Only a few short years ago, the "new" economy was booming.

College graduates and those holding professional

degrees enjoyed a host of employers seeking their talents. From investment banking and blue chips to non-
profits and start-ups, opportunity was everywhere.

No longer. Today, top jobs across all industries and functional capacities have dwindled to a trickle. The
recruiting process has become increasingly competitive and candidates need more initiative and tenacity than
ever to land the job of their choice. How can you get your foot in the door?

An internship.

But what is an internship? Do you get paid? Do you volunteer? Do you perform substantive work? Or do you
fetch coffee?

It depends. With so many internships out there, an internship can be practically any experience that combines
learning with hands-on activity. Interns for members of Congress might do clerical work for free (or for college
credit) ten hours a week, while college juniors who intern for P&G are full-time, paid members of a professional
team. Interns earning their graduate degrees in law or business might "train" for an employment opportunity
after graduation. In other words, internships can be paid or unpaid, full- or part-time, and short- or long-term.
Internships can be formal programs with lengthy application procedures or informal opportunities that you seek
out. No matter what, an internship offers you the opportunity to acquire practical skills in a structured
environment.

As an intern, your environment should be characterized by the chance to: bond with a mentor; attend
organizational meetings; shadow staff working in various functions; perform research or analysis; take
ownership of a specific project; and receive training specific to your field of interest.

The extent to which your internship will offer you a defined role depends on the organization with which you
work. Some companies have rigidly structured, long-standing programs for interns, while others, particularly
small firms or organizations in the public sector, might offer you an incredible amount of self-determination.

Regardless of how structured your role might be, internships offer you a chance to explore a potential career
without having to make a long-term, life decision. By actually participating in a field that interests you, you not
only have the opportunity to "get your foot in the door," you also acquire practical skills and make valuable
contacts. Even if you learn via your internship that you would never enter that particular career or corporation,
you have learned something of immense value. Far too many bright and ambitious individuals earn graduate
degrees or commit themselves to a career before even taking their interest for a test-drive. By completing an
internship, you have the chance to gauge how reality measures up to your expectations. Not every internship
will provide you with a solution to your career search, but even if your internship doesn't "work out" in the
traditional sense, the skills you acquired and the contacts you made will offer you resources with which to
pursue your next step. No matter what, introducing yourself to the internship can significantly advance your
search for a rewarding career.

http://www.exforsys.com/career-center/internship-tips/internship-center-introduction-to-
internships.html
Introduction to Internship

Community Classroom

Cooperative Vocational Education

In ROP, Community Classroom (CC) and Cooperative Vocational Education (CVE) have proven to

be extremely effective methods of instruction and are unique in providing a combination of related

classroom instruction and paid or unpaid instruction in a business/industry setting. The importance

of on-the-job training as a highly effective means of developing solid job skills has long been

recognized. This ROP Internship Handbook is designed to assist ROP teachers in developing a

better understanding of the two methods of instruction and in implementing and complying with

Title V regulations for ROP Community Classroom and Cooperative Vocational Education.

CC and CVE internship methodologies take place at business/industry sites where occupational

training programs are conducted. Their purpose is to expand occupational training opportunities by

utilizing existing sites and facilities other than those of the traditional classroom. Each student’s

vocational preparation is therefore, jointly planned and supervised with the educator and the

business. This shared responsibility is facilitated through a written Individualized Training Plan

(ITP). The ITP ensures that each intern experiences a progression of learning activities at the

training sites.

The materials in this ROP Internship Handbook can be used to improve the quality of programs that

already utilize CC and CVE internships and to encourage other ROP teachers to use these

instructional methods in their ROP classes. Topics, in the Handbook include how to get started,

training agreements, required steps and forms, teacher responsibilities, and other forms of program

operation.

This ROP Internship Handbook can also be used in training new station managers or employers,
advisory committee members, and other school or community contacts.

Use the ROP Internship Handbook as a tool. The forms and letters found herein are also available

on the ROP web site.

ROP Internship Handbook 1-1 Objectives for ROP Internships

1. To provide basic background instruction to help interns prepare for business/industry

occupations and related professions.

