Standardised internship program deck (2)
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Transcript of Standardised internship program deck (2)
Where It All Comes Together
1Kerry Internship ProgrammeImplementation of Year 1 Platform
November 2011
Objectives Current State and Proposed Future State Internal Analysis and Market Research Understanding the “Millennial” Generation Proposed Internship Programme and Set-up Benefits of the Proposed Programme Internship Programme Evolution Projected Programme Cost and Return on Investment Resource Requirements for Execution Phases Measuring Success Next Steps – For Review Appendix
Resources and Tools Stakeholders
Agenda
Objectives
• Company Objectives To provide students exposure to Kerry as potential employer of choice To provide Kerry a pipeline of future talent that has already been exposed to
the Kerry organization and culture To make the internship experience successful so interns share their
experiences with others; increasing brand awareness on campuses To get support needed for project based work at reduced cost, as an
alternative to hiring full-time or temporary employees that would require additional expenses
• Objectives for Students To provide students with work experience in a global business environment To provide students with functional development that is relevant to their field
of study To provide students an opportunity to gain insight if a career in this industry
is the right choice for them To provide students with opportunities to develop contacts and professional
references within the industry
Current State and Proposed Future State
Current State•Lack of a standardised internship programme
– No specific start dates and outcomes– Inconsistency in programme objectives– Intern activates/events are not
coordinated; managers providing segmented learning opportunities for interns
– Inconsistency in onboarding programmes and procedures
– Does not allow interns an opportunity to network with other interns
•Lack of a standardised development and evaluation of interns
– Not providing opportunities for interns to learn business skills
– Not evaluating interns consistently to study effectiveness of the programme and the development of the intern
•Poor branding efforts that leads Kerry to not attract suitable interns
Future State•A robust and consistent internship programme
– Timeline of phases that should be completed during the year
– Specific company and student objectives– Single point of contact (SPOC) that
coordinates activities/events for interns – Clear and cohesive onboarding objectives
and processes so interns feel valued and welcomed at Kerry
– Structured networking opportunities to grow interns professional network
•Structured development opportunities and assessment of interns performance
– Provide learning sessions for functional- based business skills
– Consistently evaluating interns to identify areas of proficiency and improvement while learning the effectiveness of the programme
•Consistent branding that attracts best-in-class interns to Kerry•Provide interns with an exceptional internship programme who then share their experiences on campuses
Internal Analysis and Market Research
• Reviewed previous Kerry internship documents• Intern focus group with 7 early career professionals at Kerry
– Internship survey feedback data, 2011• External benchmarking and best practices
– Leading and Managing Early Career Professionals: Millennials – Best Practice Report, November 2010– Internship Development Manual: Indiana Internship Employment Guide– Recruitment Internship Programme Reports on Kellogg’s and General Mills– Bloomberg, Business Week, Deltaskymag.com, On Staffing, SHRM, The
2020 Workplace and National Associate of Colleges and Employers (NACE)– Interviewed key contacts at Thrivent Financial for Lutherans and CUNA
Mutual that have experience building an internship programme
Understanding the “Millennial” Generation
“Millennials” (AKA Generation Y, Generation Next, Generation Net, Echo Boomers)– Born between 1977 to 1997; 76 million members and growing– Currently represent 22 percent of all workers, by 2014 they will make up 47
percent of the workforce.* - Future landscape of the workforce – Known to be creative, energetic, innovative and excited by change
Characteristics of Millennials– Collaborate: Understand the importance of working in teams and will bring
these values into their work place– Volunteer: Enhanced focus on volunteerism and believe in a culture of giving
back– Development: Thrive on being challenged and having autonomy
• 19 percent of Millennials in America said they don’t get much feedback at all in their positions, compared to 10 percent in China, 20 percent in India and 37 percent of Millennials in Europe**
– Contribute: Believe in expressing their passions and doing meaningful work – Network: Want to be part of a community at work not only to socialize, but also
to help each other out
*The 2020 Workplace; **Deltaskymag.com
Proposed Internship Programme
– Robust and standardised programme – Marketed consistently at local campuses to attract the best-in-class talent – Clear objectives and well defined outcomes to enhance intern experience and
gain more out of the programme, that is inline with industry best practices– Equips interns with the necessary resources, policies and practices to become
productive quickly – Efficient selection process to ensure consistency– Leverages Millennial's characteristics to keep them engaged– Consistent onboarding so interns feel valued and welcomed at Kerry and ensure
that they become potential talent for future full-time roles
Proposed Internship Programme Cycle
Campus Advertising
(1st Week of June)
(March to Early April)
(Early February)
(February/March)
(Early January)
(June to August)
(Year Round)
1
26
5
4
3
Internship Programme Set Up
Year-round branding and recruiting activities •Identify campuses with appropriate programmes and gather information
– Academic majors offered aligns with Kerry needs– Perceived quality of the programmes in line with Kerry’s goals– Past internship placements in the industry
•Establish relationships with Campus Relations and/or Career Guidance Counselor(s)•Career fairs
– Display flyer/video with testimonials of previous interns’ experiences– Provide internship programme information– Call to action items – application on career-site
•Company preview session – Presentation on company history, mission, values, locations, core values and intern expectations
to establish the Kerry brand and pitch Kerry as an Employer of Choice•Campus interview sessions
– Find best-in-class interns to move forward in selection process•Final on-site interviews and open house•Fill available internship needs
Benefits of the Proposed Programme
• Provides the most efficient and cost-effective way of creating a pipeline of talent for early career roles
• Interns can bring a wealth of fresh ideas and perspectives to our business• Companies that hire interns early are able to keep them interested in full-time
employment once they graduate – After one year on the job, hires drawn from an employer’s own internship programme were
retained at a rate of 75.8 percent. By contrast, 60.7 percent of hires that came on board without the employer’s internship experience were still with the company after one year.
