January 13, 2015
Internship – HRM 238
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January 13, 2015
Internship – HRM 238
“Find a job that you love and you will never work a day in your life.” These words that have been spoken and written numerous times, which made its meaning simpler and lacking any depth. Job satisfaction is by definition having a job that fulfills your experience and skills as well as utilizing these components to the extreme while having revenue that fits the amount of education and time a worker have put to become his own capital. Thus, people commit an attribution fallacy by linking the act of finding a job they are satisfied with and passionate about to their efficiency and success while neglecting the actual factors that contributes in the employees’ Job satisfaction. A job is an environment that has its own society, rules and dynamics, which build a work system that is tailored towards the size, type and status of a certain business. The employees that are picked should fit the requirements that the company is looking for while being homogenous to the society they will be introduces to at the basis; in order to acquire a quick adaptation to the society in the workspace.
January 13, 2015
Internship – HRM 238
Table of Contents: TABLE OF CONTENTS: ......................................................................................................... 0 SAVE THE CHILDREN .......................................................................................................... 1 EXECUTIVE SUMMARY: .............................................................................................................. 1 COMPANY OVERVIEW: ................................................................................................................ 1 BRIEF DESCRIPTION OF THE ORGANIZATION .............................................................................. 3 ORGANIZATIONAL DESIGN: ......................................................................................................... 3 DESCRIPTION OF DEPARTMENTS: ............................................................................................... 4 POSITION AND DESCRIPTION OF DUTIES: .................................................................................. 5 LEARNING OUTCOMES: .............................................................................................................. 6 BANK AUDI.............................................................................................................................. 8 COMPANY OVERVIEW: ................................................................................................................ 8 PRINCIPLE BUSINESS ACTIVITIES ............................................................................................ 10 COMMERCIAL & CORPORATE BANKING ...................................................................................... 10 RETAIL BANKING ........................................................................................................................ 10 PRIVATE BANKING ...................................................................................................................... 11 INVESTMENT BANKING & CAPITAL MARKETS .............................................................................. 12 COMPETITIVE STRENGTHS .......................................................................................................... 13 EXPECTATIONS ......................................................................................................................... 13 ORGANIZATIONAL GOALS: ........................................................................................................ 15 LEARNING OUTCOMES .............................................................................................................. 16 COUNTER OPERATIONS:.............................................................................................................. 16 CUSTOMER SERVICE OPERATIONS: ............................................................................................. 17 OVERALL SKILLS GAINED ......................................................................................................... 17 CONCLUSION AND DEDUCTIONS: .................................................................................. 20 FINAL NOTE ............................................................................................................................. 20
January 13, 2015
Internship – HRM 238
Save the Children Executive Summary: Findings show that the fact that Job Satisfaction is linked to the Work System
has
been
established,
highlighting
the
component
of
Job
Involvement within a work system as the bulk of Job Satisfaction. In other words, it is found that the strong relationship between job satisfaction and employee behavior provides proof, which contributes in linking the increase of employee efficiency with an increase organizational performance as a whole. Therefore, the purpose of this is to show the link between job satisfaction and job involvement, as the base of a managerial strategy that revolves around the employee’s satisfaction to result in lower turnovers, absenteeism, higher organizational commitment, citizenship behavior and stable infrastructure. As a result, this will help employees feel part of the organization,
show
utmost
performance
and
therefore
benefit
the
organization as a whole. The purpose of this report is to show the depth of knowledge I gained about how work settings actually operate, and to give an overview of my experience as an intern in these three reputable companies. Through this experience, I have been provided large amount of support to enrich the power of my skills, the secrets behind what I need to improve in myself, and discover the essential factors that lead from having the right environment to the representation of the required behavior. Company Overview: “Save the Children invests in childhood – every day, in times of crisis and for our future. In the United States and around the world, we give children a healthy start, the opportunity to learn and protection from harm. By transforming children's lives now, we change the course of their future and ours.” Education is the road that children follow to reach their full potential in life. 1