2. To facilitate the transition between school and employment.

3. To provide training stations for interns to practice skills and attitudes learned in the classroom.

4. To provide interns with practical experience that will help make their classroom instruction

more meaningful.

5. To provide an opportunity, through the use of local business, for interns to acquire skills and

knowledge that are best developed on the job.

6. To provide opportunities for interns to make social adjustments and to develop the ability to

work cooperatively with coworkers and supervisors.

7. To emphasize to interns the importance of being able to follow directions, pay attention to

details, and accept supervision.

8. To foster an understanding in interns of the benefits and responsibilities of gainful employment.

9. To provide interns with the ability to keep up with the changing world of work by putting

emphasis on problem-solving, thinking, and decision-making.

10. To provide interns with instruction in business skills, principles, and concepts that will lead to

success on the job.

11. To counsel interns who want to continue training beyond high school.

12. To point out to interns that constant educational growth is necessary for successful employment

and good citizenship.

13. To graduate well-trained, experienced workers.

ROP Internship Handbook 1-2 Internship Definitions

Community Classroom (CC) is an instructional methodology that utilizes unpaid internship

experiences at business, industry, and public agency sites to assist students in acquiring

competencies necessary to obtain entry-level employment.

Community Classroom Training Station is the business, industry, or public agency location

where students receive their unpaid internship experience.

Competency is the prescribed performance level for the skills, knowledge, and attitudes necessary

to accomplish a job task.

Cooperative Vocational Education (CVE) is an instructional methodology that correlates

concurrent, formal, vocational education classroom instruction with regularly scheduled, paid

training experiences. Cooperative Vocational Education assists students in developing and refining

occupational competencies needed to acquire, adjust to, and advance in an occupation.

Cooperative Vocational Education Training Station is the business, industry, or public agency

location where students receive their regularly scheduled, paid training experience.

Individualized Training Plan (ITP) is a written document that identifies competencies students

will acquire through vocational education classroom instruction and paid or unpaid internship

experiences.

Internship is a situation in which students apply their existing skills while training with an

employer for a specified period of time to learn about a particular occupation.

On-the-Job Training (OJT) is “hands-on” job skill training in either community classroom

(unpaid) or cooperative vocational education (paid) settings.

Training Agreement is a written document that describes the conditions and requirements to be

met by those parties involved with utilizing of business and industry resources for vocational
instruction.

ROP Internship Handbook 1-3 ROP Internship Checklist

‰ Make site contacts/develop work stations for students.

‰ Have training station supervisors sign Training Agreements.

‰ Assess student needs.

‰ Confirm student site assignments (location and hours) with students and training

station supervisors.

‰ Secure all required student clearances for community classroom placement, e.g., TB

test, background check, prerequisites and competency completion (this will vary by

course and training station).

‰ Make internship assignments and have the interns arrange for a meeting, tour, or

interview.

‰ Complete required internship documents for the following:

• Training Agreement

• Individualized Training Plan

• Intern Participation/Emergency Information form

• Record of Supervision Visits

‰ Begin intern observations. Document the observations on the Record of Supervision

Visits.

‰ Collect regular time reports as directed by your district ROP office.

‰ Conduct interim/final intern performance evaluation.

‰ Keep records for each student for three years after the completion of the internship.

http://www.sdcoe.k12.ca.us/rop/handbook/intro.pdf
Only a few short years ago, the "new" economy was booming. College graduates and those holding professional degrees
enjoyed a host of employers seeking their talents. From investment banking and blue chips to non-profits and start-ups,
opportunity was everywhere.

No longer. Today, top jobs across all industries and functional capacities have dwindled to a trickle. The recruiting process
has become increasingly competitive and candidates need more initiative and tenacity than ever to land the job of their
choice. How can you get your foot in the door?

An internship.

But what is an internship? Do you get paid? Do you volunteer? Do you perform substantive work? Or do you fetch coffee?