• A well-designed internship programme ensures interns understand the objectives and benefits of the programme
• Continuous flow of fresh talent can be extremely helpful in increasing the diversity of thought within an organization
*National Associate of Colleges and Employers (NACE)
Internship Programme Evolution
Full Developed Internship Programme by Year 3
Campus
Recruitment•Career Fairs•Company Preview Session Intern Selection•Campus Interviews•On-Site Interview with intern presentationOnboarding•Orientation
Recruitment•Career Fairs•Company Preview Session•Kerry Campus Ambassador ProgrammeIntern Selection•Campus Interviews•On-Site Intern Open HouseOnboarding•Orientation Intern Events•Social Events
Recruitment•Career Fairs•Company Preview Session•Kerry Campus Ambassador Programme•Social Media PresenceIntern Selection•Campus Interviews•On-Site Intern Open HouseOnboarding•OrientationIntern Events•Social Events
New to programme
Year 1 (2012)
Year 2 (2013)
Year 3 (2014)Year 1 provides the framing for the internship programme and the years succeeding would include additional initiatives to build up the programme.
Projected Programme Cost
Projected Programme Cost for Year 1 $133,211.70
Average Internship Programme Budget $386,634 (NACE)
*Cost does not include internship facilitator salary and additional social events ($4,335 to $18,258 additionally cost for year round employment for each intern)
Cost Per Hour 3 Months 4 Months 6 Months 12 Months$12.00 $5,419.44 $7,243.29 $10,838.88 $21,677.76$15.00 $6,774.30 $9,054.11 $13,548.60 $27,097.20
Compensation Per Intern
Cost of 15 Interns $12.00 $15.0011 Interns for 3 Months $59,613.84 $74,517.304 Interns for 6 Months $43,355.52 $54,194.40
$102,969.36 $128,711.70Recuriting Events $3,000.00 $3,000.00Catered Lunch ($10 per person) $750.00 $750.00Social Event $750.00 $750.00*Total Projected Cost $107,469.36 $133,211.70
Projected Programme Cost
Internship Cost SavingsR&D Intern
Project: Panelist Sensitivity Screening Test
“Without the interns help, it would have been impossible for our department do to this extensive of screening, even with temps” –Sheryl Karow, Director Sensory
Internal Cost*External Company Cost $150,000.00Intern Cost $8,240.00
Temporary Employment $2,918.00
Misc. R & D Assistance Cost $3,500.00
Product Cost $4,000.00
Cost Savings $131,342.00
Outsourced External Company CostVendor Research and Interviewing $5,000.00Sample Prep, Portioning & Test Admin $91,000.00
Consulting & Analysis + Travle & Lodging$50,000.00
Product Costs + Treats $1,000.00Incentives $1,000.00Aroma Samples $2,000.00*Total Cost $150,000.00
Resource Requirements for Execution
Internship Facilitator•Accountable for successful implementation, operation, and continuous improvement of the internship programme•Time allocation of 50% required towards the internship programme and events year round for at least the first year of implementation. A time allocation of 25% for subsequent years•Activities:
– Coordinates campus advertising and recruiting activities – Develops relationships and contacts with campus internship representatives – Facilitates the development and retention of interns – Serves as go-to person for intern programme questions and provides support to interns
Campus Ambassadors – Current or Past Interns•Represent Kerry on campuses to spread the word about the programme
– Share their experience at career fairs and campus sessions– Articulate Kerry’s vision and values – Assist with logistics for Kerry campus preview sessions– Assist with setting up and taking down booth at career fair
•Criteria for Kerry Campus Ambassadors– One semester of school left after Kerry internship– Actively involved on campus– Is knowledgeable, friendly and can influence students– Ability to articulate Kerry’s vision and values
Intern Needs AssessmentInternship Facilitator sends out e-mail to hiring manager to start thinking of internship needs and projects for the summer in order to develop a position description •Questions that should be asked
– How many interns will be needed in each function?
– Who will they report to? Who will be the interns guide?
– Looking to hire students in their sophomore, junior, senior year of college and what degree he/she is pursuing (Associates, Bachelor's, Masters, PhD)?
