INTERNSHIP REPORT FOR THE PERIOD: 19TH MAY 2012 TO 6TH JUNE 2012.
Internship is an exercise that gives students an experience of what is expected of them after completing studies and joining their field of study. Human resource aims at making companies become the preferred employer over the other competitors. This process has become a continuous one and firms no longer hire because there is a vacancy, companies are now treating hiring as a strategic plan to ensure that talent is sought and grown. This ensures that whenever positions arise, knowledgeable staffs fill these positions. This department is useful to any organization because it supports career development; this has been used as a strategic aspect of placing a firm ahead of its competitors Internship presents an opportunity for students to practice their theoretical knowledge (Snell & Bohlander, 2013). The internship was carried out in the Human resource department. It involved selecting, hiring and training of new staff in the company. During the one month period of internship in a sales and distribution company based in Saudi Arabia, the student gained practical knowledge and skills of managing human resource. The following is a description of the activities, opportunities and challenges encountered in this internship.
During this internship, the role was constant but it also varied depending on the planned events for each day. The day began every day at 8 am in the morning by attending to a brief departmental meeting that addressed the day’s activities and expectations. The activities included handling human resource complains and requests. Most of these included requests for extra staff in the various departments. The sections which required extra staff were identified and put in the records to be acted in the near future. Updating of this information ensured that issues were responded to in sequence and that none was overlooked. Responding to these requests required planning before action could be taken. At the time of this internship, the human resource department had previously identified the sales department as lacking man power and put on an advertisement. There were close to 3,000 applications in response to this advertisement. These were to be worked on to come up with a team of 8 candidates that would fill the vacant positions. This was the task for the intern to work with the rest of the human resource team in selecting, hiring and training the new team in the system within a period of one month. The procedure included going through the applications received and shortlisting the best qualified candidates. This was done on the first week while the second week involved screening the qualified candidates to come up with the final result. The third week constituted of interviews while the last week involved induction of the new team.
19th to 25th may 2012
-Applications were received and sorted by the qualification standards, those that met the minimum requirement were identified for further examination.
-The second screening process was done to come up with the ones who had superior qualifications above the minimum requirements.
-The most qualified ones were identified and the elimination process began to narrow down to the 15 candidates required.
– The final procedure was carried out and the prospective candidates were identified to be contacted in the next week. A total of eight candidates were identified.
-The date for conducting interviews was identified as 4th June 2012. This was discussed by the head of the sales department and the Human resource team.
-Calls to invite candidates for interviews were made on 25th may 2012.
26th to 1st June 2012
-On the first day of the week, calls were made to invite candidates for the interview which was to take place on the Monday 4th of June 2012.
-Preparation for these candidates was made, areas of interest that the candidates were expected to be familiar with were identified.
-Interview questions drawn from these areas were designed and the team shared the topics that each member of the panel would focus on.
-Other Human resource duties like updating records and handling human resource issues were done in concurrent with these processes.
2rd to 9th June 2012
-Final preparations concerning the interviews were done. Other participants outside the human resource department were asked to confirm their presence in the interview. These included the general manager and the sales manager.
-All the finalizations were done and the interviews were conducted from 8.00 am to 4.00 pm in the evening.
-The intern was given an opportunity to sit in the panel in which five of the candidates were engaged. The main focus was on the communication skills of the candidates, their experiences while relating to other staff. It also focussed on their weaknesses and strengths in a working environment.
10th 16th June 2012
-further discussions and consultations were done to come up with the final result. Eight candidates were identified and contacted to report on 12th June 2012.
-The training started on the same day that the candidates reported. Speakers were invited to represent each department in the entire firm. This was done to ensure that they were provided with information about all the aspects of the organization.
Benefits of the internship experience
This internship was very useful because the student could relate classroom theory to the practical assignments that were undertaken. For instance, picking the best candidate from a bunch of applications is a process that is very involving and requires paying attention to details. This is important to ensure that only the best is taken. It gives a student an opportunity to test his education in a practical environment. It also gives students an opportunity of self analysis in which they can establish their strengths and weaknesses while working in their areas of interest. They learn how to build up good relationships with colleagues through the aspect of team work which is crucial for good performance. Dealing with human resource can be a difficult experience because people come from different backgrounds and have diverse personalities. Internship gives learners an opportunity to study people and understand the personal issues that affect the way people work together as a team (Turkington, 2006).
During this internship, the issue of recruiting and hiring staff was significant and the experience was very informing. The student learnt the main procedures that are followed to determine whether an applicant can be considered for a job. It was evident that it not only involves meeting the minimum requirements but also looking for the added value that the candidate is likely to bring to the company. From this experience, identifying a potential candidate who matches the job requirement is now a simplified task which can be undertaken in future without difficulties (Noe, 2006). Flexibility was also an aspect learnt in this exercise, it was not only about dealing with staff but also administrative issues concerning staff. This meant that there is more to this department than stated in the theory work. It requires knowledge of what happens in the rest of the department for human resource personnel to address staff issues adequately (Bossche, Gijselaers & Milter, 2012).
Human resource department is important in ensuring that a company meets its objectives. This is achieved by matching the organization’s requirements with the right candidate who has similar ambitions in their career. It is also involved in maintaining the existing work force interested in the job through motivation and support. Support includes training and promoting staff to the next level. This ensures that the employees do not divert their interest in other firms. Losing an experienced and skilled employee to another company is costly because a lot of resources are invested in recruiting, hiring and training new staff. Management policies are also implemented through this department because they monitor what employees do to ensure that they follow the company guidelines. It is necessary to monitor staff performance to ensure that they produce the expected results and that the value for the resources directed to them is achieved. Non performing staff can be coached and motivated to do better. Staff wellness also falls under this department and organizations should be careful to ensure that they have a good relationship with the staff because they determine the growth or failure of the business. Discipline is also important in ensuring that staffs follow the rules and regulations that govern the company. When discipline, support and motivation are offered to employees, they are likely to excel in their responsibilities.
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