It depends. With so many internships out there, an internship can be practically any experience that combines learning with
hands-on activity. Interns for members of Congress might do clerical work for free (or for college credit) ten hours a week,
while college juniors who intern for P&G are full-time, paid members of a professional team. Interns earning their graduate
degrees in law or business might "train" for an employment opportunity after graduation. In other words, internships can be
paid or unpaid, full- or part-time, and short- or long-term. Internships can be formal programs with lengthy application
procedures or informal opportunities that you seek out. No matter what, an internship offers you the opportunity to acquire
practical skills in a structured environment.

As an intern, your environment should be characterized by the chance to: bond with a mentor; attend organizational
meetings; shadow staff working in various functions; perform research or analysis; take ownership of a specific project; and
receive training specific to your field of interest.

The extent to which your internship will offer you a defined role depends on the organization with which you work. Some
companies have rigidly structured, long-standing programs for interns, while others, particularly small firms or organizations
in the public sector, might offer you an incredible amount of self-determination.

Regardless of how structured your role might be, internships offer you a chance to explore a potential career without having
to make a long-term, life decision. By actually participating in a field that interests you, you not only have the opportunity to
"get your foot in the door," you also acquire practical skills and make valuable contacts. Even if you learn via your internship
that you would never enter that particular career or corporation, you have learned something of immense value. Far too
many bright and ambitious individuals earn graduate degrees or commit themselves to a career before even taking their
interest for a test-drive. By completing an internship, you have the chance to gauge how reality measures up to your
expectations. Not every internship will provide you with a solution to your career search, but even if your internship doesn't
"work out" in the traditional sense, the skills you acquired and the contacts you made will offer you resources with which to
pursue your next step. No matter what, introducing yourself to the internship can significantly advance your search for a
rewarding career.

http://www.vec.ca/english/3/introduction-internships.cfm
Definition of internship:

What is an “internship”?

Definition: An internship is an opportunity to integrate career related experience into an

undergraduate education by participating in planned, supervised work.

Definition

Period of supervised training required for qualifying for aprofession. It follows a specified
number of academic creditsor classroom years.

Definition: An internship is when a student, usually in college, works for a set period (usually 12 weeks over
the summer) for a print, broadcast or outline news outlet. The purpose of the internship is to give the student
experience working for a professional news organization. Internships are usually paid, though some are
unpaid and some may be for college credit.
Examples:
Jane landed a summer internship at the Beacon-Herald newspaper.

Internship Definition
Official UNH Internship Definition

The official UNH internship definition adopted by the Experiential Education Internship sub-
committee:

Within the context of UNH Experiential Education, Internship is a supervised discipline-related work
experience. The work experience may be part-time or full-time and can be paid or unpaid. Important
elements structured into the experience, which distinguish it from short-term job or volunteer work are

1) an intentional experiential learning strategy,

2) an emphasis on professional development,
3) performance assessments, and
4) reflection and acknowledgement.
Students satisfy the Experiential Education – Internship education requirement by enrolling in a specific
Internship course. Enrollment in an internship or co-operative education course must be approved by the
internship instructor or coordinator.
Definition
 
1.
the state or condition of being an intern.
2.
the period during which a person serves as an intern.
3.
any official or formal program to provide practical experiencefor beginners in an occupation or pro
fession: an internship formanagement trainees.
4.
a position as a participant in such a program: She hasaccepted an internship in a law firm.
5.
any period of time during which a beginner acquiresexperience in an occupation, profession, or pu
rsuit: She hada long internship before starting her own recording studio.

Definition: A person, usually a student, participating in a program of temporary, supervised work in a

particular field in order to gain practical experience Some colleges encourage students to work, for a small
stipend or even for free, through internship programs. Student interns trade their time and talents for
learning marketable job skills. Every year, colleges match millions of students with businesses of all sizes
and types. Since they have an eye on future career prospects, students working as interns are usually
highly motivated. Does your small business have anything to offer an intern? Actually, small companies
offer ideal learning experiences for interns since they typically have a great variety of job tasks and offer a
chance to work closely with senior employees.
Keep this in mind: In most cases, offering routine secretarial or "gofer" work won't get you an intern;
colleges expect their interns to learn specialized professional skills. Hold up your end of the bargain by
providing meaningful work. Can you delegate a direct-mail campaign? Have an intern help on photo
shoots? Ask her to put together a client presentation? Get involved in a technology implementation?

