Assessment Task 3 group 3
|Assessment Task||Report: Develop a Mentoring Strategy|
|Learning Outcome Alignment||1,2 & 3|
|Competency Element Alignment||1,2,3|
|Length||2500 words maximum excluding attachments|
|Value (% of 100 overall unit marks)||45|
Description and requirements
1. Prepare and present a complete Mentoring Peer-to-Peer (P2P) Learning Strategy covering peer-to-peer learning within a defined organisation or entity (real or conceptual). The report may be framed as a report to the executive decision makers in a business. The Mentoring strategy should include the following to support program implementation:
a. Executive summary
b. A management structure, including
i. Resources required
ii. Mode and how communication will occur between the mentor and mentee
c. Mentor and mentee selection process, including
i. Commentary on induction and how candidates will be matched
ii. Mentor and mentee selection criteria, procedures and tools
d. Support structures, including
i. establishing methods and resources to achieve designated outcomes
ii. Tools to be used
iii. Addressing potential cultural differences or diversity issues in mentor-mentee relationships
e. Action Plan
f. Program evaluation, including how data will be collected
g. A conclusion, including any recommendations based on the planned outcomes and the next steps
On approval from your course coordinator or unit lecturer this topic may be extended to cover a coaching strategy instead of mentoring.
Note: This is a report. See the report assessment criteria sheet on the following page for information about the assessment criteria by which your work will be judged. It should include a clear and logical structure for a P2P learning strategy (e.g. as provide in Handout 6.1 – Mentoring/Coaching Strategy Planning Template). The report can be based on a real or simulated organisation and their specific needs. You should use relevant academic references to support your strategy and approach when constructing this report.
Mentorship is considered one of those essential areas that might help businesses establish effective working within an organisation. This way, both the capabilities and productivities of employees can be developed that might enhance their self-confidence. This will work as an essential element to help the internal aspects of an organisation. In this regard, this report aims towards providing relevant training programs between a mentor and mentee. For this purpose, this report's structure will follow a peer-to-peer learning strategy within a defined organisation. In this report, Deliveroo will be considered the organisation that must process relevant mentoring strategies to enhance their productivity and working capabilities in the organisation. For this purpose, both the roles of a mentor and a mentee become essential to consider. That is why this report will echo all the segments that might help the organisation strategise an effective peer-to-peer learning method.
Introduction and overview of the organisation
Mentoring is considered a process under which an organisation's employees are encouraged to work and develop more potentially. In this process, the mentor could be the manager, team leader, sub-ordinates, or external individuals. To provide an effective mentoring program for an organisation's employees, it becomes essential to conduct the entire process via relevant strategies and implementations (Klasen and CLutterbuck, 2012). For this purpose, this report will echo a peer-to-peer learning strategy that might help organisations to grow more comprehensively. This report will include Deliveroo as an entity. Deliveroo is a food delivery company in Australia. In this regard, the peer-learning report will be structured to describe how a mentor can reflect his or her skills and knowledge to assist the mentoring session participants.
Deliveroo is established inside Australia's territory region and serves more than 60 areas in total. The organisation includes plenty of employees who are segregated as per the indoor and outdoor activities. Rests are the delivery executives who are also provided relevant training and supervisions. In this regard, the mentor who is well-off and has relevant experience working in the same domain for years would be the right fit for a mentor's role to assist the mentees (DuBois and Karcher, 2013). This will enhance the mentees' possibilities to get the right sort of assistance in terms of mentorship and help them possess effective productivity and development concerning career aspects. This way, both the capabilities and productivities of employees can be developed that might enhance their self-confidence. This will work as an essential element to help the internal aspects of an organisation. While the mentors cannot force developmental sessions on mentees, they can possess effective and influential skills to make the process lucrative (Alred and Garvey, 2019). For this purpose, this report will include management structure, mentor and mentee selection processes, support structures, action plan, program evaluation, and will conclude with relevant recommendations.
A management structure
1. Resources required
In order to process the mentoring peer-to-peer learning strategies effectively, relevant support from resources must be provided primarily. These will include a budget requirement, time commitment, employee experiences, and necessary materials and resources (Pesut and Greig, 2018). Concerning the budget requirement, Deliveroo requires to sort-out the upcoming expenditures so that the process of mentoring can become smoother and free from interruptions. In this regard, the budget needs to include all the essential requirements of the organisation. These might include external mentors, tools and resources, materials and stationery, and other similar resources (Downar, 2018). If Deliveroo plans to seek outsourced experience to understand value prepositions better, the budget will include significantly. Similarly, concerning the areas associated with the time commitment, Deliveroo needs to manage time slots to conduct effective mentorship processes. For this purpose, effective grant planning will be required, which will enhance the learning strategies for the mentorship session. In this regard, if the entire process is designed for a week or two, it should not exceed the time commitment, as this might increase the organisation's budget (Hunt and Ellison, 2010). For this purpose, sincerity from both the mentees and mentors are required to be present cumulatively.