January 13, 2015
Internship – HRM 238
Yet many children in need, around the world, do not get the best quality education where they can learn and develop themselves. To support the cause of advance learning, Save the Children supports education programs for children in the classroom and at home, i.e. they train teachers to engage more with their students through effective teaching practices, coach parents and caregivers to help their children learn at an early stage in a better way. This becomes the reason for students to be prepared before entering school. In addition, they engage with other methods in preparing parents and community volunteers in getting the kids to read and be well educated aside of the hours at school, also children are introduced to the power of artistic expression i.e. drawing, painting, music, drama, dance and more, by doing this the students are being healed and taken care of. As a result, they start learning and do better in school. It is also important to mention that is unethical for them to make children stop learning during a crisis, and so, they help to keep the kids healthy and not fall behind or drop out. Children do not choose sides and neither do they. They choose children. Thanks to all the support, whenever and wherever children are in crisis, Save the Children is there, working around the clock to meet children's unique health, education and protection needs – even in the most challenging, the most complex, and the most controversial circumstances. To help parents provide for their children's basic nutritional needs, Save the Children's Hunger and Livelihoods programs focus on improving the food supply, farming practices and finances of families in need. 2
January 13, 2015
Internship – HRM 238
Save the Children protects children from abuse, neglect, exploitation, and violence in all regions of the world. Working with governments, international organizations, and local community partners, they strive to create lasting change with improvements in policy and services that protect children whether in a natural disaster, conflict, or development setting. Some examples of their child protection program activities include creating Child Friendly Spaces in emergencies, reunifying separated and unaccompanied children with their families in emergencies, developing public awareness campaigns against child trafficking, piloting training programs for social workers to provide supportive care to families and children and advocating for more effective national protection policies and child welfare reform. Brief description of the organization Inside the offices of save the children, they have acknowledged the fact of how employee satisfaction/job satisfactions varies in terms of the extremes of the work system needed with regards to the type of work as well as the magnitude of operations. These two entities are managed by the organization as a whole and the clear line of command that employees abide to. Thus, they are able to highlight the importance of employee satisfaction. Organizational design: In terms of the organization, their main interest for the employees is giving them a job in which they are able to progress and grow while having the proper treatment by the organization. To add, save the children has assessed as an organization, their ability to provide proper training and suitable procedures to help fulfill the employee’s needs. Thus, their area of study is technical as they aim towards maximizing productivity and employee efficiency, aside to building the dynamics behind the environment of work. Moreover, it is also a method needed to assess the organization’s type of work and size in order to fit the proper working system. Therefore, they are able to highlight two types of purposes “Ethical and Utilitarian”. The 3
January 13, 2015
Internship – HRM 238
organization needs to provide ethical procedures to satisfy the needs of the employees as well as their expectations of future development. To add, the company in that case would be building its utilitarian purpose of employees to have the profit and desired efficiency. Description of departments: The Human Resources Department plays a huge role in following up on the way employees look at the management sector of the organization. According to Anne M. Mulcahy: “Employees who believe that management is concerned about them as a whole person; not just an employee, are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” Thus, the type of business, which is tailored to a smaller size of employees such as a family business, would be able to look at the employee on an individual base; leading to the lack of hierarchy, in terms of manager-employee relationship. However, bigger businesses, such as “Save,” make sure
that the manger-employee
relationship revolves around general rules and norms that tackle the employee’s comfort as a whole, with disregard to their type of work, therefore, letting the employee acquire a sense of comfort, as they view the company’s care towards them; which leads to a sense of security and fulfillment. Thus, the Human Resources department always manages to maintain employee involvement, to develop the concept of promotion opportunities, and involve employees in planning and decision making as well as engaging in economic activities. This leads inside the organization to build the quality of work and relationship among the staff. Supervisors play a big role in establishing employee satisfaction within the area of work at “Save”, due to the regularity of their practice and the amount of time provided. This may help the employees not to question their value inside the organization and keep up with the seriousness of their involvement and the methods used. Therefore, the HR department has established several techniques to be implemented by the institution or by managers to insure best results. 4
January 13, 2015
Internship – HRM 238
