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Do your Interns have the skills they need to contribute meaningfully to your workplace?

Online learning supporting Interns in their workplaces

 
 
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Manage it

Most graduates have no idea how to organise themselves, never mind a project in a workplace. Whether it is Agile, Waterfall or Prince2, students gain an oversight of what is expected of them, and how they should go about achieving it.

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Do it

While graduates may have completed group assessments, they have little understanding of what it really means to work in a team in a workplace, contributing beyond their set remit as required, and managing the politics of team conflict and power struggles.

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Make it work

Having ideas is not enough - you need to be able to make them work in order for the idea to have value. The ability to problem solve with business acumen is not a skill developed outside of the workplace.

 

Improve the ROI from your interns…

… and make them feel valued through your investment in their development

Internships are a great way of testing out potential future employees, and of getting fresh ideas and fresh blood into the business to help solve problems, innovate, and pick up projects that nobody has the time to action at the moment. However, they can be viewed as ‘cheap labour’ or ‘free labour’ and lead to people feeling exploited. What does an intern get, for example, if you do not offer them a job at the end of the internship? Yes, they have gained experience, but if they are not supported in their development, then they may not gain the learning that the experience has offered them. The Inventorium curriculum supports people in developing their 21st century work skills by supporting them through their experiences with a skills based, reflective, project focused learning experience.

You can also develop future managers through offering people the experience of being mentors and coaches within the platform to support others, allowing you to develop people’s leadership and management capacity for future promotions.

Finally, the platform gives a structure and framework to support managers in having ‘developmental’ conversations with team members, and can be used as a support for improving performance if someone is falling down in one particular area.

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