Dinesh Divekar
Business Mentor, Consultant And Trainer

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Hi, Can anyone send me a sample "Internship policy" for software organisation. My email ID is myth92@hotmail.com. Regards, Mythili
Dear Mythili,
Requirement for the tasks given to the college interns differ from one industry to another and from one company to another. Much depends on the type of work that interns can do, their education level and above all their IQ level. Many times interns get frustrated because they are given very basic level tasks. Interns consider it as the under-utilisation of their talent.
Irrespective of the level of assignment, many interns complain that the organisation was not ready for the assignment. Interns are just called and told to sit in their office for the first few days or even a week. Interns are helpless and also hapless as they cannot make complaint for the wastage of their's as well as organisation's time. Then somehow some task is created to save the face of the organisation.
Interns are brand ambassadors of your company. If the quality assignment is given to them, they spread the name of the organisation almost in entire career span. Many companies have used the interns for generating ideas for process improvement or product improvement. In contrast other companies use them for the job of an office assistant or a clerk. Few are also given jobs like cleaning storeroom! Now which side of the spectrum you wish to be is your leadership's call.
Include all the above points in your policy on internship.
Thanks,
Dinesh Divekar

Dear Mythili,
It would have been better if you had attempted drafting the policy yourself first rather than looking for cut and dried , ready to eat solutions.
That apart, you may like to take into account following aspects while drafting the policy.
1. Convey that you are pretty serious about taking intern for mutual advantage and you are not obliging anybody.
2 . Assign intern to a mentor and assign live project having bearing on some burning or pressing issue in the organization anf on his area of his specialization.
3. Convey clearly the deliverables expected out of him
4 Have regular interaction with him to review the progress.
5 Facilitate him to succeed on the project and become your ambassador or future employee.
6 Pay him handsome stipend.
Some learned colleagues have already captured some other important aspects which also you may consider.
Regards,
Vinayak Nagarkar
HR- Consultant

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