Position and Description of Duties: They decided to name my position: “HR assistant,” and the fact that it was decided upon, is because of my interference with all the work that an HR officer does while performing his/her daily tasks, therefore I was the only intern who was interested in asking questions and going beyond my given tasks. As an intern I was supposed to complete filing activities of the recruited employees, since at save the children or any other HR department, they are obliged to keep all the files of the employees, the ones who are recruited, the ones who are already employed, and the ones who are set as leavers. This is because all information are to be kept confidential, in a safe, and guarded by the HR department, because once an employee decides to take any form of action, the forms that are used should be filed with his own name and kept for any kind of review. All the employees have their personal file, with all the information and their official papers, therefore, any person who will be recruited at “Save” should have all the official documents ready so that the file is complete. Otherwise, any person without a complete file will not be accepted. In addition, this person who will be employed, and after going through the first interview should provide the HR officer with two reference contacts to make sure that this individual is good hearted. I was also responsible in calling those references to insure the completion of the file and at the same time for the interviewee to be employed and start working at “save the children”. After entering the organization was given a tour by the HR officer around the different departments, and met the managers and the other employees of each department, while finishing the tour i noticed the impression of a friendly attitude around the office, and the beautiful way they treat interns. After having this small tour around the office, I was able to feel more at ease with all the employees and the managers, since I have already shaken hands with them, and they have recognized me as an intern in the HR department. It was a beautiful experience to become friends with all the professional people inside the different departments. Most importantly, to get to know 5
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Internship – HRM 238
about all the tasks and the procedures that the Human Resources department is loaded by, to make sure that all the employees are satisfied and able to work in an effective atmosphere. The belief of save the children, in creating a family where diversity is a ritual and employees are bound to trust and valued as individuals, has led to a dimension of enthusiasm by developing a professional side in all organizational levels. Development and improvement are main goals in their culture; where employees are forwarded with continuous training to serve the organization to move forward, also offering to create a person with inner worth who carries multiple skills and the ability to support a long-term career with bigger plans and incentives. According to the HR department, job satisfaction is a very important topic that concerns the whole organization including upper level managers coming down to lower level stock keepers. Inside this organization, it is obvious that dissatisfaction is a main reason that leads to turnover, and a viewpoint that should not be ignored. This led the organization to demonstrate new ways to measure employee satisfaction and determine the true causes, processes, and other factors that will influence the behaviors of employees and their view of the organization. Learning Outcomes: Save the Children has presented a well-set system to govern employee attitudes, and work on their level of participation, as well as the social context. As an organization with a high involvement work system, they relate to the objectives of regulating the social context of the employees, and by doing so they will be improving the employee decision-making skills. In addition, they have done great effort in using the open response strategy, to keep the involvement and transparency within the organizational norms, and this holds a big part of what they expect from the employees as an outcome of the present system.
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January 13, 2015
Internship – HRM 238
My responsibilities have led me to learn all procedures HR officers cover, concerning the recruitment plan and other types of decision-making. Official documents that need to be signed and added to the employee file, how the employees are recruited and as well relating the job description with the qualifications of the employee who is being recruited and the area or location of work that need to be set according to the needs of the individual. Other points that need to be tackled are the amount of experience, the skills, what kind of training should be provided, and most importantly where the area of focus that the individual will be put to serve. Other information that I have gained through my internship are the indications of the labor law and all the different aspects related to employees at work, including legalizations of outsourcing employees from foreign countries or of other nationalities. Finally, “Save the children” believes that employees should always have the right to speak and share their concerns. This is why they follow an open door policy, which helps the employees reach to upper-level management, simply by knocking on their door, entering, and talk about any matter, which is effecting the organization’s growth, or their personal improvement. In addition, they support their employees through daily meetings, done by the managers to discuss different issues with their subordinates. The level of uncertainty will drop inside the organization and employees will be surer about their perception of having strength and purpose as part of the system. Consequently, employees will feel more valued and more certain of their involvement. This practice has forwarded a clear message about the management’s intention to develop a commitment-oriented HR system, expecting uncertainty about the organization’s HR system to be lower, and employee involvement benefits to be greater.