Further, the staff experiences should also be counted as a resource requirement as they are the ones who will drive the entire learning strategy and mentoring program in the right directions. For this purpose, the staff members must possess relevant skills and knowledge and personal characteristics such as etiquette and encouragement (Brannagan and Oriol, 2014). Lastly, the essentials regarding resources required include laptops, stationaries, projectors, printers, and other similar products and items. If these resource requirements are fulfilled on a priority basis, the entire mentoring peer-to-peer (P2P) learning strategy will become successful in terms of effectiveness.
2. Mode and how communication will occur between the mentor and mentee
In order yo make the process of the mentorship program effective, it is supposed to follow a proper structure. In this way, all the individuals associated with the program, from mentees to mentor to the staff executives, will get better exposure to the mentoring strategy. For this purpose, it becomes essential to consider the potential of effective communication as well (Hudson, 2013). In this regard, the communication plan for Deliveroo is as follows –
Scheduled time: 11 am
Location: Deliveroo Campus, Sydney
Duration of session: 4 hours
Mode of delivery: Presentation and verbal mode of communication
Responsibilities of the participants: Effective interaction along with time management
This communication plan must be followed by every individual who is seeking active participation in the mentoring program. In this regard, the communication needs to be followed by a mutual relationship and a two-way respectful process that is perhaps formal (Barrett, Mazerolle and Nottigham, 2017). This segment aims towards providing effective training to the participants so that productivity could be achieved. For this purpose, the peer-to-peer learning strategy will include a structure that will help in dealing with consumers and customers more effectively. In this way, communication mode can be enhanced and aligned with the organisation's respective aims and objectives (Graves, 2010). In most cases, the informal mode of communication is suggested as the best way of communication, but the formal way suits more, particularly for businesses.
Mentor and mentee selection process
1. Commentary on induction and how candidates will be matched
The process of commentary on induction perhaps plays an essential role in the entire process. Through this way, the mentees will be able to get exposure to the experiences and relevant development. This will allow the mentees to seek effective relationships and two-way communication between the mentees and mentors (Bell and Trekeavan, 2011). The commentary can be decided based on the industry standards that are supposed to be regulated by the management of Deliveroo. This will provide an effective solution to process customer relationships more comprehensively. For this purpose, the mentor is also supposed to select the right medium for communication mode so that the experience levels could be aligned more effectively (Hudson, 2016). This could be made easy when the individuals are categorised under proper groups and teams. The teams and groups can be bifurcated as per the experience level and participations as well.
2. Mentor and mentee selection criteria, procedures and tools
Both the selection processes for mentors and mentees are essential as the roles and responsibilities are equally weighed. For this purpose, the four types of mentors and mentees selection criteria will include aspects such as executive behaviour, deep thinking abilities, elderly statesman, and facilitation (Chen, Watson and Hilton, 2016). The executive coaches are the mentors who are focusing more on the participants' behavioural aspects. In this regard, Deliveroo can try appointing effective mentors if the aim is to process effective behavioural approaches from the participant’s ends. Concerning the aspects associated with deep thinking abilities, Deliveroo should seek mentors and mentees to achieve something out of the box simultaneously. In this way, future enrollments and mentor selection processes will become effective enough to support the workplace's challenges (Poulsen, 2013). If the selection processes focus more on these aspects, the peer-to-peer learning process will become smoother.
Further, concerning the importance of elderly statesman, it could be echoed loud that this needs to be present as a mentor's characteristic to vision a role model out of them. Thus, Deliveroo needs to ensure that the selected mentors are well experienced in presenting their personality and experiences (Lyons and Pastore, 2016). Lastly, the criteria of facilitation become essential as well while conducting mentor and mentee selection processes. These will become essential for Deliveroo when they are planning to use the mentors as facilitators. This way, the mentees who are seeking to learn new skills and developments, facilitators may guide them more effectively. In this regard, it has been found that the criterion of facilitator plays an essential role from the perspective of the mentee as it might potentially help them develop effectively (Heeneman and Grave, 2019). The mentoring session is supposed to provide effective solutions to the issues that are faced by the mentees at the workplace. That is why the mentors' experiences and skillsets become essential to drive the peer-learning strategies more effectively.
As per the evaluation conducted, it could be echoed that the selection process needs to possess more of a conventional approach than the traditional one (Thompson, Jeffries and Topping, 2010). This way, the selection processes will become easier and enhance encouragement and inspiration at the workplace.
