Edcon HR Internships Case Study

 IPM HR Internship Workshop Edcon Retail Academy November 2007

Copyright Edcon 2005

Where we’ve been
 Business need
o to upskill HR Practitioners (HRPs) at 4 levels:
• HRDP Administrators; HRDP Consultants; HRDP Managers; HRDP Divisional Managers

 Solution
o HR Development Programme (HRDP), 2005

 Target Population
o mix of internal and external (graduate) candidates

 Programme
o Timeframe: 9 months o Passmark: 70% o Envisaged, credits towards a qualification at NQF 5/6

Where we’ve been (cont.)
 Numbers to date
o 2007: Administrators 32; Consultants 16; HRMs 41; DHRMs 9

 Assessment
o Formative assessment
• the learners are given ongoing exercises and feedback

o Summative assessment:
• each learner needs to submit a Portfolio of Evidence (POE) that makes up 70% of the mark, and • a panel interview session on which the learner is assessed on the POE submitted and this makes of 30% of the mark

 Whereto from here?
o HRDP will continue o Parallel HR Internship Programme

Edcon HRDP - Outline
Programme Managing Talent and the Leadership Pipeline (2 days) The HR Balanced Scorecard (2 days) The HR Value Chain (3 days) Leading and Managing Change (2 days) The Value Creating HR Business Partner (3 days) The High Performance Internal Consultant (2 days) HRDP Administrators HRDP Consultants HRDP Managers HRDP Divisional Managers

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Edcon HRDP – Outline (cont.)
Programme Human Resource Sourcing and Selection (1 day) Human Resource Rewarding and Retaining (2 days) New Roles for the HR Practitioner (2 days) Human Resource Policy and Planning (1 day) Develop and Counsel (1 day) HRDP Administrators HRDP Consultants HRDP Managers HRDP Divisional Managers

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Proposed Edcon HR Internship
 Purpose
o Experiential training for graduates who majored in HRM/HRD or industrial psychology at undergraduate level

 Proposed Framework
o Bias to experiential training o 2 key components to the programme
• 70% generic HR • 30% specialist electives (if I wish to consider a specific specialist area)

o Passmark: 70% o Timeframe: 15 months

 Potential Challenges
o Accreditation, to improve attractiveness, credibility and portability of such a programme o Assessor qualifications

Framework for Edcon HR Internship
Induction  Organisational & HR Store-based HR Experience
 Gaining HR generalist experience in the actual operations (e.g., stores, distribution centres, contact centres)

January January - March

3 days 3 months

Modules (HR generic)  Covering the broad spectrum of HR incl. electives below,
Assessments, Workforce Management, e-HR Systems & Processes, Leadership Skills, Diagnostic Skills, Project Management, Performance Management, Chain Functional Skills

April - December

9 months

Module (HR specialist electives, choose 1)  Employee Relations
 Learning & Development  Employee Remuneration & Benefits  Organisational Development  Talent Acquisition

January - March

3 months

Edcon Industrial Psychology Internship
 Purpose
o Professional experiential training for Industrial Psychology (IP) Masters graduates (2005) o Compulsory partial requirement for registration as an Industrial Psychologist

 Programme
o Programme design in accordance with the requirements of Professional Board for Psychology (PBP) of the Health Professions Council of South Africa (HPCSA) o Timeframe: 12 months

 Numbers to date
o 2007: 7

Edcon Industrial Psychology Internship (cont.)
 Assessment
o Monthly written reports on key activities covered in programme for discussion with the primary supervisor (and quarterly to the secondary supervisor, external)
• Levels of evaluation: 1. reading, research and comment ; 2. observation and comment; 3. participation/facilitation and comment • Coordinators of specific areas of the programme (e.g., ER) are also required to write a brief comment on the intern’s progress

o For full registration, interns are required to write a Board Exam after their internship

 Supervisor requirements
o Masters in Industrial Psychology o Professional registration in Industrial Psychology for at least 3 years o Appropriate practical experience in supervision

AREA OF STUDY (PBP) 1.Orientation & Ethics

ACTIVITY •Introduction to the Organisation & its Structure •Role of Industrial Psychologist •Talent Management •Learning & Development •Work Values •Leadership •Organisational Climate •Organisational Ethics •Team Effectiveness •Transformation •Employee Retention •Diagnostics & Change Management •Competency Management •Job Profiling & Evaluation •Talent Acquisition •Performance Management •Reward & Recognition •Employee Relations •Employee Wellness •HR Metrics & Benchmarks •Psychological Assessments •Other Assessments •Research •Ergonomics •Consumer Behaviour

TIME 3 Weeks

% 5%

1.Career Psychology 1.Organisational Behaviour

6 Weeks 4 Weeks 1 Day 1 Day 4 Weeks 2 Days 2 Weeks 1 Week 1 Week 1 Day 1 Week 1 Week 2 Weeks 1 Week 3 Days 1 Week 1 Week 2 Days 6 Weeks 1 Week 2 Weeks 5 Weeks 3 Weeks 4 Weeks

20% 18%

1.Personnel Management




1.Electives 1.Leave

16% 7%

Sample Extract of Detailed Programme

1. Orientation & Ethics
Coordinator: Duration: % of Programme: Joe Soap 3 Weeks 5%

1.1. Introduction to organisation (incl. the Onboarding Programme), incl. its strategies, goals and objectives, policies and procedures, and structure and key role players 1.2. Familiarisation with the role of industrial psychologist in organisations (incl. ethical considerations as contained in the Ethical Guidelines and Principles for Psychologists, and relevant legislative considerations). Note also that the intern will receive further training on ethics during psychometric training, and organisational ethics training.

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