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January 13, 2015
Internship – HRM 238
Bank Audi Company Overview: Bank Audi Internship program offers the opportunity to develop knowledge and skills and apply academic concepts
to the work
environment. Bank Audi has become the institution it is today, thanks to the efforts of its employees who have developed and nurtured special behavioral DNAs that reflect its Core Values. We believe in:
Transparency: Transact with integrity and communicate openly with all stakeholders
Human Capital: Promote diversity, provide equal opportunity, reward talent and value teamwork
Heritage: Perpetuate our reputation and strong past and continue to embrace the challenges of change
Quality: Strive to maintain customer satisfaction in everything we do
Civic Role: Be good citizens in the communities in which we live and work
Innovation: Encourage creativity and optimize the use of technology
Among the many major competitive strengths contributing to the Bank’s leading position, the most solid foundation is its Human Capital, which has been and will remain a cornerstone of its expansion and modernization strategy, and a main pillar at the core of its success. Bank Audi is committed to exceptional customer service and impeccable Quality standards in all aspects of its business. The Bank focuses its attention on being at the forefront of Innovation and service and continually maintaining standards of performance that meet and exceed its customers’ expectations. 8
January 13, 2015
Internship – HRM 238
The Bank endeavors to achieve sustained growth based on its solid past and rich Heritage spanning 181 years. In line with its active Civic Role, Bank Audi is deeply convinced that any successful institution has duties towards the community in which it exists and operates. Driven by a genuine concern for social welfare and development, the Bank is a firm believer in community service. It plays a major role in patronage activities and expends considerable efforts on encouraging the flourishing of the cultural, artistic and natural heritage in Lebanon. Finally, Bank Audi’s success depends upon maintaining the trust and confidence of all stakeholders (clients, shareholders, employees, etc.) through a constructive and transparent dialogue based on fairness, respect and professionalism. Bank Audi is a regional group with a universal banking profile. The Bank offers universal financial products and services including Corporate, Commercial, Individual and Retail, and Private Banking services in addition to Investment
Banking
and
On-line
Brokerage
services.
As at end-December 2014, Bank Audi’s consolidated assets reached USD 42 billion, principally driven by private customers’ deposits of USD 35.8 billion, with
shareholders’
equity
reaching
USD
3.3
billion.
Bank Audi’s group staff headcount exceeds 6,000 employees and its shareholders’ base encompasses more than 1,500 holders of common shares and/or holders of Global Depositary Receipts (GDRs) representing common shares. Bank Audi ranks first among Lebanese banks and is positioned in the inner circle of top regional banking groups. Its shares are listed on the Beirut Stock Exchange. Its GDRs are listed on both the Beirut Stock Exchange and the London Stock Exchange.
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January 13, 2015
Internship – HRM 238
Principle Business Activities Commercial & Corporate Banking The Bank has a strong commercial and corporate banking franchise with a diversified loan portfolio covering corporate clients in Lebanon, the MENA region, Africa, Turkey and Europe from its headquarters in Lebanon and its subsidiaries in Turkey, Egypt, Jordan, Saudi Arabia, Qatar, Sudan, France, Switzerland and Syria. The Bank offers a wide range of traditional banking products and services to SMEs, as well as to larger corporate clients. These products and services generate both interest and fee-based income, with a focus on granting working capital and other loan products, providing services in areas such as collection, trade finance, performance bonds, guarantees, letters of credit and cash management, advising on international trade, providing correspondent banking and financial consulting services and preparing feasibility studies across a broad spectrum of industry sectors. As at June 30, 2015, the Bank had a consolidated corporate loan portfolio of LL 19,505 billion (U.S. $12.94 billion), and the largest corporate loan portfolio among Lebanese banks. Retail Banking The Bank offers a full range of retail products and services, including conventional checking and savings accounts, fixed-term deposits, loans and residential mortgages, credit cards, banc assurance products and internet banking, as well as a host of innovative retail products and services developed in association with leading partners. As at September 30, 2015, the Bank offered more than 150 retail products and services to more than 1.2 million retail clients inside and outside of Lebanon. Retail banking activity is supported by, the Group’s more than 400 advanced ATMs, and more than180 branches. The Bank estimates that it provides retail products and services to around 28% of Lebanese households as at December 30, 2014. The Bank’s dynamic customer-focus approach, which aims at enhancing the customer penetration rate with existing products in addition to enlarging the core 10
January 13, 2015
Internship – HRM 238
