BSBLED805 Assessment 1-

BSBLED805 Assessment 1

Describe the purpose of a mentoring program

A strong and personalised mentoring program can also increase the tenure of existing employees, who feel supported and confident that there is space and opportunity for them to develop at the organisation. Mentoring in the workplace can also boost productivity, as employees improve their skills and become more efficient from the additional guidance and training provided by a mentor.

Describe five benefits that a mentoring program can bring to an organisation.

Benefits:

Mentee, under the guidance of the mentor, is unlikely to make mistakes.

Reducing the cost of training of a new employee at the workplace and make it easier for them to adapt to the new environment.

Increasing employees’ loyalty to the company.

The productivity of the mentor-mentee unit is higher than if they work separately.

Decrease in staff turnover.

Outline at least five components of a mentoring program plan.

Establish clear goals and objectives for the program.

Orient the participants so that both parties understand the purpose, needs, benefits, and expectations for the program and their respective roles, responsibilities, and qualifications.

Evaluate and match mentor personal characteristics, skills, and goals with the characteristics and needs of the protgs.

Provide interpersonal communication training and promote flexibility and tolerance for change for both parties.

Allow the mentor-protg pair to work together on a trial or preparatory basis for a brief period.

Monitor, evaluate, and make adjustments throughout the entire mentorship relationship, focusing on both outcomes and process criteria.

Engender and encourage protg independence to successfully close the mentoring relationship.

Explain the key principles of mentoring program design.

Mentoring requires a trusting, confidential relationship based on mutual respect.

Mentoring involves a clearly bounded relationship that is close and uncoerced (unlike friendship or parenting).

Mentoring involves a definite time commitment.

A mentoring relationship is planned for enhancing specific growth goals of a mentee; not for organizational requirements such as employee evaluation.

The purpose of mentoring must be mutually established by the mentor and mentee with clearly defined goals/ outcomes.

Explain the roles of a mentor.

Coach/Advisor

Give advice and guidance, share ideas, and provide feedback

Share information on “unwritten rules for success” within environment/organization

Provide input to the mentoring action plan

Source of Encouragement/Support

Act as sounding board for ideas/concerns about school/career choices; provide insights into possible opportunities

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Source of Encouragement/Support

Act as sounding board for ideas/concerns about school/career choices; provide insights into possible opportunities

Provide support on personal issues, if appropriate

Resource Person

Identify resources to help mentee enhance personal development and career growth

Expand the mentee’s network of contacts

Explain the roles of a mentee.

Establishing goals based on your needs — review our self-assessment form

Being prepared, including providing agendas in advance of each meeting — review an example of an agenda form

Being an active listener

Maintaining confidentiality

Recognizing the importance of the mentor’s time

Having a willingness to request and act on feedback

Identify at least three pieces of legislation or standards that are relevant to mentoring, including confidentiality and privacy requirements.

Confidentiality

In addition to practical and ethical issues, there are legal issues that are associated with confidentiality in mentorships. If a mentor decides to disclose what has been learned, the mentor may face legal implications dependent upon the information and the agreement between the mentor and the mentoree.

Privacy

This Privacy Policy is Classic Mentoring official online privacy policy and it applies to all personal information collected. In this policy we explain how and why we collect your personal information, how we use it, and what controls you have over our use of it. The Privacy Act 1988 requires entities bound by the Australian Privacy Principles to have a privacy policy. This privacy policy outlines the personal information handling practices of the mentoring.

Discrimination

This means any form of unequal treatment against Australian laws, whether imposing extra burdens or denying benefits. It may be intentional or unintentional. It may involve direct actions that are discriminatory on their face, or it may involve rules, practices or procedures that appear neutral, but disadvantage certain groups of people. Discrimination may take obvious forms, or it may happen in very subtle ways. Even if there are many factors affecting a decision or action if discrimination is one factor that is a violation of this agreement.

Identify at least two organisational policies relevant to mentoring, including confidentiality and privacy requirements

Confidentiality

Confidentiality is a critical component of a successful mentor-mentee relationship. One of the primary reasons why confidentiality is so important is because it helps to build trust between the mentor and mentee. A trusting relationship allows for open discussions and helps toward progressing the mentee to achieve success. Confidentiality allows the mentor and the mentee to communicate with each other freely and without fear that the information discussed might somehow become common knowledge. Without confidentiality, there would always be some concern that the information discussed could be shared in an inappropriate manner. Let us look at a few real-life situations to understand why confidentiality is important in mentoring.

Privacy and Personal Information

When used in this policy,…

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