Mentoring Programs in Intel: Analytical Essay

The Mentoring Program is designed to provide information to new employees with the opportunity to improve their knowledge, skills, capabilities, and experience to enhance their careers and professional development. Mentoring programs see experienced staff in a company giving direction and individual bolster to less experienced group individuals. They can be colossally useful to trade in several ways. Regularly, the mentor/mentee relationship could be a one-on-one course of action, where the mentee is guided through aptitudes and career advancement, as well as proficient development in delicate abilities. They too bring a well-organized exchange of abilities (in both bearings) between the coach and mentee, for the advantage of the company. (Why you should start a mentoring program at work | Roubler Australia Blog 2018)

Intel Corporation

Intel Corporation is an American multinational corporation and technology company headquartered in Santa Clara, California, in Silicon Valley. It is the world's largest and highest valued semiconductor chip manufacturer based on revenue,[4][5] and is the inventor of the x86 series of microprocessors, the processors found in most personal computers (PCs). Intel ranked No. 46 in the 2018 Fortune 500 list of the largest United States corporations by total revenue. (Wikipedia Contributors, 2019)

Introduction

Intel company is used mentoring programs for a long time. The play at least rule to apply for the fast-track the sale but the real gift to the intel that the whole company run the by the mentoring programs and they get success in their field of technology. The master of the mentoring program uses both ways to interact with employees, formal and informal way and have a strong network of people. Intel's way of mentoring — and it has nearly nothing in common with conventional, corporate mentoring programs. Intel’s way is more majority rule,

more orderly, and quicker-paced. Most imperative, it has nothing to do with a person's career advancement. Intel’s form matches individuals not by work title or by a long time of benefit but by aptitudes that are in request. “This is certainly not an uncommon program for uncommon individuals. Nor is the company’s mentoring-with-a-difference approach all around confront time and one-on-one counseling. Instep, Intel’s program employments an intranet and mail to perform the matchmaking, making connections that extend over state lines and national boundaries. That empowers Intel to spread its best hones rapidly all through the far-flung organization. At long last, Intel employments composed contracts and tight due dates to form beyond any doubt that its mentoring program gets comes about quickly. (Warner, 2002)

A management structure of intel

Intel Corporation’s organizational structure is based on the nature of the innovation commerce. A firm’s organizational or corporate structure is the composition or course of action of components fundamental to keep a framework of successful and proficient operations. In Intel’s case, the organizational structure is unequivocally based on item sorts. As a driving player within the semiconductor industry, Intel employments the characteristics of its organizational structure to guarantee victory in creating and promoting its different innovative items to target clients around the world. Intel Enterprise features a solid product-type divisional organizational structure. The company’s processors and related items are classified agreeing to their capacities and markets. The corporate structure takes this classification into thought. The taking after is the most characteristic of Intel’s organizational structure and it is involved various components to interact with their employees such as an electronic mode of communication, groups meetings sometimes conduct small enjoy and creative activities to encourage the employees to give their best in the workplace. It is also providing a learning environment to the employees.

Resource Required

This asset is planning to grant mentors over various clusters of programs the aptitudes they ought to construct a faithful connection with mentees. (nationalmentoringresourcecenter.org, n.d.)

There are some basic resources that are needed (mentor) to run the mentoring session are:

1. Space to conduct a session.
2. Communication skills
3. Electronic equipment (computers, projector, etc)
4. Ask questions to build a relationship with the mentee.
5. Clear the all goals of the company as well as proper knowledge.
6. Friendly and peaceful environment.

Mode and how communication will occur between the mentor and mentee

There are various ways and modes to communicate with the mentees most common use is one on one group meeting so all the mentees as their queries and the mentor give the proper guidance to mentee how to do work in the company and also mentor give the information about the company rules, goals as well as safety & employees human resources.

• Mentor gives an overview of the organization.
• Provide the information about policy & rules of the company.
• Explain the way how to approach your seniors if they have any problems like medical illness, discrimination, and so on.
• Transfer techniques and tactics, they use for sale marketing.
• How to communicate and convince the consumer to believe in your product.

