Final Report - Te, Krislynn

8/12/2019 Final Report - Te, Krislynn

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PRCMGT1 Internship with the Foundation for Enterprise

Management Innovations, Inc. (FEMI Inc.)

A Final Report

Presented to

The Faculty of Ramon V. del Rosario - College of Business Decision Sciences and

Innovation Department De La Salle University- Manila

In Partial Fulfillment

Of the Requirements for the Course

Practicum for Business Management (PRCMGT1)


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TABLE OF CONTENTS

PageChapter One: The Project Management Experience 1

Chapter Two: Assessment of Project Management Internship 2

Chapter Three: Reflections 3

Appendices

Appendix A.1 5

Appendix A.2 7

Appendix B.1 1A

Appendix B.2 1B

Appendix B.3 1C


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Chapter One: The Project Management Experience

The Foundation for Enterprise Management Innovations, Inc. (FEMI) is a non-

government business organization with operations that aim at sustaining and helping

entrepreneurs in venturing in bigger operations by providing loans and business

development trainings (FEMI, 2013). They company puts emphasis on the practice of

lending money with a heart to it clients, called benepartners. Their benepartners are

small or medium sized businesses that are in need of credit loans; but due to their

operations and size, banks and other financial institutions disapprove their request for

loans. Thus, FEMI is a more lenient alternative with lesser requirements and collaterals

that help support these companies, additionally providing them consultation and training

services as well.

Vision

FEMI will be a substantial contributor to driving social and economic

development in the Philippines and will be recognized in the industry as an expert on the

Missing Middle Segment.

Mission

We will enable social development through economic empowerment of the

Filipino entrepreneurs. We will recruit, develop, and grow missing middle enterprises


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The second project, the OJT Program Documentation, focused on creating a

documentation material, which FEMI can use and implement in the near future when they

fully establish their Internship Program. This program is not already limited to the

project-based internship, similar to what is being done with DLSU Business Management

students; but instead a short and long-term internship program, which is more commonly

known with the 8am-5pm work hours, and the like.

Chapter Two: Assessment of Project Management Internship

The project management internship pushes students to be more aware and

exposed to experiences in the real world. The program gives students the opportunity to

better apply the learnings they receive in the classroom into their tasks in the

organizations that they are helping or working for. In addition, the practicum helped us

become more adaptable to certain situations that we are faced with. These situations are

not only limited to the challenges that the students face in the workplace; but also in

being keen on working with others and adjusting to the different types of work habits you

can be faced with. Furthermore, students can also develop skills and professional

attitudes that will help them cope to situations in the workplace. This experience can also

help in motivating students to look forward to being ready to plan their careers.

Choosing career paths can be quite difficult. And personally, I am still not a

hundred percent sure of which career path I will be taking since I know that eventually I


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hearing that FEMIs benepartners are dependent on them not only for credit loans but

training and consultancy services; we must manage our leadership skills well. As a

student in Lasalle, we are or were exposed to many leadership opportunities. Hearing

feedback from employees that they want more chances to improve their leadership skills;

it made me realize that in the workplace, Lasallians can gain an edge on that certain

factor as long as they are able to exhibit those skills well. The internship experience also

made me realize how important it is to gain connections and the expose oneself through a

network of people in order to learn more and help with personal growth, which can come

as a handy resource tool to gain advantageous benefits in the real world.

Chapter Three: Reflections

I believe that I have the competencies that I am a truly responsible person, which

means that I am keen with deadlines and the drive to be assured that I will be able to

produce a quality output on or before a given deadline. I also find my flexibility to

adapting to situations another competency that I can use as a tool or resource for me to

succeed in my chosen career path. The two strengths that I have mentioned also helps me

to push myself beyond my capabilities to be able to be a better individual, by being a

more holistic human being.Despite these strengths, I know that I also have the weakness of being too much

of a perfectionist, even if this can also be a strength depending on how I use that attitude.


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Through my internship experience, I was able to gain a lot of things like learning

how to really be keen with meeting deadlines. It made me realize that even the littlest or

the largest things cannot be used as excuses to not accomplish the tasks that are assigned

to us come the time of the deadline. In addition, it is also important to communicate

between your team and your supervisor. This is in order to assure that you will really be

able to meet the expectations they have for the output they are requesting. This can also

be used as a opportunity to learn from the experiences the supervisors have had in the

past.