1. Establishing methods and resources to achieve designated outcomes
The designated outcomes are supposed to be aligned right with the efforts putting forward by Deliveroo. For achieving effective outputs, the organisation should establish certain modes and methods that might increase the practicality approaches at the workplace. This way, the learning method can be boosted that might emphasise more on taking participation with the regular tasks and activities (Ghosh, 2013). The organisation's management also needs to ensure that the mentees are processing their tasks regularly and actively participating in the P2P learning sessions. It might improve the effectiveness of consumer handling as well (Audet and Couteret, 2012). For this purpose, the mentoring program's environment must be friendly so that effective communication can be achieved. The communication segment needs to be a two-way process that is achievable via a sufficient workplace environment. This will encourage the participants to ask questions without any hesitation and make the session a massive success.
Further, the mentoring session must also include a recognition program so that the mentees who processed and worked most effectively can be boosted and encouraged potentially. This will encourage other mentees to participate and get recognition (Piasecki, 2011). For this purpose, the mentoring session should be set-up with feedback systems that will be judged based on the evaluation achieved. Additionally, Deliveroo can even echo a price amount for that one mentee who performed the best amongst all others. This will enhance the credibility of competency and will influence others to perform optimum.
2. Tools to be used
For an organisation, likewise Deliveroo, mentoring tools will help maintain dignity, participation, and motivation during the entire tenure of a peer-to-peer mentoring session. For instance, the overall session requires physical tools, stationary, projector, and gadgets to support the mentoring session (Sampson and James, 2012). On the other hand, the mentoring session will also require a whiteboard, internet, and feedback systems for reviewing purpose. This way, the mentees will become aware of areas where the loopholes and existing and need to develop (Lind, 2014). This might help the mentees to increase their productivity and potential to achieve the organisational goals and objectives. These tools can also help in teaching the importance of organisational behaviours to the mentees.
3. Addressing potential cultural differences or diversity issues in mentor-mentee relationships
Cultural difference is one of the biggest hindrances that organisations face to improve their employees' skills. Diversity has emerged as one of the biggest tools that help organisations in enhancing their productivity. Diversity is important as it improves the productivity of employees and improves the overall productivity of organisations. Diversity has several advantages that it provides to organisations, and hence, it is widely promoted in organisations, such as effective problem solving, enhanced productivity and many more (Turner-Moffatt, 2019). However, diversity is also linked with several issues such as difference, acceptability, adaptability and more. Hence, it is important that clear communication, social exchange, collaboration and training are provided to employees so that issues linked with diversity could be effectively addressed.
In this regard, the mentors' role is crucial as he/ she is the primary subject responsible for guiding mentees about the importance of cultural difference (Legas and Sims, 2011). In this regard, Deliveroo has to maintain a diverse culture to enhance its productivity. Mentors are responsible for forcing their mentees to adapt the positive way of learning and enhance effectiveness, professional skills, traits and efficiency.
Concerning the peer-to-peer mentoring strategy for Deliveroo, the action plan will be as follows –
The action plan must include criteria for selecting the right mentor. In this regard, the organisation has all the right to select the mentors as per their requirement and considerations so that the mentoring session could possess an effective learning strategy. Similarly, the role of mentee and the right mode of selecting the participants will also play an essential role (Alred and Garvey, 2019). In this context, the mentees are supposed to be selected based on their performances and whether they require mentoring sessions or not. The mentees are also not supposed to be selected based on their advantages and desires and should be opted as per the respective productivity and efficiency (Cooney, 2012). For this purpose, the action plan needs to include registration modes as well to seek participation.
Further, the mentoring rooms and session areas must be designed as per the required environment to achieve positivity and productivity. This might help Deliveroo possess effective outcomes in efficiency and learning strategies (McCarthy, 2014). Additionally, the mentor must process relevant experience and skillsets to match the organisation's required set of goals and objectives. The action plan will categorise the mentees into groups and teams based on their credibility (Kunaka and Moos, 2019). Lastly, the action plan will also establish the right sort of feedback and evaluation processes once the session ends.
Right after the program ends, the evaluation of outcomes must be processed within the next six months. This will become compulsory because of the implementation of future mentoring sessions. The program evaluation process can be processed via the feedback system once the mentoring session ends (Kahle-Piasecki, 2011). In this regard, the program evaluation process will include the roles and responsibilities of the HR, team leader, and the upper management of Deliveroo. Lastly, the program evaluation must be acknowledged with proper award and recognition for the session's best mentee.
Below are the two recommendations that might potentially help Deliveroo to develop effective mentoring strategies –
To conclude, this report aimed to echo a peer-to-peer learning strategy that might help Deliveroo grow more comprehensively. For this purpose, this report has included segments such as the management structure, mentor and mentee selection processes, support structures, action plan, and program evaluation processes. Lastly, this report has provided relevant recommendations to the organisation that might help them develop a mentoring session more effectively.