Introduction to Module M2

Mentoring constitutes a feature of the knowledge-based organisation that emphasises development of human resources. In such an organisation employees are allowed to learn through their own experience, while concentration on tasks is reduced for the benefit of an increased emphasis on relations. Relations are developed to achieve a good atmosphere, positive climate, mutual respect, openness to cooperation and, ultimately, to stregthen intellectual capital. In such an organisation it is obvious for all employees that their most important obligation is constituted by continuous deepening of knowledge, acquisition of new skills and competences, and then sharing this knowledge and skills with others. Interactions established in such teams allow for generation of innovative solutions.

Work in a modern organisation is equal to the necessity of continuous learning, while the mentoring relation facilitates this task a lot. Mentoring constitutes the strengthening of valuable elements of an organisational culture, due to the possibility of full transfer of skills, methods of work and systems of values by authorities (mentors) to employees.

Module 2 enables the mentee to learn the basic concepts related to the implementation and assessment of the work-based mentoring process. Module 2 contains three modular units:

  • M2_03 - Analysis of conditions significant for the work-based mentoring process
  • M2_04 - Implementation of the mentoring process
  • M2_05 Record and analysis of the mentoring process

Module 2 aims at the presentation of how to perform mentoring activities in practice (after a theoretical module concerning planning activities within the scope of mentoring - M1).

Modular unit M2_03 Analysis of conditions significant for the work-based mentoring process

The prepared modular unit enables mentees to achieve the following effects/results:

  • knowledge of the context and impact of the organisational culture (corporate culture) on ethical standards, relations inside an organisation, including methods of communication, approach to learning (including lifelong learning),
  • skill of integration of the mentoring process, including procedures and interactions between the mentor and the mentee into the corporate culture,
  • organisational culture (including various models of implementing mentoring in the organisation),
  • knowledge and skill of designing roles of particular stakeholders in the mentoring process
  • diagnosing barriers in the implementation of mentoring at the organisation and mentee level.

Learning outcomes within the framework of the modular unit M2_03

Knowledge Skills Competence
  • Understands the organisational policies and procedures relevant to the mentoring process - Understands the operational context, working methods, resources and relevant personnel of the employing organisation
  • Understands the operational context, working methods, resources and relevant personnel of the
  • Understands the key personnel and support available from the learner's school, training organisation - Understands the common factors and barriers affecting the mentoring process in the workplace
  • Understands the common factors and barriers affecting the mentoring process in the workplace
  • Is able to explain the term 'corporate culture' in general to the learner and to describe the specifics of corporate culture of the specific company or organisation
  • Is able to uncover problems that may arise regarding the learner's job satisfaction or mentoring process taking into account the input from the learner and help in their solution
  • Take responsibility for his/her own work approach and role
  • Respect the client’s need for information, commitment and confidentiality within legal and organisational requirements
  • Comply with, and ensure that others comply with, legal requirements, industry regulations, organisational policies and procedures and professional codes
  • Identify opportunities for mentoring
  • Invite a two-way exchange of information and feedback with the learner and others

Modular unit M2_04 - Implementation of the mentoring process

The prepared modular unit constitutes the heart/core of the mentoring process, as within its framework the mentee will learn about stages of the mentoring process and basic mentoring tools and methods.

In this modular unit, the mentee should achieve the following results/outcomes:

  • knowledge of mentoring techniques and tools, including their application as elements of work-based adult learning,
  • knowledge of mentoring stages, skill of designing them in the working environment,
  • knowledge and skill of integration of tasks for the mentee, mentor and organisational activities into the mentoring stages,
  • knowledge of organisational needs for the mentoring process and support of organisation/workplace for the mentee,
  • knowledge of basic tools and techniques of work between the mentor and the mentee, including, particularly, communication and active listening methods,
  • knowledge of the concept of conflict and techniques of dealing with conflicts within the framework of the mentoring process,
  • knowledge of designating purposes of mentoring and methods of their achievement,
  • knowledge and significance of support for the mentee by the workplace, introduction to the mentoring process, the mentee's place in a team, continuous support in the learning process.

Learning outcomes within the framework of the modular unit M2_04

Knowledge Skills Competence
  • Understands the principles, approaches, and methods of mentoring in the context of implementation of successful work‐based learning programmes
  • Understands the conflict resolution theories, methods, and models that can be used during mentoring process
  • Is able to use mentoring techniques and methods for achieving learner’s learning outcomes and goals
  • Is able to work with learner to undertake the learning
  • Is able to ensure that the learner has an adequate ongoing level of support by workplace management and colleagues for learning and where relevant settling into the organization
  • Take responsibility for his/her own work approach and role
  • Act in a way that shows you are willing to help the learner
  • Create and maintain an effective relationship with the learner that will help the learner to reach their professional goals
  • Adapt your personal style to empathise with different types of learner
  • Seek to understand people's needs and motivations
  • Enable the learner to take responsibility for and ownership of their objectives and goals

M2_05 - Record and analysis of the mentoring process

In this modular unit, the mentee should achieve the following results/outcomes:

  • knowledge and understanding of principles and methods of monitoring the learning progress,
  • knowledge of principles of providing the mentee with effective feedback,
  • knowledge of methods and tools (and skill of their application) of the mentoring process analysis,
  • knowledge and understanding of organisational principles and procedures in the area of analysis, assessment and reporting the work-based mentoring process,
  • skill of agreeing on methods of assessing the mentoring process results that are appropriate, effective, corresponding with selected learning methods,
  • skill of analysing educational progress with the mentee – regular assessment, appropriate tools and techniques, analysis of achieved objectives, help to the mentee in analysing achieved results, designing activities supporting achievement of purposes and learning.

Learning outcomes within the framework of the modular unit M2_05

Knowledge Skills Competence
  • Understands the principles and methods for assessing and monitoring learner’s progress and providing feedback
  • Understands the methods and tools of review for mentoring process
  • Understands the organisational requirements for recording and reporting the interactions, outcomes, and progress of the workplace mentoring process
  • Is able to agree and record the interactions, outcomes, and progress towards objectives and goals with the learner according to organisational requirements
  • Is able to review the learning progress with the learner at regular intervals
  • Build and maintain rapport over sustained periods
  • Take responsibility for his/her own work approach and role
  • Create and maintain an effective relationship with the learner that will help the learner to reach their professional goals
  • Respect the client’s need for information, commitment and confidentiality within legal and organisational requirements
Last modified: Tuesday, 7 August 2018, 11:04 AM