Lastly, the practicum program has helped me know my strengths and weaknesses

as a person. These have helped me think a few steps further of what I really want to be in

life. I know it is quite a difficult decision to make. A serious matter that needs deep and

thorough thinking; but at the very least, the summer internship has helped me identify the

things I need to know and improve on in choosing the right career path.


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Appendices

Appendix A.1:

De La Salle UniversityDecision Sciences and Innovation Department

Final Progress Report

Period Covered by the Report: April 23, 2014 May 14, 2014

1. Project title: OJT Program Implementation & Survey Implementation

Client Organization: The Foundation for Enterprise Management Innovations, Inc. (FEMI)Client Name: Mr. Willie Perasol

Position: Executive Director

2. Project Assistant(s): Name DLSU ID#

1) Lam, Derrence 11000708

2) Te, Krislynn 11011343

3) Tiu, Johann 11043555

3. Time frame:

! Date project implemented : April 23, 2014

! Expected date of completion : May 14, 2014

4 P j t l t d ti iti d


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The group did not encounter any problem.

Signature over printed name of Project Assistants Date

_______________________________________ _______________

Lam, Derrence May 5, 2014

_______________________________________ _______________Te, Krislynn May 5, 2014

_______________________________________ _______________

Tiu, Johann May 5, 2014

Noted by: ________Mr. Willie Perasol_______________Client/Supervisor


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Appendix A.2:De La Salle University

Decision Sciences and Innovation Department

Final Progress Report

Period Covered by the Report: April 23, 2014 May 14, 2014

1. Project title: OJT Program Implementation & Survey Implementation

Client Organization: The Foundation for Enterprise Management Innovations, Inc. (FEMI)Client Name: Mr. Willie Perasol

Position: Executive Director

2. Project Assistant(s): Name DLSU ID#1) Lam, Derrence 11000708

2) Te, Krislynn 11011343

3) Tiu, Johann 11043555

3. Time frame:

! Date project implemented : April 23, 2014

! Expected date of completion : May 14, 2014

4. Project-related activities done:


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5. Problem/s encountered and corresponding action undertaken:

The group has slight difficulties contacting the survey respondents.

Signature over printed name of Project Assistants Date

_______________________________________ _______________

Lam, Derrence May 14, 2014

_______________________________________ _______________Te, Krislynn May 14, 2014

_______________________________________ _______________

Tiu, Johann May 14, 2014

Noted by: ________Mr. Willie Perasol_______________Client/Supervisor


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Foundation for Enterprise Management Innovations, Inc.(FEMI Inc.)

A Survey Implementation Project

Presented to

Foundation for Enterprise Management Innovations, Inc.

(FEMI Inc.)




Appendix B.1: Survey Implementation Project


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I. Company Background

About FEMI

The Foundation for Enterprise Management Innovations, Inc. (FEMI) was

established in February 2007. It is a non-government business organization with

operations that aim at sustaining and helping entrepreneurs in venturing in bigger

operations by providing loans and business development trainings(FEMI, 2013). FEMI

emphasizes on the practice of "lending with a heart". Its clients, which are called

"benepartners" are treated as part of the family. Compared to banks and other financial

institutions, FEMI requires more lenient requirements and collateral and boasts in

providing support even after credit through training and consultation services. (FEMI,

2013).

Vision


development in the Philippines and will be recognized in the industry as an expert on


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Core Values

1. Trustworthy - To be honest at all times and ensure the competence necessary to

deliver programs for the benepartners.

2. Caring - To be sensitive to the feelings and needs of our stakeholders.

3. Passionate - To view work as an opportunity to improve not as a job.

4. Committed - To perform our mandates wholeheartedly.

5. With Integrity - To impart the moral purpose in everything we do to the benepartners.

6. Patriotic - To aspire that every person involved will actively participate in our

endeavours.

II. Background of the Study

The project aims to conduct a survey that will for FEMIs stakeholders, which will

provide the firm with better knowledge of the expectations and level of satisfaction of its

employees, board of trustees, active consultants and and investors. This study is

needed in order to understand satisfaction of FEMIs stakeholders, which can also


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Budget

- To be able to work within the budget that will be provided by the company, in case of

any necessary expenses for the project.

- To maximize the capabilities, time and effort of the project team.

Performance:

- To improve the existing satisfaction survey for FEMIs employees, board of trustees,

and investors.

