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Internal Internship Program
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Internal Internship Program
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
We are in the process of developing an internal internship program (for various reasons that I can go into if necessary). We have had student interns in the past so we are familiar with some of the un
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Internal Internship Program
posted at 7/29/2009 10:14 AM EDT
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Posts: 108
First: 2/1/2007 Last: 9/9/2010 |
We are in the process of developing an internal internship program (for various reasons that I can go into if necessary). We have had student interns in the past so we are familiar with some of the unique issues interns can bring. In this case we are thinking of having current employees intern in a different department for 1-2 days per week.
Has anyone developed something like this before? What special issues did you encounter. |
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Internal Internship Program
posted at 7/30/2009 4:23 AM EDT
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Posts: 1783
First: 11/11/2003 Last: 5/13/2010 |
I think an internal internship program is an excellent mechanism to broaden employees' skills and to provide them with an opportunity to grow their careers within your organization.
The stickiest issue likely is coordination between an employee's home and intern departments. Although managers may support their staff members' development, they will understandably be concerned that the work for which the employees are responsible gets done. |
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Internal Internship Program
posted at 7/30/2009 5:57 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
This can be a very valuable tool and a significant part of any process designed to support a succession plan or improve organizational bench strength.
Things to be arare of are: 1. If using non-exempt employees the impact on their over-time eligibility and calculation. 2. If OT enters the picture, which group owns the added expense. 3. Will wages be different in the intern role from the employee's regular rate. 4. Development of selection criteria for who gets to participate is crucial. 5. What happens if one does not become successful in the intern program but is otherwise a good producing employee. 6. Who is accountable for performance and disciplinary matters during the intern period. 7. How will the employees in the intern program be evaluated. Of course there are more but all of these need to be given thought and some how addressed as a part of this intern program you are developing. Once you have and then have a process that addresses these things will go much smoother for you. Best of luck. |
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