This project has been funded with support from the European Commission.
This web site reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
This guideline provides the companies with specific suggestion on how to host internships. The guideline covers topic such as: creation of fruitful cooperation with VET institutions; organisation and tutoring of the internship.
In companies the cost-benefit analysis is different from the certification systems used in employment centers and in employment agencies. In the latter it is the certification system in use that determines the evaluation of the internship. In Italy each region has implemented a system of certification of acquired skills (both formal and informal). In Europe the states that have systems of recognition and validation of the implemented skills are Holland, Norway, Denmark, Estonia, Finland, France; Ireland, Luxembourg, Malta and the United Kingdom. Usually at the end of the internship both to businesses and interns it is given an evaluation questionnaire from the agency training who handled the way. In the questionnaire submitted to the companies, it is asked what were the benefits of the company and the related costs, an analysis by Forschungsstelle für Bildungsökonomie of the University of Bern shows us how the realization of long internships allows companies to have less personnel recruitment costs. In addition to this advantage, companies have the possibility to train the worker according to their needs, they have low-cost labor who can reduce the incidence of work on the finished product. On the other hand, companies, in the first months of training, have costs linked to two main factors:
cost of the intern who, during the first months of activity, is committed to learning the rules of work and is not productive for the company. Cost of the tools used by the trainee who, in the first period, are not used for production but for training purposes
cost of company tutors who dedicate paid time to intern training by subtracting it from the production process.
the investment that companies have to pay is usually amortized over a period equal to the duration of the internship, so in a medium-term perspective the costs are largely recovered from the increase in productivity that the new employee guarantees 'company.
The virtual internship provides further advantages for the employer such as:
Larger applicant pool. Hiring virtual interns allows you an almost endless choice of candidates
Workers only when needed.
Space and equipment savings. Since virtual interns don’t work at your office, you don’t have to allocate additional workspace.
virtual internships can nearly eliminate the number of unproductive, paid hours of work. The development of smart working has the result for the company to pay much less hours for the same job than a traditional worker
Reduction of the unproductive times of the tutor. If you have a small staff, hiring interns remotely means you will not have to overwhelm an employee with the task of training or supervising an intern for 40 hours a week.
This project has been funded with support from the European Commission. This web site reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.