product offering with the launch of new products, translated into the Bank’s cross-selling activities to a total of 4.2 products per customer as at December 31, 2014. Consolidated loans in the retail-banking segment increased by 37.9% in the year ended December 31, 2014 and a modest increase of 7.48% in the nine months ended September 30, 2015, stemming in particular from entities operating in Lebanon, Turkey and Egypt despite persisting tough operating conditions across the region. Private Banking Bank Audi Private Bank is the wealth management arm of Audi Group. It operates through three main booking centers based in Switzerland, Lebanon and Saudi Arabia, with offices in Monaco, Qatar, Jordan and the United Arab Emirates. Deep-rooted in the Middle East and North Africa (MENA) region, Bank Audi Private Bank’s leading position sets it apart from its peers and is of significant value for clients seeking investment knowledge and expertise in the region. The Private Bank has a committed and long-standing history of serving its ever-growing client base since 1976, the year Banque Audi (Suisse) Sal was established in Switzerland. The Bank adopted the Group’s corporate governance and values, which have been and will remain a cornerstone of its expansion and modernization. It recognizes the importance of sound Corporate Governance for business success, and has therefore, established a set of guidelines to increase its long-term value. Bank Audi Private Bank offers a full and diversified range of services to high net worth clients, with full access to major markets worldwide and global investment products, including discretionary portfolio management, investment advisory, trade execution in all asset classes, Lombard credit, and other private banking services such as estate planning, fiduciary deposits, safe custody and credit cards. As at September 30, 2015, on a consolidated basis, the Bank had assets 11
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Internship – HRM 238
under management, custody accounts and fiduciary deposits of LL 13,798 billion (USD 9.153 billion). Investment Banking & Capital Markets The Bank offers capital markets and investment banking products and services, including securities trading activities. The Bank is leveraging its regional presence to further develop its securities services and brokerage platform, consolidating the business towards increased intra-group synergies. Since 1996, the Bank has developed a substantial capital markets franchise. In Lebanon, the Bank is a market maker on the Beirut Stock Exchange and, as at December 31, 2014, had a 57.19% market share of Beirut Stock Exchange equities trading volumes by value. The Bank also has a significant share of the Government Eurobond and treasury notes markets, with an annual trading volume exceeding U.S. $13 billion in 2014. The Bank is also active in the equities markets, with a particular focus on Saudi Arabia and Egypt, as well as in fixed income markets. In Lebanon and the MENA region, the Bank’s activities are supported by the Bank’s sovereign, fixed income and corporate research coverage businesses. Through the Bank’s institutional fixed income desk, which was established in 2012, the Bank continues to develop and maintain new and existing coverage of Lebanese securities for international non-bank financial institutions in order to cater to international appetite for higher yielding instruments. The Bank’s asset management, corporate finance and advisory businesses are also particularly active in the Saudi Arabian market, where they are supported by the Bank’s equity research coverage. For the six months ended June 30, 2015, on a consolidated basis, the Bank’s investment banking and capital markets activities generated total income of LL 533 billion (U.S.$353 million), as compared to LL 458 billion (U.S.$303 million) for the six months ended June 30, 2014.
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Internship – HRM 238
Competitive Strengths As a result of the Bank’s restructuring and expansion program, which has been on-going since 2005, the Bank has significantly reinforced its presence in Lebanon, throughout the MENA region and in Turkey, as well as diversified the range of its products and services to cover all the activities traditionally carried out by a universal bank. In particular, the Bank believes that it benefits from:
a strong franchise in commercial banking activities, with a diversified loan portfolio, including borrowers comprising leading enterprises in Lebanon, as well as a number of leading corporates from the MENA region and Turkey;
a strong franchise in retail banking, with a full range of retail products and services offered in the countries in which the Bank has retail banking operations;
a leading position in private banking, servicing the needs of high networth individuals through its subsidiaries in Switzerland, Monaco, Lebanon, Qatar and Saudi Arabia and its representative office in the United Arab Emirates; and
a leading position in domestic and regional capital markets activities, with strong trading operations in Lebanon, Egypt and Turkey
Expectations With over 6,000 employees spanning across 12 countries, Bank Audi sal team is the leader in the Banking and Financial sector, with a global network of experts who offer the best services and products. Bank Audi is proud to be an Equal Opportunity Employer gathering talented employees from diverse backgrounds and the Largest Employer in the Lebanese Private Sector.
