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Organizational Benefits of Mentoring Case Study

Organizational Benefits of Mentoring Case Study

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Coaching

For the two scenarios provided, prepare a recommendation for mentoring or coaching for HR leadership in an internal memo that is a total of 2-3 pages.

Today’s employee has different expectations from work than employees have had in the past. Employees want their organizations to offer extensive opportunities for growth, learning, and advancement. In addition, employees have expectations that go beyond the present. The vast majority of employees in the organization have aspirational desires for career advancement. A challenge HR professionals and learning-development staff and supervisors are experiencing is guiding employees towards their long-term goals. Some employees aspire to become organizational senior leaders and will likely be in roles that will prepare them for that opportunity. Other employees want specialized tracks to success, tracks that will move them into senior positions with responsibility over products and programs. Another group of employees isn’t sure what they really would like their careers to be and will benefit from exposure to different roles and responsibilities across different disciplines in the organization.

Employees often have visions of their professional future that require mentoring to achieve. Mentoring will maximize the benefit of the experiences, learning, and development they will have while working in your organizations. In addition to mentoring, many employees will need coaching at different stages of their development in the organization. Coaching may be needed for many organizational roles and activities.

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12/1/2020 Course Navigation  Assessment 3 Instructions: HR Challenge: Personalized … Tutorials Support Log Out Bryan Nickerson 2  Assessment 3 Instructions: HR Challenge: Personalized Mentoring or Coaching For the two scenarios provided, prepare a recommendation for mentoring or coaching for HR leadership in an internal memo that is a total of 2-3 pages. Today’s employee has different expectations from work than employees have had in the past.Organizational Benefits of Mentoring Case Study
Employees want their organizations to offer extensive opportunities for growth, learning, and advancement. In addition, employees have expectations that go beyond the present. The vast majority of employees in the organization have aspirational desires for career advancement. A challenge HR professionals and learning-development staff and supervisors are experiencing is guiding employees towards their long-term goals. Some employees aspire to become organizational senior leaders and will likely be in roles that will prepare them for that opportunity. Other employees want specialized tracks to success, tracks that will move them into senior positions with responsibility over products and programs. Another group of employees isn’t sure what they really would like their careers to be and will benefit from exposure to different roles and responsibilities across different disciplines in the organization. Employees often have visions of their professional future that require mentoring to achieve. Mentoring will maximize the benefit of the experiences, learning, and development they will have while working in your organizations. In addition to mentoring, many employees will need coaching at different stages of their development in the organization. Coaching may be needed for many organizational roles and activities. Mentoring The nature of mentoring varies, and the type of mentoring we give depends on the needs of different employees. What might seem an easy, quick session with one employee might turn into an extensive engagement for another. Mentoring in organizations may be formal or informal. Formal mentoring usually involves a group of dedicated members of the staff willing to guide employees through professional learning they do not know and may not understand. Formal mentoring may be administered by the learning and development office of human resources. Some organizations have ongoing informal mentoring that manifests based on professional affinity between a prospective mentor and mentee. The benefits of mentoring are significant and allow employees to learn from past experiences of their mentor. This relationship can help encourage social confidence, support individual community and open networks to the mentee they did not know existed.Organizational Benefits of Mentoring Case Study
Coaching Organizations must be capable of responding to performance, leadership, and other aspects of organizational life that require attention. An activity that can help improve all these areas is coaching. Coaching is a demanding skill that requires training and knowledge on how to execute it and directly support the employee’s challenges. Some challenges require more sophisticated coaching by certified coaches, but other less demanding coaching needs are often performed by supervisors or managers. HR Challenge These are two individuals that are in need of professional coaching or mentoring. Consider which approach would be most effective for each case. Joaquin aspires to become a manager in the organization. He is currently in the very early stages of his career as a financial management professional at CapraTek. He is struggling with understanding what he could do to achieve his dream of becoming an executive at the company years from now, or possibly for one of CapraTek’s competitors. Steve is a Baby Boomer who had worked at CapraTek, retired, and was offered the opportunity to return to the company because he possessed a very specific bio-tech background that was in high demand in the competitive landscape. Now that he is back and https://courserooma.capella.edu/webapps/blackboard/content/listContent.jsp?course_id=_283904_1&content_id=_9434513_1 1/3 12/1/2020 Assessment 3 Instructions: HR Challenge: Personalized … has made some very significant contributions to the company’s bio-tech projects, he would like to work in human resources, as he The HRtobusiness that you support as part of the learning and development office for CapraTek has asked you to make a wants make hispartner new career about people. recommendation for each of the individuals above to begin a mentoring or coaching process within the company. Instructions For the two scenarios above, prepare a recommendation for HR leadership in an internal memo that is 2–3 pages. Select and explain whether mentoring or coaching would be the better approach to support each employee’s professional development needs. Describe the nature of mentoring OR coaching best practices, relevant to each individual. Evaluate the benefit to the organization from each individual’s mentoring or coaching program. Develop a communication strategy to inform the direct managers and their employees about the decision to initiate the mentoring OR coaching process.