- To create a new survey questionnaire for FEMIs active consultants in order to

measure their level of satisfaction as business consultants for the company.

- To execute the survey and provide the company with ways on how to improve their

existing business functions or processes.

- To be able to perform up to, and beyond, the expected performance of the team.

III. Review of Existing Survey

The surveys that will be used in this study will be based on the initial material,


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c. Survey for Board of Trustees (See Appendix 3)

d. Survey for Active Consultants (See Appendix 4)

IV. Research Methodology

a. Research Design

The research is a combination of both Descriptive research and Causal research.

Descriptive research is used to describe characteristics of a population or phenomenon

being studied. It does not answer questions about how/when/why the characteristics

occurred. Causal research, on the other hand, is an investigative act which determines

which variable might be causing certain behaviour; the research helps to identify the

relationship between two variables and what happens to variable B when variable A

behaves in a certain manner.

b. Data Collection Method

The researchers were able to reach out to their respondents through the main


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accurate, and still providing convenience for the respondents due to their busy

schedules.

c. Research Instrument

There were four research instruments that were used in this research. First was

the Survey Instrument for FEMIs employees. This questionnaire consists of five

questions that focus on the different factors that affect the satisfaction of employees on

their job, working conditions, company policies, their colleagues, and more important

their feedback and satisfaction on the company as an overall business entity.

The next research instrument was the Survey Instrument for Investors, Funders,

and Lenders. The survey material focuses on the reasons that these shareholders

continue to support FEMI. More than this, it also provides us with the needed

information in order to ensure the satisfaction of FEMIs shareholders on their

investments of capital, labor and various resources into the company.

Thirdly, the Survey Instrument for the firms Board of Trustees contains questions


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d. Survey Respondents

The table below shows the target population or needed respondents for the

survey instruments that are needed to accomplish the objective of assessing the level of

satisfaction of FEMIs shareholders.

Respondents

Satisfaction Survey for FEMIs Employees 6

Satisfaction Survey for FEMIs Investors, Lenders andFunders

9

Satisfaction Survey for FEMIs Board of Trustees 9

Satisfaction Survey for FEMIs Active Consultants 5

Total Respondents: 29

V. Presentation of Data and Results

Actual Respondents

Satisfaction Survey for FEMIs Employees 5 of 6

Satisfaction Survey for FEMIs Investors, Lenders andFunders

6 of 9


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I. Board of Trustees

When asked what the Board of Trustees thinks that should be improved in FEMIs operations,

one is FEMI should improve the credit process including credit investigation and financial

analysis. Another is to have more appropriate seminars that can be more easily applied to the

BP businesses and to instil a more effective marketing of credit services. FEMIs operations

should have more funds and more consultants to further improve it.

The proponents also asked the board to rate the fields of FEMI based on their satisfaction.

Firstly 5 out of 6 members of the board of trustees strongly agree with FEMIs overall mission

A. OVERALL SATISFACTION ON FEMI Strongly

Disagree

Disagree Neutral Agree Strongly

Agree

1. I agree with FEMIs overall mission. X XXXXX

2. I agree with FEMIs targets. XXXX X

3. I agree with FEMIs goals each year. X XXXX

4. I am satisfied with FEMIs operation so far. XX XXX


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2.) Database has to be reviewed by competent consultant as far as design is concerned,

3.) Brochure for marketing needs improvement

4.) Involvement of OJT students will be of help for new ideas for the company

As to the board of trustees satisfaction on FEMIs facilities, we started off with the location, 4

out of 6 say that they are satisfied with FEMIs location and 2 are neutral. Next is the facilities in

the office of FEMI, one is not satisfied, 3 respondents are satisfied and 2 are neutral. As for

FEMIs website, 5 out of 6 are neutral and 1 chose not to answer the question. For the book and

brochure, one is unsatisfied, one is neutral, 3 are satisfied, and one did not answer the question.

B. FEMIS FACILITIES VeryUnsatisfied

Unsatisfied Neutral Satisfied Very

Satisfied

1. FEMIs office location. XX XXXX

2. FEMIs facilities. X XX XXX

3. FEMIs website. XXXXX

4. FEMIs book and brochure. X X XXX

5. FEMIs database. X XX XX


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Most of the board of trustees strongly agrees that meetings are necessary for updates about

FEMI, 2 of them agree as well. One of the board members agrees that the meetings waste his

time. However, 3 out of 6 and 2 out of 6 strongly disagrees and disagrees respectively, that the

meetings waste their time. Most of the board members also agree that meetings provide enough

information they need. As well as how well prepared the meetings are, they all seem to agree

that meetings are designed and planned well for them.

