Onboarding Mentoring

An advantage of mentoring is that it helps to acclimatise less successful workers to the job and organisational requirements. By having a "go to" person to ask questions, discuss scenarios and generally learn the nuances of the company, the mentee can become a productive member much more quickly and never feel that he has nowhere to turn for help. The mentee can gain the sense of achievement that comes from the mentor's feedback and assessment of his progress. The mentee's quest to gain the mentor's approval can serve as a motivating force to continue to improve his performance. The mentor can gain satisfaction from knowing that she is helping an individual and can take a measure of pride in her accomplishments. For a mentor that has already achieved a great deal of success, she can look at the process as a way of "giving back”.

High employee turnover has monetary costs. Though estimates vary, most experts agree that turnover costs, when all things are considered, equals at least 25% of a leaving employee’s annual wages (Silva & Toledo, 2009). For example, for an employee making $25,000 per year, the total turnover costs associated with replacing that employee would be at least $6,250. This includes cost of prescreening measures such as drug tests, background checks, application reviews, interviews, pre-employment training and other recruitment costs (Dolfin, 2006). It also includes implicit cost associated with on the job training and the productivity loss experienced by other employees that must help acclimate new employees to their environment

There are many benefits that could be useful for young adults to have a mentor, according to Blue Sky Coaching (2008). One of many, that personally stands out to me, is business and life skills. I think this is very beneficial because whether you have a career mentor as an employee or a child development mentor, they can help you discover the value of life and teach you things that will take you farther then you would go on your own. This skill is something you can't get from just anyone, they have to know the skill and tell you the do's and don'ts of the process the correct way. It could be a volunteer from an organization, all the way up to the CEO of a large flourishing company, they will show you the way to go. Other benefits include: knowledge and contacts, perspective

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

Mentors give you the advantage of learning from someone else’s mistakes. They share the experiences they went through to get to where they are today. By learning about the mistakes and experiences, you no longer need to waste your time. Having a good mentor allows you to find the best and easiest way to almost anything.

Bauer, T. (2010). Onboarding New Employees: Maximizing Success. Retrieved April 17, 2015, from http://www.shrm.org/about/foundation/products/Documents/Onboarding EPG- FINAL.pdf

understanding who a mentor should be? How the organisation selects them and what is there

Mentors are a very valuable asset, they go beyond that of a networking colleague and help guide you towards success in life both at work and outside of work. At my present job, not my practicum, I have a mentor that I talk to once in a while and she provides me with some guidance and recommendations that are not only work-related, but also life

Onboarding is a multi-faceted occurrence that encompasses a range of functional and qualitative experiences. It spans the very first welcome screen, account creation, introduction of features, and alerts that prompt specific tasks in a workflow. When done right, each of the steps represents an opportunity for increasing user engagement—but if poorly implemented or introduced with little forethought, they become hurdles that risk turning a customer away for good.

My organization focuses heavily on mentoring relationships. Anytime a new individual is hired, we try to ensure that they will receive the training necessary to take their bosses job. We focus heavily on them knowing their job and the job two levels beyond their current position. This has proven effective in getting individuals to understand the "Why" behind some of the mundane things they do.

The payoff of onboarding can be stressful for managers as it is for the newly hired employees. However, the lack of proper knowledge of employees in the work environment can significantly increase mistakes; which can cost a company valuable time and money. According to

Through our investigation, we have discovered the employee turnover rate at APPSmart Inc. is immensely high in comparison to the industry average. This is an important issue that must be quickly addressed. Turnover is the termination of an individual’s employment with an organization and can be permanent, temporary, voluntary or involuntary (Dessler & Chhinzer, 2016). High turnover rate at APPSmart can be due to the lack of compensation and benefits provided to the employees. Employees working in the production plant are paid minimum wage and do not necessarily receive compensation for overtime work. Therefore, if these employees are presented with a better offer, they will likely consider leaving. Turnover can increase recruiting and training

From the beginning, HR printed material, work comprehension and desires, incline up, thus a great deal more, the onboarding procedure can turn out to be truly

Mentorship is very important in the workplace especially in the area of training and development. The mentor-protégé relationship is a much needed relationship that begins in the early career stage and this relationship involves the current or new employees and the supervisor or other colleagues that provide work-related guidance. The relationship itself is comprehensive and involves “educational, occupational, physical, social, and spiritual development” (Greenhaus,, Callanan, & Godshalk, 2010, p 211). One of the initial task of the early career the establishment of the career field which involves the gaining of the workplace competence, learn what is needed to excel in the organization, and to gain acceptance in the workplace to be recognized as the valued employee. There are many ways of achieving the above mentioned advantages in the workplace which one main method is through the use of the mentorship program.

Accompanied with the current shift towards more organic organisation structures and more emphasis on the learning organisation, mentoring provides a more all round experience to the mentees by getting them confident with their role with the organisation. It also improves communication throughout the organisation by allowing mentees to give feedback and learn in a not so formal fashion which helps people feel more relaxed and develops the formal and informal culture of the organisation.