Analyzed internal and external internship documents, creating a standardized internship program proposal to attract, engage and develop a pipeline of best-in-class talent.
1. 1Kerry Internship ProgrammeImplementation of Year 1 PlatformNovember 2011 Where It All Comes Together
2. Agenda 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
3. 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
4. Current State and Proposed Future StateCurrent State Future StateLack of a standardised internship programme A robust and consistent internship programme No specific start dates and outcomes Timeline of phases that should be completed Inconsistency in programme objectives during the year Intern activates/events are not Specific company and student objectives coordinated; managers providing Single point of contact (SPOC) that segmented learning opportunities for coordinates activities/events for interns interns Clear and cohesive onboarding objectives Inconsistency in onboarding programmes and processes so interns feel valued and and procedures welcomed at Kerry Does not allow interns an opportunity to Structured networking opportunities to grow network with other interns interns professional networkLack of a standardised development and Structured development opportunities andevaluation of interns assessment of interns performance Not providing opportunities for interns to Provide learning sessions for functional- learn business skills based business skills Not evaluating interns consistently to Consistently evaluating interns to identify study effectiveness of the programme and areas of proficiency and improvement while the development of the intern learning the effectiveness of the programmePoor branding efforts that leads Kerry to not Consistent branding that attracts best-in-classattract suitable interns interns to Kerry Provide interns with an exceptional internship programme who then share their experiences on campuses
5. 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 Kelloggs 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
6. Understanding the Millennial GenerationMillennials (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 changeCharacteristics 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 dont 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
7. 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 Millennials 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
8. Proposed Internship Programme Cycle (Early January) 1 6 2 (June to August) (Early February) Campus Advertising (Year Round) 5 3 4 (1st Week of June) (February/March) (March to Early April)
9. Internship Programme Set UpYear-round branding and recruiting activitiesIdentify campuses with appropriate programmes and gather information Academic majors offered aligns with Kerry needs Perceived quality of the programmes in line with Kerrys goals Past internship placements in the industryEstablish relationships with Campus Relations and/or Career GuidanceCounselor(s)Career fairs Display flyer/video with testimonials of previous interns experiences Provide internship programme information Call to action items application on career-siteCompany 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 ChoiceCampus interview sessions Find best-in-class interns to move forward in selection processFinal on-site interviews and open houseFill available internship needs
10. 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 employers 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 employers 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)
11. Internship Programme EvolutionYear 1 provides the framing for the internship programme and theyears succeeding would include additional initiatives to build up Year 3 (2014)the programme. Year 2 (2013) RecruitmentNew to programme Career Fairs Company Preview Recruitment Session Campus Year 1 (2012) Career Fairs Kerry Campus Company Preview Ambassador Session Programme Recruitment Kerry Campus Career Fairs Social Media Ambassador Presence Company Preview Programme Intern Selection Session Intern Selection Campus Intern Selection Campus Campus Interviews Interviews On-Site Intern Interviews On-Site Intern On-Site Interview Open House Open House Onboarding with intern Onboarding Orientation presentation Orientation Onboarding Intern Events Intern Events Social Events Orientation Social Events Full Developed Internship Programme by Year 3
12. Projected Programme Cost Compensation Per 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 Projected Programme Cost Cost of 15 Interns $12.00 $15.00 11 Interns for 3 Months $59,613.84 $74,517.30 4 Interns for 6 Months $43,355.52 $54,194.40 $102,969.36 $128,711.70 Recuriting Events $3,000.00 $3,000.00 Catered Lunch ($10 per person) $750.00 $750.00 Social Event $750.00 $750.00 *Total Projected Cost $107,469.36 $133,211.70 *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) Projected Programme Cost for Year 1 $133,211.70 Average Internship Programme Budget $386,634 (NACE)
13. Internship Cost SavingsR&D Intern Project: Panelist Sensitivity Screening Test Outsourced External Company Cost Internal CostVendor Research and Interviewing $5,000.00 *External Company Cost $150,000.00Sample Prep, Portioning & Test Admin $91,000.00 Intern Cost $8,240.00Consulting & Analysis + Travle & Lodging Temporary Employment $2,918.00 $50,000.00Product Costs + Treats $1,000.00 Misc. R & D Assistance Cost $3,500.00Incentives $1,000.00Aroma Samples Product Cost $4,000.00 $2,000.00*Total Cost $150,000.00 Cost Savings $131,342.00Without the interns help, it would have been impossible for our department do to this extensive of screening,even with temps Sheryl Karow, Director Sensory
14. Resource Requirements for ExecutionInternship FacilitatorAccountable for successful implementation, operation, and continuous improvement of theinternship program...