C. FEMIS MEETING StronglyDisagree


Agree

1. The meetings are necessary for us to be

updated about FEMI

XX XXXX

2. The meetings waste our time. XXX XX X

3. The meetings provide enough information I

need.

XX XX X

4. The meetings are well prepared. XX XXXX


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Most of the respondents do not encounter any difficulty when attending meetings. An average of

3 seminars should be held per year according to the board of trustees. Most of the Board can

make time to attend the said seminars of FEMI. When asked if they encountered any troubles in

taking time to attend the seminars of FEMI, some suggested that proper advance notice should

be given by training staff while some said that it will depend on their other commitments.

More than 80% of the respondents agree that the seminars FEMI holds are well organized. Half

agrees that the locations of the seminars are convenient while the other half are neutral about it.

Most of the board agree that time is well allotted while half believes that the number of

D. FEMIS SEMINAR StronglyDisagree


Agree

1. The seminars are well organized. X XXXX

X

2. The seminars locations are convenient. XXX XXX

3. The time is well allotted. XX XXXX

4. The numbers of participants is proper. X XX XXX


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The board of trustees believes that FEMIs staffs have worked efficiently in achieving the goals

of the company; however, one of them disagrees. As for FEMIs staffs who always complete

their requirements and tasks successfully, the respondents are more on the agree side. Las tly,

most respondents went for neutral as they assessed FEMIs staff companies with FEMI

regulatory. Overall, the board of trustees is satisfied with regards to their employees

performance.

When asked about their thoughts as to whether or not to increase the number of staffs in FEMI,

their answers are as follows:

Current state is under review; should be appropriate to plans as developed, Can expand

the workforce as the organization grow

Not until expansion is in place

Those that were left in the office are those who showed commitment and passion for

FEMIs goals.

To further know more about how much they are informed about FEMI, the proponents asked

them if the reports were able to provide them information they need and 2 people answered yes,


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Feedbacks from the board of trustees about FEMIs operation are as follows:

FEMI has to have employees who have hard working leadership; They need to reform

evolving business model finding balance between NGO ideals and professional

organizational standards of performance.

Further improvements can be achieved by attracting more consultants to assist in their

respective fields of expertise.

More structure has to be put in place.

Better hiring and selection of staff in the future.

As in the past, as much as FEMI can, it should tap the expertise of the Board Members

and utilize them to help the beneficiaries improve their operations. It should also actively

encourage them to invest in FEMI to increase their stake consequently interest in

operations.

Mistakes are there for us to learn which are essential to FEMIs growth.

Fast learner-employees so that improvements are faster than usual

They are all willing to continue their support to FEMI.


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The proponents got good feedback from the investors as to how good are the vision and

mission of the company. Most of the respondents are contented with the operation of FEMI so

far and same goes to the content of information provided through annual report, investor

presentations, and quarterly reports update. The investors also rated FEMIs quality of reports

as satisfactory. A positive feedback was also received with regards to the responsiveness of

Unsatisfactory Satisfactory Good Very Good

1. FEMIs vision and mission. X XXX

2. FEMIs operation so far. X X XX

3. Content of information provided through

annual report, investor presentations, and

quarterly reports are updated.

XX XX

4. Quality of the reports. XXX X

5. Responsiveness of FEMI to your queries/

grievances.

XX XX

6. Promptness in paying interest. X X XX


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Above is the table of consultants satisfaction rate. Consultants are happy with their

communication with the firm. Mostly neutral are the feedbacks of the consultants with regards to the

firms adaptability to certain situations and suggestions. However, most consultants are unsatisfied

with their network expansion. A relatively positive feedback was given to FEMIs personal growth

and opportunities. They are also satisfied as to how they react when faced to challenging situations.

The proponents also got a positive feedback for their overall satisfaction.

The proponents asked for their ideas on operations of FEMI, the consultants stated that they need to

continue working to improve the skills of the staff and the systems as well as the accounting

department, wherein they should have a sales plan that needs fine tuning. Admittedly, the

consultants find their jobs very challenging but will continue to support and aid the firm as a

consultant of FEMI.