Mentor and mentee selection process

This process is done in the first stage of a mentoring program to choose the candidate who can be enrolled in the mentoring programs.

Commentary on induction and how candidates will be matched

In the company like intel, they use the candidate profile to match their mentor. The primary step in Intel’s mentoring program was to form a coordinating framework that killed mystery. The team turned to the representative database in arrange to form an intranet-based survey that may coordinate accomplices with the correct trainer. The framework works by having potential tutors list their beat abilities at Circuit.

Intel’s inside worker location. Accomplices press on subjects that they need experts on, such as authority, Intel culture, or organizing. At that point, the calculation computes all the factors, and the database spits out a list of possible matches.

Once a coordinate is made, a programmed e-mail goes to the guide inquiring her to set up a time for conversation. The guide and the partner learn a few basic but crucial rules at a required course. (Warner 2002)

Mentor and mentee selection criteria, procedures, and tools

There are a number of factors to match the mentor and mentee selection criteria such as (gender, diversity, culture, knowledge, experience, location, interests, tenure, what mentees “need” and what mentors “offer” etc)

• A similar value and belief structure between mentor/mentee.
• The rapid development of trust and support.
• Sufficient self-disclosure.
• A clear business or developmental objective(s) for the relationship.
• Not too big a “gap” in terms of seniority.
• Consideration of experience as being more important than age.
• Not too much similarity, as this will not aid learning.

These aspects develop more quickly with a strong relationship between mentors and mentees. (Merrick 2019)

Support structures

Establishing methods and resources to achieve designated outcomes

The mentor runs a one-to-one informal mentoring session and asks a lot of questions to communicate with the mentee to build trust so the mentee does not feel hesitant to tell or ask to solve any query. Mentor conduct a lot of sessions so they know what kind of problems mentees face they also share experiences with mentees to overcome their problems give them space to do mistakes and learn from them.

Tools to be used

The different task uses different resources and equipment but, in this session, electronic media (PowerPoint slides, images, policies views, feedback, and share story of successful person), as well as face-to-face arrangement meetings, are mostly used. Most of the information is delivered by email and conduct a small meeting in the workplace to do more practices

SWOT Assessment: This stands for strengths, weaknesses, opportunities, and threats. A mentee can increase their strength and overcome their weakness and get more tasks to perform. The SMART key element of mentor and mentee is to set goals to achieve. (Mentoring Tools | Together Mentoring Software n.d.)

Addressing potential cultural differences or diversity issues in mentor-mentee relationships

The role of the mentor is to act as an informal way to build strong relationships and trust cannot be built between the mentee and mentor without communication to exchange views. Because there is no involvement of the management in informal mentoring so there are no eligibility criteria to do that. If both parties are approved for each other to connect, the mentee follows the advice of the mentor to build mentoring relationship and continuous quality improvement activities.

Action plan

In mentoring, Activity arranging is around setting your goals (the things you would like to attain) and after that making them happen. It is not a passive thing but an Activity plan. You will be got to identify

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• What your organization's goal be specific
• What activities commit to making set a target as well as achievable)
• When they are completed (Timescales) (Action Planning – getting the most out of mentoring n.d.)...

Selection of mentor-mentee profile for the mentoring session.

The mentor profile-In the sale department the mentor is control all activities. who has a lot of experience in their field and has good knowledge to run mentoring programs?

• To provide required skills and knowledge to the new staff about handling the customers with different needs.
• To build confident relationships with the mentees.
• To provide training to the new staff about the new techniques and software.
• Train them to handle customers with different needs.

The mentee profile- For a successful mentoring program, it depends on the mantes to create strong coordination between the mentor

• Mentees should know their responsibilities and actions.
• New staff should be more confident in the workplace.
• They should have a trustworthy relationship.
• Build strong and positive relationship bonds with a mentor.
• They should have basic knowledge about the market.

