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Where It All Comes Together 1Kerry Internship Programme Implementation of Year 1 Platform November 2011

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• Analyzed internal and external internship documents, creating a standardized internship program proposal to attract, engage and develop a pipeline of best-in-class talent.

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Page 1: Standardised internship program deck (2)

Where It All Comes Together

1Kerry Internship ProgrammeImplementation of Year 1 Platform

November 2011

Page 2: Standardised internship program deck (2)

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

Page 3: Standardised internship program deck (2)

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

Page 4: Standardised internship program deck (2)

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

Page 5: Standardised internship program deck (2)

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

Page 6: Standardised internship program deck (2)

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

Page 7: Standardised internship program deck (2)

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

Page 8: Standardised internship program deck (2)

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

Page 9: Standardised internship program deck (2)

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

Page 10: Standardised internship program deck (2)

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)

Page 11: Standardised internship program deck (2)

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.

Page 12: Standardised internship program deck (2)

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

Page 13: Standardised internship program deck (2)

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

Page 14: Standardised internship program deck (2)

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

Page 15: Standardised internship program deck (2)

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

Page 16: Standardised internship program deck (2)

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

Page 17: Standardised internship program deck (2)

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

Page 18: Standardised internship program deck (2)

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

Page 19: Standardised internship program deck (2)

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)

Page 20: Standardised internship program deck (2)

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

Page 21: Standardised internship program deck (2)

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

Page 22: Standardised internship program deck (2)

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