!"# $%&'()**+

The proponents conducted a survey among the employees of FEMI. When asked about their


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is all about giving back to the community rather than getting paid at a higher cost. Employees

also agree that their jobs give them the opportunity to learn, they have the tools and resources

they need to do their job, and they have been trained to perform their jobs well. Some of the

employees also disagree that they have the right amount of recognition to do their work. They

also disagree that they feel underutilized in their job. In fact, they are over utilized because of

lack of manpower. They even stated that they do extra works because of it. When asked about

the work expected from them, most of the employees answered neutral. For some reason, the

employees also feel pressured at their work too because of lack of manpower, which leads them

to go for the extra mile and do extra job.

The employees agree that the morale of their department is high, as well as they can develop

comprehensively when they work for FEMI and their satisfaction in working on their

departments.

Ideas are also shared by the employees to the proponents in order to improve their specific jobs

and the ideas are as follows:

Additional authority, more involvement in management decisions, and having additional


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As for the overall satisfaction on FEMIs overall mission, targets, mission to the staffs and

clients, the employees responded with a positive feedback and they feel that they are really part

of FEMI, and this is caused by good working environment of the firm.

Employees are not as satisfied when it comes to the vacation they receive compared to the day

off that FEMI allows. Some of them stated that FEMI lacks teambuilding activities such as

outings. As for the medical assurance, the respondents are very unsatisfied as well as other

benefits they could get from the firm, because of the ratio of what they are giving compared to

what they are receiving.

V. SWOT Analysis

STRENGTHS WEAKNESSES OPPORTUNITIES THREATS

FEMIs vision and mission FEMIs operations Hardcore supporters Funds

FEMIs goals and targets Database Benepartners Stakeholders

FEMIs facilities Late reports Brochures Work pressure

Meetings held FEMIs structure Expansion of FEMI

Seminars conducted Quality of reports Adding of staffs

FEMIs staffs Network expansion Connection and


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Workplace

Caring boss

FEMI as a good

investment

VII. Conclusion and Recommendation

After analyzing results of the survey that was conducted on the Satisfaction of FEMIs

Stakeholders, it can be seen that on an overall aspect, these stakeholders are generally

satisfied on their work in the company, as well as the companys performance. But despite

having these results, there are still some important factors that need further improvement in

order for the company to have consistency in it business operations. Having such will also help

them easily attract investors in the future. For the Board of Trustees, they are well satisfied on

most aspects except for meetings, wherein they believe that it sometimes becomes a waste of

their time. They are also dissatisfied on the facilities and staff that FEMI has. Furthermore,

commentaries and feedbacks from them show how there is a plan of expansion, which will

definitely be good for FEMI. These can also affect the impact they will have on interested parties


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Consultants, on the otherhand, also play an important role in FEMI by providing them

constructive feedbacks, which will be able to help on their business operations. These

consultations can help FEMI achieve their desired expansion in the future. They have a drive to

understand and help the company, most especially because of the line of vision of the company

that generally drives on giving back to society.

Lastly, for employees, there is a clear positive line of feedback due to the good manner

of management that exists in the company. Despite this, it can be good for FEMI to further

enhance and improve the skills of their employees, which in return will be able to create further

drive for them to perform better. In boosting their performance, they will be able to help them

have more leadership drive, which will help management trust them more and provide them

more authoritiy in making management decisions. that they believe they deserve.

It is recommended for FEMI to do satisfaction surveys on a more permanent time frame.

This will be able to ensure that they are not only being able to have satisfied stakeholders; but

more importantly, they can also see a different view of certain situations that will also aid them

in making good and thorough business decisions.

Being the institution that FEMI is, the company clear with their vision and how they want


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(FEMI Inc.)

A OJT Project Documentation

Presented to


(FEMI Inc.)




Appendix B.2: An OJT Program Documentation


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I. Company Background

About FEMI

The Foundation for Enterprise Management Innovations, Inc. (FEMI) was

established in February 2007. It is a non-government business organization with

operations that aim at sustaining and helping entrepreneurs in venturing in bigger

operations by providing loans and business development trainings(FEMI, 2013). FEMI

emphasizes on the practice of "lending with a heart". Its clients, which are called

"benepartners" are treated as part of the family. Compared to banks and other financial

institutions, FEMI requires more lenient requirements and collateral and boasts in

providing support even after credit through training and consultation services. (FEMI,

2013).

