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Designing a Global mentoring program for GM

GM is an American multinational company headquartered in New York City. The company operates through various sectors, but the main businesses are in power and renewable energy. GM is currently operating in 10 countries (China, South Korea, Singapore, Japan, UK, France, Australia, South Africa, India, and Mexico) and has more than 10,000 employees globally. As a fast-expanding company, one of the top goals of GM is to grow talents globally and ultimately boost firm global competitiveness.

You are the HR Director based in the headquarter. GM has a mentoring system but it only focuses on headquarter employees and mainly for leadership positions. You and your team are planning to design a new global mentoring program to address the challenges derived through the last couple of years. You are confident that the new Global mentoring program can benefit all employees at different levels and locations. Based on a number of internal employee surveys, feedback and consultation from management, as well as surveys and consultations from overseas subsidiaries, you have identified several challenges relating to the people management area:

Although the benefits of a mentoring program are well-recognized, it is very difficult to attract employees to be the mentors; this has been specifically highlighted by expatriates—GM sends hundreds of expats annually, but good mentors are always in shortage;
Employees, no matter headquarter employees, expats, or employees at overseas subsidiaries in general are experiencing high level of stress; based on the employee engagement survey, only 20% of employees are engaged with the organization;
The previous mentoring system is not well integrated with other HR functions such as training, performance appraisal, and reward and compensation;
The previous mentoring system is only designed for headquarter employees, especially leadership positions and mainly focused on career-related support;
There has been a rise of young, female expats who are taking international assignments;
There is no evaluation of the previous mentoring system;
The internal HR data shows the turnover rate for expats/local employees has been increasing;
According to recent expat surveys, there is very low satisfaction rate on company support and training initiatives;
Employees from overseas subsidiaries raised concerns of lack of communication and collaboration between headquarters and local offices;

You are dedicated to design a comprehensive mentoring program to address the above-mentioned challenges and benefit the global employees and the company as a whole. In the proposal, you have to discuss the following areas:

Purpose of the program

You can consider the following points. You don’t need address all of them, these are just some examples that you can consider:

What is the purpose of your Global mentoring program?
What problems could it solve?
What business needs could it address?
What are the tangible business results you want to achieve?

Target of the program

What audience are you trying to impact (e.g., headquarter employees, expats, employees at subsidiaries?)
Who will be the mentee?
Who will be the mentor?
Will these groups be static, or can their roles change as the mentoring program progresses (i.e., can mentees become mentors)?
Will people be required or invited to join?
Can they choose to join your mentorship program or opt out?
How will you recruit new mentees and mentors?
How will you encourage non-participants to join in future cycles?
What will be the benefits for the mentees and mentors?
Will Gender relevant?

Program Structure

Duration of the program (How long will relationships last?)
What focus areas and competencies should mentees and mentors be choosing from to help with making matches?
How mentoring is delivered? (F2F/E-mentoring)
What kind of mentoring support you will provide?

Students need to follow the report format:

Title
Executive summary
Table of contents
Introduction
Body
Conclusion

Referencing guidelines

Can use any of the referencing style (e.g. RMIT Harvard,  APA, or Harvard referencing style) for this assessment. Consistency is important.

You must acknowledge all the courses of information you have used in your assessments.

Refer to the RMIT Easy Cite referencing tool to see examples and tips on how to reference in the appropriated style. You can also refer to the library referencing page for more tools such as EndNote, referencing tutorials and referencing guides for printing.

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