Check with your local college or university to find out about their internship programs. Usually, the school
will send you an application, asking you to describe the job's responsibilities and your needs in terms of
major, skill level and other qualifications. Then the school will send you the resumes of students they think
could work for you.
The best part of hiring interns? If you're lucky, you'll find a gem who'll stay with your company after the
internship is over.
An internship is a type of work experience for entry-level job-seekers. Internships involve working in your
expected career field, either during a semester or over the summer. Besides gaining valuable experience,
you get exposed to the business environment and gain valuable references and network contacts. Career
counselors, employers, and others have long touted the importance for college students to work one or more
internships during their college years.

Internships may be paid or unpaid and may or may not carry an offer of regular employment upob
successful completion of the internship and/or school term. Learning by doing and being exposed to
professionals working in the field provides valuable experience, a professional reference and often leads to a
position upon graduation.

Additional Definitions

Internships
Internships are arrangements in which college students and career changers lend their talents to companies
in return for an opportunity to develop business skills, learn about a new industry, and gain exposure to the
work environment. Internship programs are set up as either non-compensated or compensated internships.
Whether paid or unpaid, an internship position is often quite beneficial to the student who participates, for
he or she receives "real world" business experience and an early opportunity to impress potential employers.
Employers too benefit from internship programs by obtaining the services of skilled personnel for modest
cost and by being exposed to new ideas and perspectives.

BENEFITS OF INTERNSHIP PROGRAMS

Internships are seen by college students as potentially valuable tools to explore general career avenues as
well as specific companies. Such arrangements can provide them with valuable work experience (both
practical and for résumé enhancement) and an opportunity to line up a job before graduation. In addition to
securing good work experience, students also may be able to gain academic credit and financial
compensation (albeit modest in size) for internships. As Steven Bahls and Jane Easter Bahls observed
in Entrepreneur, "when an internship is set up through a local college or university, students can often
obtain academic credit for their effort. The fact that they're receiving credit, though, doesn't mean they're
not also entitled to minimum wage if your business derives immediate benefit from their labor."
Internship programs are also potentially valuable to employers. Unfortunately, some companies continue to
regard interns as little more than a free source of labor to catch up on filing and other tedious office tasks.
But many business owners and managers realize that internship programs can provide them with an early
opportunity to gauge the talents of a new generation of workers and, in many cases, sell themselves as a
quality place for students to begin their careers after they graduate.

Internship programs are understandably most prevalent in larger companies. But small companies can
realize significant benefits as well. In many respects, interns can be ideal workers for small- and mid-sized
companies. They are typically hungry to gain experience, eager to perform well, and willing to perform less-
desirable tasks (although a steady diet of such tasks is apt to wilt their enthusiasm). Moreover, their fresh
perspectives often challenge entrenched processes and attitudes that have outlived their usefulness. In
addition, internship programs enable businesses to sort through a pool of potential employees. As the weeks
pass, intern performances can be evaluated, and the pool can be culled down to good workers who are
already familiar with the company. "The organization has the opportunity to observe the student at work and
review work habits, technical ability, interpersonal skills, and adaptability before making a full-time
commitment," wrote Larry Crumbley and Glenn Sumners in Internal Auditor. "Internships substantially
reduce the risks in cases where offers of permanent employment might be made. Not only can the
organization pre-screen the intern; the student also can learn about the company. The possibility of
dissatisfied employees seems far less likely when both employers and employees have clear expectations of
each other."
Interns also often prove to be invaluable recruiting tools when they return to campus. "A student returning
from an internship with a favorable impression becomes an on-campus advertisement," observed Crumbley
and Sumners. "Students listen to their peers and often trust their opinions more than those of campus
representatives or professors. The cost of recruiting permanent employees is reduced as students become
familiar with the opportunities the organization has to offer and top students are attracted to permanent
positions."