Vision


development in the Philippines and will be recognized in the industry as an expert on


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Core Values

1. Trustworthy - To be honest at all times and ensure the competence necessary to

deliver programs for the benepartners.

2. Caring - To be sensitive to the feelings and needs of our stakeholders.

3. Passionate - To view work as an opportunity to improve not as a job.

4. Committed - To perform our mandates wholeheartedly.

5. With Integrity - To impart the moral purpose in everything we do to the benepartners.

6. Patriotic - To aspire that every person involved will actively participate in our

endeavours.

II. Overall Program Objectives

This project aims to create a concrete plan for its OJT Program, which aims to

employ interns from different high schools and colleges that will aid FEMI in its daily

business processes and even give these interns the opportunity to be exposed to the

works and benepartners of FEMI.


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benepartners. They also assure that there is peace and order in the workplace by

ensuring equality or equal opportunities for all employees.

Finance Department

The department takes responsibility over FEMIs financial and accounting

matters. This also includes assuring that accounts receivables are collected and loans

are paid off. Furthermore, the department also handles the balance of the inflow and

outflow of cash in the company to ensure that there is proper circulation of money to

properly facilitate FEMIs business functions. The department is also in-charge of finding

investors for FEMI, who will help them in their operations, who will invest as

shareholders of FEMI.

IV. Hiring Process

The hiring process for FEMI Interns can be done through four options, namely:

Recommendations, Campus Tours, Media and Social Media Advertisements, and Job


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Campus Tours

This type of activity can provide additional exposure for FEMI in order for them to

attract prospective interns for the company. By having different campus tours in high

schools and universities in the Philippines, they will be able to attract a pool of students

that can possibly work with FEMI for a certain duration of time. Campus tours should

include, and is not limited to, career talKs, endorsements, and tie-ups with schools or

certain departments from the different schools. Campus tours can also be done in

different high schools, which can also provide additional opportunities for high school

students in need of part time jobs, most especially those that need financial assistance.

Media and Social Media Advertisements

The pulling force of the different types of media are seen to be very stromg In the

Philippines. Thus, it is crucial for FEMI to maximize their resources to be able to stretch

out the maximum reach they can get in attracting interns to apply and work for FEMI.

Media advertisements can be done through, and is not limited to, television and


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Finance Department

Responsibilities may include researching, helping in editing and drafting reports.

Clerical tasks such as scanning, photocopying, filing documents are also included. The

intern will be asked to assist with month-end financial reports, data entries, credit

checks, audits and other financial documents. The intern will also help in checking

whether accounts receivables are collected and loans are paid off as well as manage

the monthly tracking of the companys physical inventory.

VI. Company Policies for Interns

Interns will work for FEMI depending on the agreed time period. For short term

interns, it can be done on either a project-based internship or for a period of at least 3

months. For long term interns, they will be employed in the company for at least 6

months period.

Internship salary or stipend will depend on the frequency of their presence or the

workload they will receive as employees of the company. This will also be based on the


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4. Understand ones role as a member of the company.

5. Perform well, and be a team player.

6. Establish a boundary for trust and respect for co-employees and employers.

7. Be involved in fieldworks of the company, to gain exposure to real life scenarios.

8. Strive for growth, personal excellence and development as an employee of the

company.

9.

VII. Training and Development Activities for Interns

A. Individual Development

1. Seminars

- Provide opportunities for interns to attend career development events/seminars in the

community or to learn new skills. Interns will learn new concepts they can use during

their internships and future careers.

2. Training Classes


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4. Participation in Benepartners community activities

- Volunteering at a community event will not only be a great opportunity for interns and

employees to get to know one another, but it serves as an excellent public relations

opportunity. These activities also familiarize students with the community and new

activities. In fact, this may provide an opportunity for them to grow personally and get

involved in something outside of work.

B. Team Building and Social Activities

- Whether it is employees and interns going out to lunch, or employees taking interns to

a local basketball game, these kinds of activities provide a great opportunity to get to

know one another on a more personal level. They also provide interns a chance to get

to know other interns and employees with whom they have not worked with. Activities

such as 1). Overnight outings, 2.) Group meetings over lunch, 3.) Group video chatting,

and the like; will definitely build trust and loyalty within the interns and employees.

