1. We Mean Business Michael McDonnell, Managing Director, CIPD Ireland

2. About CIPD CIPD: The largest chartered HR Professional body Aim: To drive sustained organisation performance through HR - Shaping Thinking - Leading Practice - Building HR Capability Setting the global benchmark for HR excellence within the profession 135,000 members in 120 countries Offices:London – Head Office Dublin – CIPD Ireland (5,300 members) Singapore – CIPD Asia

3. Work Experience Charter  Tailored to young person’s needs and circumstances  Supported, supervised and mentored  Expectations are managed  Treated as an active member of staff  Young person introduced to the structure of working life  Success is celebrated  Young person enabled to make a more informed decision about: - future career - find out about employment options  Open and honest feedback

4. Work Experience Charter Intern expected to show:  Interest  Make most of opportunity  Willingness to learn  Respect values  Abide by rules Organisation should have an integrated approach to young people:  Working with  Interested in  Recruiting  Developing

5. How Work Experience Works for Employers Apart from making a real difference to someone’s working life, offering work experience is beneficial for organisations for a number of reasons:  Recruitment opportunities  Staff development  A more engaged workforce  Engagement in the local community  Contribution to economic development in the local area

6. How Work Experience Works for Young People and Society Work experience can have a hugely positive impact on young people’s employability and can play a significant role in attempts to reduce youth employment.

7. The Role of Managers in Making the Placement Work CIPD research in to employee engagement and line management highlights the behaviours as key to getting the best of out of staff:  reviewing and guiding  providing feedback, praise and recognition  providing appropriate levels of autonomy and empowerment  taking an interest in the individual  being available to talk if an employee has a question or problem  having a personal / approachable manner It is likely that these behaviours are especially important in the management and development of young people on work experience placements, who in many cases are having their first experience in the workplace.

8. Best Practice: How to close the work experience placement  What went well  What the job seeker found to be a challenge and how they with it  What the jobseeker enjoyed/disliked most about their placement  How they felt about adjusting to the work environment  How well they settled in and worked with colleagues  Invite the jobseeker to feed back on their impression of Serco as an organisation and the local area in which worked  If the jobseeker undertook a project as part of their work experience placement, invite them to share their findings  Encourage the jobseeker to document on the placement plan everything that they learned.  Ask the jobseeker to identify what they can use from the placement experience to update their CV. Source: Serco Group

9. Best Practice: How to make your placement a success  Engaging hearts and minds of managers  Leading by example  Involvement of business co-ordinators and line managers  A simplified and structured approach for line managers and business co-ordinators  Standardisation of processes and schedules

10. CIPD Ireland’s new Internship Guide for Employers

11. Michael McDonnell Managing Director, CIPD Ireland T (+353 1) 6624 279 michael.mcdonnell@cipd.ie