Additional Requirements The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Length of paper: Your coaching and mentoring recommendations should be a total of two recommendations and 2–3 pages in length. Organization: Make sure that your writing is well-organized, using headings and subheadings to organize content for the reader.Organizational Benefits of Mentoring Case Study
Font and font-size: Times New Roman, 12-point. Number of resources: A minimum of four course resources. Evidence: Support your thoughts and ideas with data and in-text citations. Use current APA format for in-text citations and create a reference list at the end of your documents. APA formatting: Resources and in-text citations are formatted according to current APA Style and Format. Written communication: Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards. Write for a specific audience, using the vernacular of the profession. Use spell-check and other tools to ensure correct spelling and grammar. Competencies Measured Competency 2: Apply theories and models of professional learning. Describe mentoring and coaching best practices from scholarly sources. Competency 3: Evaluate approaches for the design, development, and implementation of programs which support learning needs in the workplace. Evaluate the benefit to the organization from each individual’s mentoring or coaching program. Competency 4: Develop approaches to support learning, career development, and mobility of individual contributors, managers, and leaders. Explain whether mentoring or coaching would be the better approach to support each employee’s professional development needs. Develop a communication strategy to inform the direct managers and their employees about the decision to initiate the mentoring OR coaching process. Competency 5: Communicate clearly, accurately, and professionally for the HR field. Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards. SCORING GUIDE Use the scoring guide to understand how your assessment will be evaluated. https://courserooma.capella.edu/webapps/blackboard/content/listContent.jsp?course_id=_283904_1&content_id=_9434513_1 2/3 12/1/2020 VIEW SCORING GUIDE Assessment 3 Instructions: HR Challenge: Personalized … Organizational Benefits of Mentoring Case Study
https://courserooma.capella.edu/webapps/blackboard/content/listContent.jsp?course_id=_283904_1&content_id=_9434513_1 3/3 12/1/2020 Capella University Scoring Guide Tool HRM-FPX5070 u03a1 – HR Challenge: Personalized Mentoring or Coaching Learner: Bryan , Nickerson OVERALL COMMENTS Hi Bryan, Thanks for submitting assessment three. Please see the instructions for the assessment. “For the two scenarios provided, prepare a recommendation for mentoring or coaching for HR leadership in an internal memo that is a total of 2-3 pages. There are two scenarios in the module materials that serve as the context for this assignment. Please review those and reframe your paper to address those two situations. LMK if you have questions. I have used the non-performance ratings due to the context. Professor Poirier RUBRICS https://scoringguide.capella.edu/grading-web/gradingdetails 1/10 12/1/2020 Capella University Scoring Guide Tool CRITERIA 1 Explain whether mentoring or coaching would be the better approach to support each employee’s professional development needs. COMPETENCY Develop approaches to support learning, career development, and mobility of individual contributors, managers, and leaders. NON_PERFORMANCE: Does not explain whether mentoring or coaching would be the better approach to support each employee’s professional development needs.Organizational Benefits of Mentoring Case Study
BASIC: Explains either mentoring or coaching to support one employee’s professional development needs, or explains both but not with sufficient detail. PROFICIENT: Explains whether mentoring or coaching would be the better approach to support each employee’s professional development needs. DISTINGUISHED: Explains whether mentoring or coaching would be the better approach to support each employee’s professional development needs and gives examples of activities that could be used with both employees. Comments: https://scoringguide.capella.edu/grading-web/gradingdetails 2/10 12/1/2020 Capella University Scoring Guide Tool CRITERIA 2 Describe mentoring and coaching best practices from scholarly sources. COMPETENCY Apply theories and models of professional learning. NON_PERFORMANCE: Does not describe mentoring and coaching best practices from scholarly sources. BASIC: Describes mentoring and coaching best practices in laymen’s terms, but does not reference scholarly sources. PROFICIENT: Describes mentoring and coaching best practices from scholarly sources. DISTINGUISHED: Describes mentoring and coaching best practices from scholarly sources and includes examples from the field . Comments: https://scoringguide.capella.edu/grading-web/gradingdetails 3/10 12/1/2020 Capella University Scoring Guide Tool CRITERIA 3 Develop a communication strategy to inform the direct managers and their employees about the decision to initiate the mentoring OR coaching process. COMPETENCY Develop approaches to support learning, career development, and mobility of individual contributors, managers, and leaders. NON_PERFORMANCE: Does not develop a communication strategy to inform the direct managers and their employees about the decision to initiate the mentoring OR coaching process. BASIC: Develops one form of communication, but not a strategy, to inform both the direct managers and their employees about the decision to initiate the mentoring OR coaching process. PROFICIENT: Develop a communication