These activities must also be rated by interns as one of the top highlights of their


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or she will come back. The sooner your student interns understand what your

organization does and how it operates, the sooner they can assume assigned

responsibilities and become productive. You can communicate this information in

several ways:

! Take your interns on a tour of the facilities and introduce them to the other

employees

! Give your interns company materials to read such as newsletters, annual reports,

an organization chart, or memos from top management

! Encourage your interns to spend break and lunchtimes in places where

employees gather

! Schedule regular one-on-one meetings with them

! Give the interns opportunities to observe (or participate in) professional meetings

! Encourage the interns to walk around and observe others at work

The success of an internship depends on the partnership between

representatives of the organization, the college, and the student. These three parties


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B. Orientation Checklist

!

Explain the Mission of the Organization

! How did the organization start? Why?

! What is unique about your product or service?

! Who benefits from your product or service?

! What are the organization's current objectives?

! How may the intern contribute to those objectives?

! Explain the Organization Structure

! Who reports to whom?

! Who, specifically, is the intern's supervisor?

! What is the intern's department responsible for?

! How are decisions made?

! Which personnel can answer different kinds of questions?

! Outline Organizational Rules, Policies, Decorum and Expectations

! Is there specific industry jargon?


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! Are there security or confidentiality issues the intern should be aware of?

!

What is acceptable with regard to dress and appearance?

! How should they maintain the premises and their work area?

! Define the Intern's Responsibilities

! What is the intern's role? Provide a clear job description.

! What projects will be assigned to him or her?

! What resources are available to the intern?

! What training is necessary?

! How does the organization want the intern to deal with clients and vendors?

! What tasks can be completed without supervisory approval?

! Do other employees understand the intern's role?

! Monitor the Intern's Adjustment and Understanding of What is Expected

! Make yourself visibly available to the intern

! Assign someone who can routinely "check-in" with the intern

! Provide feedback and constructive criticism


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! Developing and training

!

Evaluating

It is recommended to meet with your interns regularly to provide feedback

concerning their performance. At the same time, you will have an opportunity to coach,

counsel and reinforce positive attitudes and performance. During these meetings, the

students can:

! Report on the status of a project

! Ask questions

! Learn how their work is contributing to the organization

! Participate in an evaluation of their strengths

! Discuss areas needing growth and development

! Get a sense of what kind of work lies ahead

Always remember to maintain an open channel of communication with formal

and informal meeting. Keep the interns busy and directed towards their learning

objectives. Students rarely complain of overwork, but they do complain if they are not


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Fieldworks become an advantageous exposure and experience for interns that

work with FEMI. Therefore, there are certain policies, not limited to the following, that

interns and the company have to keep themselves reminded of.

1. There should be proper coordination between the intern, the company, and the

internship adviser of the student/s. This is to ensure that there is clear

understanding of who will be held liable for all the actions of the student/s.

2. Interns will be held liable for their actions outside the premises of FEMI, similar

to their responsibility within the companys vicinity.

3. FEMI interns must be flexible in adjusting to the company of the fieldwork they

will be assigned to.

4. FEMI must ensure the safety of their interns, since the companies and

fieldworks they will be doing are in relation to their work with FEMI, as well as

FEMIs line of duty.

5. FEMI should assure that their interns are properly supervised to ensure that all

tasks they will do are in relation to their work in FEMI, as well as FEMIs vision.


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Under no circumstances will Intern leave the internship without first conferringwith

Interns supervisor. Transportation to and from the internship site is the responsibility of the Intern. While Intern is on the Company premises, he/she is considered an employee oragent of Company for any purposes, including but not limited to workerscompensation. Intern assumes all of the risks of participating in the internship program. Inconsideration of the opportunity afforded to the Intern to participate in theinternship program, Intern hereby agrees that he/she, his/her assignees, heirs,

guardians, and legal representatives, will not make a claim against Company orany of its affiliated organizations, or either of their officers or directors collectivelyor individually, or any of its employees, for the injury of death to Intern or damageto his/her property, however caused, arising from his/her participation in theinternship program. Without limiting the generality of the foregoing. Intern herebywaives and releases any rights, actions, or causes or action resulting frompersonal injury or death to him/her, or damage to his/her property, sustained inconnection with his/her participation in the internship program.

I understand that this unpaid, learning experience is not employment and that Intern isnot entitled to wages or a promise of employment at the completion of the unpaidstructured learning experience.