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January 13, 2015 They
expect
Internship – HRM 238 candidates
who
join
our
team
to
be
competent
in
communication, teamwork, customer focus, adaptability, self -development, risk awareness and compliance. We look for individuals with excellent skills in:
Communication: who can persuasively convey information and ideas to individuals or groups, and shape others' opinions;
Customer Focus: who can build and maintain customer satisfaction with the products and services offered by the Bank;
Team Spirit: who can demonstrate cooperation and trust with colleagues and establish strong working relationships to deliver positive results;
Adaptability: who have the ability to cope with pressure and effectively deal with constant change and unexpected situations;
Self-Development: who seek to increase their knowledge and improve their abilities through constant efforts and discipline;
Risk Awareness and Compliance: who live by the Bank’s values and comply with its policies and regulations while being aware of potential or actual risks.
Inside the organizational context of Bank Audi we can identify a great deal of autonomy given to the employees, especially when it comes to building a weekly budget or specifying a sales target. Moreover, since autonomy is not enough in these small areas of decision-making, they take into consideration other factors that also support the employee’s view of involvement practices. For example dividing the subordinates from their manager and letting them work in different departments, getting involved in dealing with external communications i.e. with customers or suppliers, is a good way to let employees work by using their own knowledge and skills, and only to refer to the manager in case of unanswered questions or certain problems.
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Internship – HRM 238
In addition to making decisions about their needs of training that would best suit their level of interest in developing and preparing them for bigger opportunities. Concluding, that autonomy itself may not influence employee behaviors and attitudes, but an organization without a low level of high involvement work system will fail to reflect an experience on their employees to apply an extend of a desired autonomy in their work. The major functions of the manager inside the bank were to give advice, provide
guidance,
support,
and
promote
confidence
and
greater
confidence to the employees. Awareness of what the employees lack, directing, and rewarding their performance has given a result with direct effects on their behavior and their motivation towards higher satisfaction and involvement. Bank Audi has identified the importance of offering confidence to their employees based on real factors, such as accountability, which is one of the major influencing factors, and is an obligation to be included in the organizational context. Involvement is a generator of accountability; as a result, employees in the bank have a better sense of the organizations perceptive forecast of the expectations about their performance, and concentrate their efforts towards organizational goals. Organizational goals: Bank Audi has presented a well-set system to govern employee attitudes, and work on their level of participation, as well as the social context. As an organization with high involvement work system, they relate to the objectives of regulating the social context of the employees, and by doing so, they will be improving the employee decision-making skills. In addition, the open response to involvement and transparency with the organizational norms, hold a big part of what they expect from the employees as an outcome of the present system. Employee involvement is highly supported by the HR functions in Bank Audi, and by viewing the practices of the HR we will be able to measure the depth of how far the organization goes to manage a system where 15
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Internship – HRM 238
employees are involved in the right of decision making, and their response in how effective they are in influencing the work of the organization through participating in planning, feedback, staffing, and training. Emphasizing on the idea of opportunities, it is another formal scheme to promote employee expectations about the culture of the organization in developing their skills to become better in the future and participate in experiences that expand their work, and solidifies their talents. There is a huge door of opportunities in Bank Audi s.a.l, which show a great deal of promotions, and trainings that aim for the growth of their organization. This is highlighted through the workshops held and are tailored towards the training of employees for further growth.