SETTING UP INTERNSHIPS
Small businesses can benefit enormously when they establish an internship program, but such initiatives
should not be launched in haphazard fashion. "Before you bombard colleges with leaflets announcing the
availability of internships, decide what it is you want to achieve," counseled Deborah Brightman in Public
Relations Journal. "These goals will help you determine the length of your program (two months should be a
minimum) and the number of interns you should hire. The latter will also depend on your experience in
managing an internship program, the available budget and space, and the number of people on staff who
are available to supervise and train interns." In addition, companies should have a full understanding of the
specific tasks to which interns will be assigned, and make plans to ensure that interns will have an
opportunity to receive meaningful feedback on their performance.
A written plan providing details of the plan should then be prepared. This plan serves to educate potential
interns and internship directors at colleges and universities, and can serve as a blueprint and guide for the
company after the program is launched. "The plan," wrote Brightman, "should cover the program's purpose,
 recruitment, activities and responsibilities, evaluation, and follow-up steps. Be sure to make those
employees who will be involved in the program aware of their parts before the interns arrive." Once these
materials have been created, companies can go about the process of contacting appropriate colleges and
universities, many of whom have established internship centers in recent years.

The Internet offers resources for publicizing an internship program as well. Bulletin boards exist that offer to
match up students and others interested in participating in an internship program with employers offering
such programs. One such service is offered by Wetfeet.com and can be located online at
http://www.internshipprograms.com/.

The interviewing process for internships is not unlike the regular interview process in many respects. Factors
such as attitude, academic achievement, and suitability for the job are paramount. Small business
consultants also counsel their clients to set up summer internship programs when possible, since the pool of
both full- and part-time students available for internships is deepest at that time of the year.

Internship programs need oversight and the choice of the supervisor is often essential in determining
whether the program will be successful, mediocre, or an outright failure. Business experts recommend that
interns be monitored by enthusiastic people who have time to tackle the responsibilities associated with the
job. "The internship director should have regular contact with both the interns and their … supervisors,
monitoring the quality of work that's being performed, the experience the interns are gaining, and how
happy they and their supervisors are with the program," wrote Brightman. "The supervisor must also be
available to mediate any problems, oversee the recruitment process, and handle administrative details such
as salary, office space, and evaluations." Finally, the supervisor should be able to handle necessary
communications with the intern's university.

DISTINGUISHING INTERNS FROM EMPLOYEES

Internship programs can be tremendously helpful to small businesses, but there are legal hazards associated
with such programs of which employers should be aware. "Unless your internship program is essentially
educational," caution Entrepreneur contributors Steven Bahls and Jane Easter Bahls, "your interns may look
suspiciously like employees, who are entitled to the federal minimum wage." Companies that operate
internship programs that are found to be not primarily educational may run the risk of being found in
violation of the Fair Labor Standards Act (FLSA), which applies to all companies with two or more employees
and annual sales of at least $500,000.
Bahls and Bahls note that the U.S. Labor Department's Wage and Hour Field Operations Manualestablishes
six criteria for distinguishing interns from employees:
1. Interns may be trained using equipment and procedures specific to the employer, but internship
experiences must be akin to experiences that they would be able to gain in a vocational school.
2. Regular employees cannot be displaced by interns, who should be closely supervised. "Farming work
out to unpaid interns after a regular employee quits would raise a red flag," said Bahls and Bahls.
3. Interns are not guaranteed jobs at the completion of their internship. "If they are," wrote Bahls and
Bahls, "the experience looks more like the training period at the start of a new job, for which they'd be entitled
to fair wages."
4. Both employer and intern need to understand that training time does not entitle interns to wages.
5. Training should be primarily for the benefit of the intern.
6. Companies providing training to interns, noted Bahls and Bahls, "must derive no immediate advantage from
the activities of the intern…. Although an internship program will benefit your business over the long term by
providing a pool of trained applicants with familiar work habits, it's not meant to be a source of free labor."
Most business consultants offer soothing advice to small companies that might be scared off by such criteria.
They point out that the overwhelming majority of firms that establish internship programs are pleased with
them, and as Bahls and Bahls wrote, "while the Labor Department closely adheres to its six criteria, courts
tend to look at the spirit of the internship program as a whole."