– Minimum GPA?– What skills/qualifications are required and
what are preferred? – Internship time frame and will there be an
opportunity to work part time during the academic year?
Phase - Needs Assessment and Finalize Internship Positions
Finalize Internship PositionsHiring Manager finalizes internship needs and sends position description/requisition to internship facilitator•Position description includes:
– Kerry and location overview– Programme description– Qualifications and skills– Education and experience
Internship facilitator compiles all internship needs and position descriptions
Phase - Analysis of College Programmes, Campus Recruitment and Intern Selection
Campus RecruitmentWhat colleges have the best programmes to find the qualified talent to fit Kerry’s internship needs? •Post position descriptions
– Kerrynet for intern referrals– Selected college job boards along with
other job boards if necessary– Contact campus internship representatives
•Coordinate campus interview sessions for internship positions •Source resumes for internship positions •Interview students and select qualified talent to more forward in the process
Intern Selection•Inform top 2 or 3 candidates to participate in a on-site interview
– Interview with hiring manager (60 minutes)
• Company overview, behavioral based interview questions and candidate questions
– Candidate presentation (15 minutes)– Tour of the Kerry building (10 to 15
minutes) – Debrief (5 minutes)
•Extend offer to candidate and ask intern to write down their expectations of the internship programme
Phase: Onboarding – Day 1
Time Activity Goal Person
Responsible8:00am – 8:45am
Welcome/Introductions /Ice Breaker: Introduce yourself, what school and programme you are enrolled in, what department you will be working in, something people might not know about you, and what you like to do in your free time.
Become acquainted with other interns to establish relationships
Internship Facilitator
8:45am– 9:45am
Orientation, paperwork required(W-2 form, confidentiality agreement, site policies, etc.) and tour Kerry facility
Become familiar with the Kerry Center
HR
9:45am – 10:15am
Overview of Kerry Understand company mission, strategic objectives and structure
HR/Internship Facilitator
10:15am – 11:00am
Kerry internship expectations and programme Communicate expectations (Intern evaluations, intern events, weekly intern meetings, final presentations)
Internship Facilitator
11:00am – 11:45am
Break off with intern manager to go over projects Provide a brief project overview and plan for this coming week
Intern Manager
12:00pm – 1:00pm
Catered lunch with interns and intern managers Build relationship with manager and other interns
Intern Manager/Internship Facilitator
1:00pm – 5:00pm
Job shadow with assigned guide to become familiar with department employees and stakeholders, activate e-mail and introduction to location specific resources
Orientation to everyday tasks, team members and tools
Intern Manager/Guide
Phase: Internship Programme
• Lunch with member(s) of the functional leadership team• Intern meetings every other Friday
– Discuss projects interns are currently working on– Have guest speakers discuss functional business skills; presentation skills, project
management, sensory, networking, business etiquette, etc. • Development plan meeting with internship manager
– Agree on learning outcomes and developing a plan to achieve those outcomes. – Meet (3) times during the summer
• Social event (to be announced) • Business Immersion
– Interview with at least (1) employee about his or her career • End of Internship presentation to managers, senior leaders, and interns
Measuring Success
Against External Benchmarks•Offer rate for interns
– National average inter offer rate is 66.7 percent*•Acceptance rate for interns
– National average intern acceptance rate is 87.0 percent*•Conversion rate of interns to new hires
– National average intern conversion rate is 57.7 percent*Against Internal Measures•Investment in internship programme
– Projected programme cost $133,221
*NACE (research gathered from 266 organizations)
Next Steps – For Review
November 3 - Agree on the proposed plan/programme November 14- Get endorsement from Business/Functional Leadership team November 18 - Modifications to programme as per suggestions made
Agree on goals, objectives and budget for the programme November 21 - Identify business units to review internship programme November 28 - Develop and revamp tools/resources needed November 28 - Start year round attraction initiatives
Appendix: Resources and Tools
Career Fair Materials and Hand outs
Preview Session – Who is Kerry?
Interview Assessments
Presentation Evaluation
Needs Assessment Recruitment Selection Onboarding Programme /Finalize Positions
Guide Expectations
Onboarding Schedule & Documents
Intern Expectations
Intern Agreement
Confidentiality Agreement
End-of-internship Presentation Outline
Intern Meeting Presenters and Presentations
Intern Programme Checklist
Development Plan and Evaluation
End-of-Internship Presentation Outline
Exit Interview Questions
Focus Group Questions
Currently Exists Needs Revamping Does Not Exist
Internship facilitator Calendar
Intern Need Assessment Form
PD Template
Intern Manager Pre-Meeting Agenda
Appendix: Stakeholders Involved
Service Center
Internship Facilitator
Learning & Performance Management
ICT HR Intern Manager
Guide Kerry Campus
Ambassador
Needs Assessment/Finalize Positions
X X X
Recruitment X X X
Selection X X X X
Onboarding X X X X X X X
Programme X X X X