After conducting the needs assessment, you should have a better idea of how your capstone project will serve the organization you have chosen. In this assignment, you will formalize your project in a 750-1,000-word paper that includes the following:A brief description of the scope and purpose identified in the needs analysis.An outline of your action plan.Identification of any unique organizational factors, including resources and barriers that could impact your project.Leadership theories and concepts that you will apply as part of your capstone.Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.

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Needs Assessment-Mentorship Program
Alise E. Jenkins
Grand Canyon University
Needs Assessment-Mentorship Program
Formal mentoring programs help companies increase job satisfaction and commitment,
retain employees, and cultivate organizational citizenship behavior. This needs analysis is
designed in identifying the milestones for the training course on employment-related mentoring.
It also helps in establishing content, learning outcomes and competencies, duration, teaching and
learning strategies for training courses on employment-related competencies. The first step
before developing a mentorship program involves determining the need areas in the organization.
Therefore, if one is planning in offering a mentoring program, it is advisable to have the
interested members fill out an assessment form to determine the recurring needs.
Needs Analysis Questionnaire
Although there are numerous ways of conducting a needs assessment, the needs
assessment in this project involved a form containing possible interview or focus group

Based on personal opinion, who should participate as mentors in the mentorship

Should mentor participation be mandatory? Why or why not?

What are the strengths of the firm’s current processes and systems for employee
socialization and development?

Would a formal mentoring program address any gaps in the company’s current
developmental process? If yes why? If no why? How would it integrate into other
existing systems?

What goals, issues, and needs should the mentoring program focus on addressing? (For
example, retaining employees, employee skill development, broadening exposure, and

How long should the mentoring relationship last?

How should the organization evaluate the mentoring program?

Should the company reward the mentors and employees for their participation? If so,
The questionnaire is the most appropriate tool for this situation because:
1. Questionnaires are practical while gathering data intended for a targeted group.
Therefore, they can be managed various ways by picking and choosing questions
asked as well as the format, whether multiple choices or open-ended.
2. The scalability allows people to gather information from a large audience while
the costs used are relatively low.
3. These surveys thrive on anonymity, which maximizes comfort for those
answering the questions. Since this is the corporate world, some employees may
be cautious with revealing their identity when expressing their opinions for fear of
retaliation by bosses.
4. They cover all aspects of the topic because many questions can be asked.
5. By targeting a broader audience, one gathers large data, which makes information
clearer in identifying the gaps and accurately narrowing them down.
6. Questionnaires are easy to formulate since they are quantitative. Therefore, they
allow easy analysis of the results. Online questionnaires prove easier in handling
due to built-in tools, which help analyze the information without any statistical
knowledge or scientific research.
Findings from the Needs Analysis
The needs or gaps in the current organization showed that:

There is no current mentorship program

There is a need for mentors in the organization to help with career growth.

There is need for mentors to help specialize and refine employee skills in current
job roles.

There is a need for mentors in higher corporate ladders like CEO’s to continue to
foster growth through the entire management chain.

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