Business owners and managers also need to be aware that, generally speaking, even unpaid interns have
the same legal rights as employees when it comes to protection against discrimination or harassment. "It's
best to cover them for workers' compensation, too," said Bahls and Bahls, "because if they're injured on the
job and not covered, they can sue your business for medical expenses and possibly for negligence, which
can subject your business to unlimited damages." However, interns do not have the same rights as
employees in the realms of unemployment compensation or termination procedures.

BIBLIOGRAPHY
Atkinson, William. "Hiring Older Interns: With career-switching on the rise, your internship applicants might
be more experienced than you'd expect." HRMagazine June 2005.
Bahls, Steven C., and Jane Easter Bahls. "Internal Affairs." Entrepreneur. November 1997.
Bell, Justine. "Marketing Academic Internships in the Public Sector." Public Personnel Management. Fall
1994.
"The Best 109 Internships." The Princeton Review. 28 January 2003.
Brightman, Deborah E. "How to Build an Internship Program." Public Relations Journal. January 1989.
Crumbley, Larry, and Glenn E. Sumners. "How Businesses Profit from Internships." Internal Auditor. October
1998.
Gornstein, Leslie. "Heard at Downsized Firms: 'Hey! Let the Intern Do It!'" Crain's Chicago Business. 5
September 1994.
Kaplan, Rochelle. "Hiring Student Interns." Small Business Reports. May 1994.
Ray Roberts. "Hiring Interns Can Lead to Real Insight into Your Company." Conference & Incentive Travel.
October 2005.
IMPORTANT TERMS RELATED TO INTERNSHIP

The Importance of Internships

Internships are known for giving students the opportunity to apply their knowledge in real world
environments. At the same time, they will also develop skills which will help them perform better
at their jobs.

Internships greatly increase the chances that a student will gain full time employment after
graduation. In this article, we will look at internships, and how they can assist students in
performing well at their jobs.

One problem commonly cited by employers is that many graduates do not have the practical skills
necessary to excel in the job market. They also feel that the professionalism of students is less
than it should be. Even though there are a large number of theories on how to encourage
employees and increase profits, it is apparent that enhanced levels of education are not enough
to prepare students for a real world environment. Being able to improve these weaknesses will
make graduates much more effective in their careers.

By using internships, students are provided with experience that will make them stronger. In
addition to this, their work ethic will increase, and they will be confident in their abilities.
Internships will also allow students to learn about time management, discipline, and
effective communication skills. In the business world, critical thinking skills are very important.
Graduates must be able to make quick decisions which are based on logic. Internships will teach
students how to excel in a large number of different organizations and industries. When students
use internships, they will bring benefits to themselves as well as their employers.

Because many employers feel that some students lack the practical experience to excel in the real
world, internships have become more important than ever before. Those who choose to
participate in internships will be granted credits towards their graduation by many colleges. There
are a variety of different companies which offer internships to students. These include
corporations, non-profit organizations, and other institutions. When looking at internships, it is
important to understand what employers want. A number of studies have shown that there are
six attributes that employers are looking for.

These attributes are motivation, leadership, oral communication skills, experience, and
interpersonal skills. There are a number of employees who naturally have these skills. However, it
should be noted that most employees don't have these traits, and they must be taught. When
students go through mentoring programs, they must learn to problem solve and communicate
effectively. In addition to this, it is also important to know how to use different forms of media
and technology. When looking at the effectiveness of internships, it is also crucial to look at case
studies.

A study was conducted which included 270 colleges all over the United States. A total of 350
students were included in this study. Before they could start their internship, the students were
required to take a career development program. In this program the students learned how to
conduct an interview and how to enhance their careers. The results of the study demonstrated
that using a variety of different teaching methods is effective in giving graduates the traits which
are desired by employers. The students gained skills in problem solving, critical thinking, and
computer skills.

The vast majority of students in this study had high to above average scores. The students also
demonstrated enhanced abilities in the areas of oral communication and leadership skills. The
goals of the study were largely successful. If more colleges and educational programs can
encourage their students to take internships, it is likely that many of their graduates would have
the skills necessary to succeed. Setting up the right program for employees can be a challenging
process. The students who participated in internships performed much better than students who
graduated from the program without going into internships.

