Effectiveness of Workplace Mentor Schemes on Employee Skill Development and Job Performance (2018)

Workplace Mentor Schemes and Employee Skill Development Dissertation – This dissertation project presents an investigation in to the impact of a workplace mentor scheme on employee skill development and self-perceived job performance. To address this question several secondary objectives were investigated that centres around the predominant themes surrounding the question such as mentoring impact on skill development and job performance, forms of mentoring such as e-mentoring and hat makes a successful mentoring scheme?

It is vital this topic is studied due to the emphasis put on effective training within this fast paced and competitive corporate climate, therefore cost saving and beneficial schemes such as mentoring need to be assessed as to whether they are positive for companies. The general literature gathered explained that mentoring has many benefits such as increasing confidence and skills in employees and in result the job performance through high motivation increased.

E-Mentoring is increasing in popularity and has large benefits such as being cheaper than the traditional methods and increasing productivity by 10-15%. Characteristics such as being knowledgeable were noted to be beneficial in mentors for the mentees to progress well. Key themes identified and asses within the findings and discussion included:

• An increase in communication skills
• High job performance from positive mentoring experiences
• Negative attitudes towards E-Mentoring
• Less Mentors in the workplace due to organisations not willing to give up long term employees time
• Successful mentor schemes need patient, caring and understanding mentors

Conclusions drawn from these findings and relation to the literature suggest that few other skills are developed except for communication. Job performance will increase but one negative mentor will have a harmful impact on company image. E-Mentoring is beneficial, but employees need to be educated to these positives as it is currently met with disdain. Focus into making a mentoring scheme effective is required to reap the benefits to become an employee focused organisation.

• 12,000 words – 38 pages in length
• Excellent use of literature
• Excellent analysis of subject area
• Well written throughout
• Includes questionnaire
• Ideal for HRM students

1 – Introduction
Central Area of Concern
Mentoring
Why should Mentoring be Studied?
Reasons Behind Study
Research Question
Research Objectives

2 – Literature Review
Mentoring in the Workplace
Forms of Mentoring
Benefits of E-Mentoring
Employee Skill Development
Employee Job Performance
Importance of Training
A Successful Mentor Scheme
Mentors
Mentees

3 – Methodology
Data Collection
Setting
Participants
Qualitative Interviews
Data Analysis
Ethics
Timescale
Resources

4 – Results
Theme Frequency Graph
Theme Analysis
Increase in Communication Skills
Overall Positive Experience equals High Job Performance
Low Motivation
Lack of E-Mentoring
Mentors must be Patient, Caring, Understanding
Less Mentors in Organisations due to Time

5 – Discussion
Skill Increases from Mentoring
Communication
Networking
Other Skills
Mentoring and the Impact on Self-Perceived Job Performance
Negative vs Positive Experiences
Importance of Social Well-Being
Lack of E-Mentoring
Negative Connotations
Cost vs Time
Reduction of Mentors
Factors that Impact Mentoring Success
Mentor Personality Traits
Mentor Relationship
What happens from here?
Developing a Mentoring Framework
Limitations of Results

6 – Conclusion
Summary of Findings and Implications
To evaluate the Impact of Mentors on Skill Development
To evaluate the impact of Mentors on employee job performance
To assess whether non-traditional forms of mentoring are beneficial such as E-Mentoring
To determine the factors that result in a successful Mentor scheme
Overall
Research Limitations
Recommendations for Future Research

References

Appendix