right to have an active mentor.
Organisational policies and privacy requirements
Asda is known for its equal opportunities policies and is a great place for young talents. Each store of Asda adopts two local schools that serve as a platform and encourages young people to start their career in retail. The store provides each employee to try their potential and grow towards their future aspirations. The organisation provides a family atmosphere which encourages employees towards a long-term career planning. Eighty percent of their managers began their careers in stores. The organisation ensures a strong privacy policy by maintaining its own training plans. Every new starter is made well aware of the organisation's privacy policy and code of conduct. The organisation supports progression at all levels and they encourage their colleagues to be at their best in the workplace. They are open and honest about all the data they collect from customers.
They use it only for specific reasons and they always mention the reason for using customer data. They check accuracy and up datedness of any data they collect. They don't keep any information longer than they need. They explain the privacy rights to the customer and also make them aware of rules to exercise those privacy policies. They treat every information lawfully and ethically. They are very prompt in responding to any concern that is raised with them. The privacy centre of the organisation is easily accessible via any device. Their...
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