This is evidence that education is not enough to allow graduates to perform at a higher level. In the real
world environment, analytical skills are not enough. Students must have both interpersonal and leadership
abilities. While most colleges are good at teaching analytical skills, they are lacking when it comes to other
characteristics. By effectively using internships, students will increase their skills and make themselves
valuable in the job market. Their employers will benefit as well, and they can increase the efficiency of their
businesses.
Significance Of Internship

Provides Experience & Knowledge

Classroom studies are confined only to books and theoretical learning. Application of these theories and lectures
delivered in classrooms differ a little from the set format. Through internship, students get not only get a first-
hand experience of these theories, but also learn the applications of these theories in real challenges. Also, the
company exposure allows students to enhance their knowledge and contribute it to the company in their
specialized fields. For example, doing an internship in an advertising company exposes the students to the
various processes that are equally important as those taught in the school as strategies.

Improves Skills
Several skills and tasks are necessary to accomplish a job effectively and efficiently. These skills are imparted to
a student during his tenure as an intern. It exposes him to skills, such as oral and written communication,
presentation, leadership, planning, time, and project management. No matter how simple or difficult the task is,
students are taught to take up the challenge and polish their skills to prove themselves to their seniors
or employers.

Boosts Self-Confidence
Doing an internship is a great learning experience in itself. The entire journey of internship allows a student to
identify his strengths and weaknesses, and use both of them to the best advantage of his job and company.
While going through the interview process for entering the company internship, the first question put up to
students is about narrating their positive and negative traits and how they can prove themselves fit for the said
position. This real life experience allows them to judge themselves as to where they stand and identify their
abilities of completing the given tasks. All in all, undergoing an intensive internship program boosts the self-
confidence of students and motivates them towards facing big opportunities in future.

New Career Opportunities

Internship is the first ladder to success. Doing an internship in a specialized field helps students to build up a
good network. When a student enters a company, he is not regarded as an intern (despite being one), but as an
employee who will give his best to the company. Further, if the intern is successful in proving himself worthy for
the company, he may just land up getting a permanent position in the same company after completing the
internship program.

Real Corporate Feel

Another major advantage of doing an internship is working in the real corporate environment, without having to
leave school or college. Internship programs are carried out during school breaks and last for a month to a year,
thus allowing students to experience the workplace atmosphere. These programs are seen as great
opportunities to utilize the time and knowledge to gain understanding and experience and make the most out of
it in terms of converting it into a prospective career.

http://lifestyle.iloveindia.com/lounge/importance-of-internship-11358.html
Good Internship v/s Bad Internship

Types of Internship

Various Types of Internships

There are many types of internships for students, new graduates, and career
changers who are looking to get relevant work experience prior to getting a job or
entering a new career field.

Types of Internships
Internships provide real world experience to those looking to explore or gain the
relevant knowledge and skills required to enter into a particular career field.
Internships are relatively short term in nature with the primary focus on getting
some on the job training and taking what’s learned in the classroom and applying
it to the real world. Interns generally have a supervisor who assigned…
Paid Internships
Paid internships offer students a way to gain relevant knowledge and skills
required to succeed in a specific career field while making some money through
an hourly wage, salary, or stipend over the course of the internship.
Internships for Credit
Internships for credit provide students with academic credit to be included on
their college transcript. Usually a faculty sponsor will work alongside a site
supervisor to evaluage the student's overall progress over the course of the
internship.
Internships for Non Profits
Non profit internships involve working for organizations such as: charities,
universities, government agencies, religious organizations, and some hospitals
and are usually unpaid.
Summer Internships
Summer internships offer students an opportunity to get some concrete work
experience and be able to try out what it's actually like working in a particular
career field. Many summer internships are paid but a number of summer
internships are also available in the world of non profits.
Service Learning
Service learning provides students an opportunity to meet specific learning
objectives through doing some form of community service work. The objective of
the experience is that the recipient and the provider of the service both mutually
gain from the experience.