Learning Outcomes Counter operations: Account inquiry
Global information on the system Inquiry on general ledger accounts
Transactions
Legal aspects, risk and execution Cash deposit (value dates, conditions) Cash withdrawal (risk, signature, passbook,…) Internal transfer Exchange transaction
Swift
Outgoing/incoming transfers (approval, risk)
Check withdrawal
Legal conditions, signature, risk, …
Check purchase
For collection, value date, … 16
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Internship – HRM 238
Public services
Document management, procedures Mecanique menu TVA transaction menu / fees and tax menu
Customer Service Operations: Customer / account file
Create new profile and account / required documents Types of accounts and their definitions (current, saving, payroll, …) Private and general proxies Types of companies, associations, embassies, … Account nature (individual, joint, and/or accounts)
Service menu
Create / modify / delete a service (tel, electricity, cell, …)
Card management system
Types / features of each type of card Activation and delivery procedures / ATM and loss’ Claims Payment mode / Debit interest / Purchasing claims
Safety boxes menu
Types of safety boxes and annual fee (Document management, provision, …)
Overall Skills Gained Working in different sectors in just a few months gave me a broad experience on how to develop myself while looking at a large scale. The future is right there, and we need to get a move on and learn through each step, move forward with our skills and enlarge our capabilities. I have learned different things within the HR department at save the children, and later I learned even more within the corporation of Bank Audi, going from the teller section, to head of teller section, then to the customer relationship operations section, and I even had the experience to go over the retail department. All this gave me huge pleasure in estimating the power I will have in gaining as 17
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Internship – HRM 238
much as possible in my future from the current situation. I advise all students to take part in an internship decision no matter how big or small the position. Learn out of every person they mean, what they talk about, the words, the mistakes they do and how could they change them, look at the details of how it’s all structured and put together, gather as much secrets of information as possible, never to be inferior of asking questions and giving answers, always be on time, prompt and alert. What make an internship so important are the things you want to get out of the experience. Mostly the skills gained vary around working capabilities and the structure of work you give in to become the best intern possible. Many students benefit from an internship, but do they gain the right skills that they should. A lot also cite that having the company experience to add to their CV is extremely helpful to find better future jobs, as a motivator to do an internship. However, my internship helped me with more than just that, I considered while in a placement of two different organizations on how to use the opportunity to better myself and develop my skills on:
How to work with co-workers: Everyone is different and getting along with co-workers is not always easy, you often come across unusual characters at work. I have learned how to interact with different types of people in a professional setting; this took me some time of getting used to, but will help me to settle in at new jobs faster.
Time management skills: To be an effective employee and successful I had to be able to manage my time efficiently. Having gained fairly good time management skills from School or University experience does help a bit, but in the workplace however, it can be quite different, often with a much higher tempo of tasks needing to be completed and usually unforeseen variations during the day. I used this opportunity to learn new techniques of how to manage my time better. 18
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How to take direction from a line manager: in my previous experience in a work setting I have been listening to my boss just because they’re the boss, but now I tried to take board on what they are saying, which would be more importantly why they are saying it, think about how the task links to the wider business. It may seem menial but everything within a business is important in helping it to run efficiently and at a profit.
How to network: Networking is to business is as evolution is to life. It is one of the top looked for skills within business as it is the key to start-up, growth and investment within companies. Networking is all about building relationships; that can be with people I worked with or are looking to hire or other businesses that I might come in contact with or perhaps a potential new client. Regardless of which sector the ability to network will help me in the future. The more connections I have, the easier it is, to find someone suitable for a problem that needs solving.
Leaning about myself: All my work experiences give me a chance to learn about myself. While in my position, I thought about what I like about the tasks and responsibilities, what I dislike, and what type of activities I find rewarding.
The most valuable part of my internship experience was that it taught me what I did not want in a career. I found out that I would not be happy working for the rest of my life in a bank. I realized that instead of HR, I really wanted to focus my organizational and managerial skills towards a career in directory positions. In addition to that, I concentrated on the things I most enjoy and excel at, thought about areas that I find challenging and where I can expand my knowledge or perspective.
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Conclusion and Deductions: Any work experience can expand the areas of knowledge of an individual. Throughout the course of the exchange between university life and work life, I have experienced great difference in the implementation of the courses you take during school or college life, and the actions you take while compromising the structure of work you are involved in. However, the long years of work experience has helped me to discover more than just who I am or who I want to become, they taught me about life, and to organize it properly. I also learned about people in various ways, the way different individuals think and react to certain things, how I could be different in dealing with these differences when I am in a different culture, or group. Final Note Some remarks from Mr. Khodor People will always be there, ready to push you down the cliff. You have to stay strong, keep a good relationship between you and the authority, and know your way of work, to keep threats away from colleagues at work. After every journey in your job, at the end you have to learn, know where you went wrong, and never weaken, become sad, or be disappointed at yourself, because life goes on, and you have to follow it. Do not change your location, be fixed, to avoid questions, and make a stand in each organization you join.
______________________
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THANK YOU