Company Representative Intern

Date Date

WHO WE ARE CORE VALUES Appendix B 3: Sample OJT Program Brochure


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! TRUSTWORTHYTo be honest at all times and ensure thecompetence necessary to deliver

programs for the Benepartners

! CARINGTo be sensitive to the feelings and

needs of our stakeholders! PASSIONATE

To view work as an opportunity to

improve not as a job

! COMMITTEDTo perform our mandates

wholeheartedly

! WITH INTEGRITYTo impart the moral purpose ineverything we do to the Benepartners

! PATRIOTICTo aspire that every person involved

will actively participate in our

endeavors

FEMI, Inc. is passionate about helping

entrepreneurs in venturing in bigger operations

by providing loans and business development

trainings. Its ultimate goal is to be a substantialcontributor to driving social and economic

development in the Philippines by generating

rural jobs, increasing income of people in the

provinces, minimizing urban migration and

providing employment to rural workers.

WHO WE ARE

Foundation for

Enterprise Management

Innovations, Inc.

Page 1 Page 5

Visit http://www.femiinc.comfor more information

CORE VALUES Appendix B.3: Sample OJT Program Brochure

1C


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JOB DESCRIPTIONS

CREDIT DEPARTMENT

The credit department is in-charge of assessing thecredits of FEMI, or loans due to its lenders. Inaddition, they also assess the application for creditby the companies that FEMI loans money to. Thecredit information they gather from their lendersand borrowers are kept confidential by thedepartment; and only shared to concerned parties.

Responsibilities:!Researching, editing, and drafting reports

! Clerical tasks such as scanning, photocopying,filing documents

!Contacting lenders and borrowers!

Assessing applications for credit of thecompany.

FINANCE DEPARTMENT

The finance department takes responsibility overFEMIs financial and accounting matters. This alsoincludes assuring that accounts receivables arecollected and loans are paid off. Furthermore, thedepartment also handles the balance of the inflowand outflow of cash in the company to ensure that

there is proper circulation of money to properlyfacilitate FEMIs business functions.

Responsibilities:!Researching, helping in editing and drafting

reports!Clerical tasks such as scanning, photocopying,

filing documents!Assist with financial documents!Manage the monthly tracking of the companys

physical inventory.!checking whether accounts receivables are

collected and loans are paid off

HUMAN RESOURCEDEPARTMENT

The human resources department takes charge forthe recruitment and selection process of FEMIsemployees and interns. In addition, they are alsoresponsible for arrange the salaries and wages of

the firms employees. They also assure that thereare adequate training and development programsfor FEMIs employees, and even theirbenepartners.

Responsibilities:! Researching, edi ting, and drafting

benefits materials! Clerical tasks such as scanning,

photocopying, filing documents, andcovering reception desk

! Conducting seminars and developingnew programs to meet departmentalobjectives

! Helping improve existing HumanResource programs

NOTE: Participation in a variety of activities outdoorsand indoors, attending seminars, participating in

meetings and interacting closely with co-workers and

staff is mandatory for all departments.

SUPERVISOR

REQUIREMENTS

HOW TO APPLY

Bachelor's degree in any related major and a

commitment to social and economic development

Candidates should have exposure to National

Service Training Programs, Civic Welfare Training

Service or Reserve Officers Training Corps

Computer skills and the ability to work both

independently and as part of a team are essential

Must apply the aforementioned core values of FEMI Start date is negotiable between March and June

2014 for a 12-month position

Please send all of the following materials:

1. Internship application form

2. Current rsum, which includes your educational andwork experiences (if any) with dates3. Essay (minimum of 500 words) answering thefollowing questions:What kind of work-study do you envision yourselfperforming at FEMI? What skills would you like to attainand/or improve upon? How will this work experiencehelp you to achieve future work related goals?

4. Three letters of recommendation (Please allowindividuals two to three weeks to write and send lettersof recommendation. Letters should be mailed directly tothe Executive Director.)5. Transcripts or official record of your post-secondary

coursework with grades

Willie Perasol, Executive Director

To submit your application, send

or attach all materials to either of

the following addresses:

Email: [email protected]

Subject: [Internship], [Full Name]

Address: 29A Magat Salamat

Street, Project 4, 1109 Quezon

City, Philippines

Final Report - Te, Krislynn

Documents

Transcript of Final Report - Te, Krislynn