• To understand the benefits of mentorship in the onboarding process
• To identify key factors that contribute to effective mentorship in onboarding
• To explore different approaches to mentorship in onboarding
• To develop action plans for implementing mentorship in your organization’s onboarding process

• The business case for mentorship in onboarding
• Key factors in effective mentorship in onboarding
• Approaches to mentorship in onboarding
• Developing a mentorship plan for your organization’s onboarding process
• Measuring the effectiveness of mentorship in onboarding

This training will include a mix of lectures, group discussions, and practical exercises. Participants will have the opportunity to apply what they have learned through exercises and case studies.

This training will incorporate both theoretical and practical elements. Participants will learn about relevant theories and research on mentorship and employee onboarding, and will also have the opportunity to apply this knowledge through exercises and case studies.

included in 90-min, Half Day & Full Day sessions

• Group discussion: Participants will discuss the role of mentorship in their own organization’s onboarding process and share best practices and challenges.
• Mentorship plan development: Participants will work in small groups to develop a mentorship plan for their organization’s onboarding process, considering key success factors and incorporating different approaches.
• Measuring effectiveness: Participants will discuss ways to measure the effectiveness of mentorship in their organization’s onboarding process and identify potential metrics to track.

(included in Half-Day and Full Day sessions)

• The Job Demands-Resources Model: This framework suggests that job demands (e.g. workload, time pressure) and job resources (e.g. support, development opportunities) interact to impact employee well-being and retention.
• Socialization Theory: This theory proposes that new employees go through a process of socialization, in which they learn about and adapt to the norms, values, and expectations of their organization.
• The Mentorship Continuum: This model suggests that mentorship can range from more formal, structured relationships to more informal, organic relationships, and can be leveraged to support different stages of the onboarding process.

• The Job Demands-Resources Model can be used to identify areas where mentorship can provide support and resources to new employees, helping to reduce job demands and improve well-being and retention.
• Socialization Theory can inform the design of mentorship programs that support new employees as they learn about and adapt to the organization.
• The Mentorship Continuum can be used to identify the most appropriate type of mentorship for different stages of the onboarding process and different types of new employees.

At the end of this session, participants will have a deeper understanding of the role of mentorship in employee onboarding and will have developed strategies for implementing mentorship in their organization. They will be able to apply this knowledge through the development of a mentorship plan and by identifying ways to measure the effectiveness of mentorship in onboarding.