strategy to inform the direct managers and their employees about the decision to initiate the mentoring OR coaching process. DISTINGUISHED: Develop a multi-level communication strategy to inform the direct managers and their employees about the decision to initiate the mentoring OR coaching process and explains the benefits for their careers. Comments: https://scoringguide.capella.edu/grading-web/gradingdetails 4/10 12/1/2020 Capella University Scoring Guide Tool CRITERIA 4 Evaluate the benefit to the organization from each individual’s mentoring or coaching program. COMPETENCY Evaluate approaches for the design, development, and implementation of programs which support learning needs in the workplace. NON_PERFORMANCE: Does not evaluate the benefit to the organization from each individual’s mentoring or coaching program. BASIC: Evaluates the benefits of a mentoring or coaching program, but not specifically how it benefits the organization. PROFICIENT: Evaluates the benefit to the organization from each individual’s mentoring or coaching program. DISTINGUISHED: Evaluates the benefit to the organization from each individual’s mentoring or coaching program using comparisons from the literature or the field. Comments: https://scoringguide.capella.edu/grading-web/gradingdetails 5/10 12/1/2020 Capella University Scoring Guide Tool CRITERIA 5 Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards. COMPETENCY Communicate clearly, accurately, and professionally for the HR field. NON_PERFORMANCE: Does not convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and writing scholarly standards. BASIC: Conveys purpose, in an appropriate tone or style. Clear, effective communication is inhibited by insufficient supporting evidence or minimal adherence to applicable writing standards. PROFICIENT: Conveys purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards. DISTINGUISHED: Conveys clear purpose, in a tone and style well-suited to the intended audience. Supports assertions, arguments, and conclusions with relevant, credible, and convincing evidence. Exhibits strict and nearly flawless adherence to organizational, professional, and scholarly writing standards, including APA style and formatting. Comments: Supplemental Feedback https://scoringguide.capella.edu/grading-web/gradingdetails 6/10 12/1/2020 Capella University Scoring Guide Tool SUPPLEMENTAL CRITERIA 1 Purpose Compose a text that articulates meaning relevant to the main topic, scope, and purpose of the prompt BEGINNING: This text is unrelated to the assignment prompt. DEVELOPING: This text is related to the assignment prompt but does not demonstrate an understanding of the main topic, scope, and purpose. SKILLED: This text responds to the assignment prompt and appropriately addresses the main topic, scope, and purpose. ADVANCED: This text presents a focused response to the assignment prompt and demonstrates a thorough understanding of the main topic, scope, and purpose. Comments: SUPPLEMENTAL CRITERIA 2 Organization Develop text using organization, structure, and transitions that demonstrate understanding of relationship between main and subtopics BEGINNING: This text does not include a thesis statement and is organized inappropriately for the assignment. DEVELOPING: The thesis statement in this text is unclear and/or the text is presented in paragraphs with unclear main idea(s) and/or transitional phrases.Organizational Benefits of Mentoring Case Study
SKILLED: This text includes a thesis statement and is organized into paragraphs, with clear main ideas and effective transitional phrases. ADVANCED: This text reflects a strong thesis statement. Additionally, this text is organized with skillful transitions into paragraphs with clear main ideas, sufficient evidence, analysis, and linking information. Comments: https://scoringguide.capella.edu/grading-web/gradingdetails 7/10 12/1/2020 Capella University Scoring Guide Tool SUPPLEMENTAL CRITERIA 3 Evidence Integrate into text appropriate use of scholarly sources and evidence BEGINNING: This text included plagiarized information. DEVELOPING: This text lacks synthesis of information from sources and/or the credibility of the sources is questionable, with many flaws in APA citation style. SKILLED: The included evidence was integrated and synthesized from outside sources, most of which are scholarly, with minimal flaws in APA citation style. ADVANCED: The evidence in this text was integrated and synthesized from credible, scholarly, and professionally sound sources, with minimal flaws in APA citation style. Comments: https://scoringguide.capella.edu/grading-web/gradingdetails 8/10 12/1/2020 Capella University Scoring Guide Tool SUPPLEMENTAL CRITERIA 4 Tone Apply in text the standard writing conventions for the discipline, including structure, voice, person and tone BEGINNING: Text uses language inappropriate for the intended audience. DEVELOPING: This text does not meet writing conventions for the discipline and lacks appropriate voice, person, and/or tone for the intended audience. SKILLED: This text meets writing conventions for the discipline and there were minimal issues in appropriate use of voice, person, or tone for the intended audience. ADVANCED: This text exhibits strict adherence to writing conventions for the discipline and uses appropriate voice, person, and tone for the intended audience. Comments: https://scoringguide.capella.edu/grading-web/gradingdetails 9/10 12/1/2020 Capella University Scoring Guide Tool SUPPLEMENTAL CRITERIA 5 Sentence Structure Produce text with minimal grammar, usage, spelling, and mechanical errors BEGINNING: Text meaning is unclear due to errors in sentence structure, grammar, usage, word choice, spelling, or mechanics in 75% or more of text. DEVELOPING: Text meaning is interrupted due to sentence structure, grammar, usage, word choice, spelling, or mechanical errors in 25%-75% or more of text. SKILLED: Text conveys clear meaning with minimal issues in grammar, usage, word choice, spelling, or mechanical errors in 10%-25% of text. ADVANCED: Text complexity and concision conveys clear meaning, with grammar, usage, word choice, spelling, or mechanical errors in 10% or less of text. Comments: https://scoringguide.capella.edu/grading-web/gradingdetails 10/10 ..Organizational Benefits of Mentoring Case StudyOrganizational Benefits of Mentoring Case Study