Inform individuals involved in a mentoring session.

It is very essential to inform the staff about the mentoring program. Mentoring sessions are conducted in the hospital and an email is usually gets sent to the manager. Through email inform, all the new employee of the organization is going to conduct a face-to-face mentoring session for the better performance of the sales department. It commences at 10 am-05.00 pm on 24th July 2020 at the intel office.

During this session, the mentor covers all primary topic of the sales techniques and teach how to communicate and convince the consumer. it also gives training on the new software equipment and other things.

Benefits to the sale.

• They get more information about new technology equipment.
• It gives them more confidence in their job.
• They can enhance their knowledge about the organization and make new network terms.

Train the mentor and mentee

It is especially important to train the mentor on the workplace’s latest policy before they run the mentoring session. Proper selection of mentors and mentees is essential because every mentoring program is not effective for everyone. Some people learn fast some take time to cope with their problems.

Matching Mentors and Mentees

The mentor which usually matches all the criteria with new staff through an induction program. Before the mentoring session, the organizes an induction program for the mentor and the mentee so that they can easily match their profiles for better performance.

Build strong mentoring relationships

During the mentoring program, they build a strong relationship between the new employees and the manager as it is a long-term relationship. The mentor provides knowledge based on their experience with new staff. The mentor and the mentees develop short-and long-term goals through open communication.

Program evaluation, including how data will be collected

There are many ways to evaluate the program one of them is the Kirkpatrick Model which has four steps such as:

Reactions one way to induce Level 1 input is to send out an overview to the tutor and mentees with the questions such as:

1. What was most meaningful in your interest within the mentoring program?
2. On a scale of 1-5, how important has your mentoring experience been for your career?
3. Did you appreciate taking part in the program?

Relying as it were on Level 1 input alone will not for the most part tell you on the off chance that the program could be a victory. Be that as it may, it is vital to understand the encounter of the mentee and coach within the program. There may indeed be a few astonishing benefits to mentoring that the criticism reveals.

Learning

Past the starting responses of the members, Level 2 input looks for to degree how much individuals learn over the course of the mentoring program. In any case, it’s critical to keep in mind that the vital learning that goes on in a mentoring program isn’t continuously specialized, or indeed skill-based. Some of the time, the imperative learning that goes on in a mentoring program is attitudinal.

Behavior

What behavioural changes does the program point to create, and how will those be measured? Be clear on the benefits of mentoring to your organization and the tutor and mentee and permit the measurements to stream from there. Behavior changes are exceptionally vital to mentoring programs that center on administration advancement or other ability development. Ideally, mentees will begin to create behavioral changes all through the program. If they are not, it could be critical to explore why unused learning isn’t being connected.

Results

Within the fourth level of the Kirkpatrick demonstration, the comes about of the program is measured. These come about ought to take after the goals of the mentoring program and are frequently organization-level results. It is imperative to clearly characterize the results of the mentoring program, which can some of the time be challenging. (Sabine n.d.)

A conclusion, including any recommendations based on the planned outcomes and the next steps.

Mentoring may be an exceptionally imperative program that is utilized in a work environment to supply preparing the modern staff so they can develop and learn the work environment rules. It gives them numerous openings to get to each other. The key to set up a effective mentoring relationship incorporates beliefs, clear objectives, parts, and duties. It sets out brief- and long-term objectives, utilizing open and supportive communication, which is exceptionally imperative to progress the quality of the administrations given and to preserve the notoriety of the organization. By utilizing the Kirkpatrick Show, not as it were will Organization have an awesome estimation arrangement that can share with different levels of partners, but to have a result reference report when we are planning our program. It could be a key component that is utilized by all sorts of people and organizations to bring approximately learning and advancement and it is exceptionally simple and sufficient to be take after to meet the prerequisites of nearly any circumstance requiring learning and formative tools. Mentoring Programs can be designed to meet the demands, and needs of individuals, organizations, employees, and communities so organizations achieve their goals for the market.