About the Course
Organizations invest in mentoring because they want outcomes they can show, not just good intentions. In mentoring programme design, that means proving capability in programme rationale, eligibility criteria, mentor preparation, matching logic, evaluation planning, and relationship governance, using a structure informed by the mentoring programme lifecycle, Kirkpatrick-style evaluation thinking, and a clear programme charter. If you cannot define who the programme serves, how the matching works, and what evidence will prove value, the programme becomes difficult to defend, scale, or improve.
This course turns scattered experience into a practical mentoring programme design system. You will practice building a needs analysis, drafting role descriptions for mentors and mentees, structuring a matching framework, designing a launch plan, and selecting indicators for formative and summative evaluation. You will also be introduced to digital matching workflows and simple data capture approaches that help you track participation, satisfaction, retention, promotion, and development signals without overcomplicating the process. What you will learn: how to design, launch, and evaluate a mentoring programme using practical templates, clear governance, and measurable outcomes. You will practice the parts that require judgement and drafting, while being introduced at overview level to technology-enabled matching and evaluation approaches that can be adapted to your organizational context.
This course is designed for professionals who must deliver mentoring programmes under realistic constraints such as limited budgets, uneven manager support, inconsistent mentor quality, and pressure to show results quickly. It is built for organisations that need mentoring to work across hybrid teams, multiple functions, and fast-moving talent priorities, where a poorly run programme can create confusion instead of development.
Target Audience
This mentoring programme design and delivery training is for professionals who need to build, run, or improve formal mentoring systems that support development and retention.
- HR Business Partners managing mentoring governance and line-manager alignment
- Learning and Development Specialists designing mentor preparation and briefing tools
- Talent Management Specialists linking mentoring to succession and internal mobility
- Leadership Development Consultants structuring programme cohorts and development outcomes
- People and Culture Managers overseeing programme rollout and participant engagement
- Employee Experience Specialists improving mentoring journeys and feedback loops
- Organizational Development Practitioners designing programme logic and success measures
- Graduate Programme Coordinators matching early-career talent with mentors
- DEI Programme Leads using mentoring to support inclusion and progression
- Line Managers sponsoring mentoring activity and reinforcing development plans
Course Objectives
This course equips you to plan, design, implement, and measure mentoring programme initiatives that improve development outcomes, strengthen governance, and support credible reporting.
- Assess current mentoring needs using a programme rationale and stakeholder analysis.
- Apply the mentoring programme lifecycle to a structured launch and delivery plan.
- Design mentor and mentee briefing materials with clear roles, boundaries, and expectations.
- Build a matching framework using selection criteria, compatibility rules, and digital matching inputs.
- Evaluate programme quality against participation, retention, and relationship-level evaluation indicators.
- Navigate sponsor, HR, and line-manager responsibilities through a mentoring governance model.
- Implement monitoring with participation logs, feedback forms, and evaluation scorecards.
- Synthesize findings into an executive report with recommendations for programme improvement.
Requirements & Prerequisites
Participants should have working knowledge of learning and development, talent management, HR operations, or leadership development processes. No coding is required. Familiarity with programme planning, stakeholder reporting, and basic data tracking is helpful, and the course introduces digital matching and evaluation workflows at a practical, operational level rather than technical engineering depth.
Local Application and Business Return in New Zealand
How participants can apply the training in local operating conditions, and the return their organisation can plan for.
How participants apply this
Expected ROI
Training Methodology
This is a practical, outcome-driven course designed to turn mentoring programme aspiration into measurable action and credible reporting.
Methodology includes:
- Hands-on calculation of mentoring participation and completion rates using a programme dashboard template.
- Scenario simulation of a mentor-mentee mismatch, sponsor escalation, and corrective intervention plan.
- Diagnostic review of a mentoring programme checklist based on lifecycle design and evaluation criteria.
- Stakeholder mapping of HR, line managers, programme sponsors, mentors, and mentees.
- Case study analysis of mentoring practice in banking, healthcare, higher education, and technology firms.
- Group workshop to draft a mentoring programme charter, matching matrix, and launch checklist.
- Reflection exercise comparing current mentoring practice against evaluation evidence and retention benchmarks.
Upcoming Sessions
Next available dates worldwide
Certification
Recognized credentials that advance your career
Participants who complete the Mentoring Programme Design and Delivery Training Program earn a Trainingcred Certificate of Achievement, demonstrating professional competence and alignment with global standards in learning and development.
NITA Accredited
Accredited by the National Industrial Training Authority, ensuring programs meet nationally recognized standards of quality and relevance.
CPD Certified
Recognized by the CPD Certification Service, ensuring every program meets internationally benchmarked standards of professional excellence.
Why this course earns its place on your CV
Accredited training, practitioner trainers, and peers on the same career track — the three things real expertise is built on.
Effective Learning & Skill Development
- Build expertise with structured, outcome-driven learning.
- Equip individuals and teams with skills that grow with industry needs.
- Reinforce learning through real-world scenarios, case studies and practical exercises.
Career Growth & Professional Advancement
- Apply what you learn with a proven methodology that ensures lasting impact.
- Develop immediately usable skills that translate directly into workplace success.
- Gain the expertise needed for career advancement and leadership roles.
Training Optimization & Learning Excellence
- Tailor training to industry-specific challenges and organizational goals.
- Use data-driven insights and automation to enhance training effectiveness.
- Evaluate progress and ensure long-term learning success.
Tools and platforms relevant to this field
Examples New Zealand teams may encounter, and that may be featured in training where they support the confirmed course scope.
These are field-relevant examples, not a promise that every tool will be covered. Exact coverage depends on the confirmed course scope, participant needs, and delivery format.
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MentorcliQ MentorcliQUsed to manage mentor matching, programme administration, and participant tracking in structured workplace mentoring programmes.
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Chronus ChronusUsed for matching participants, running mentoring workflows, and collecting programme engagement data.
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Together Platform TogetherUsed to support structured mentoring programmes with matching, session guidance, and reporting.
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Power BI MicrosoftUsed to build dashboards that show participation, completion, and outcome trends for leadership reporting.
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Microsoft Forms MicrosoftUsed to collect mentor and mentee feedback, baseline surveys, and end-of-programme evaluations.
