Our next generation of public sector leaders is one of the best assets and resources any organization can have. Even in an ever-changing landscape, one thing remains certain - we need to nurture younger people who aspire to be future leaders.
One of the greatest investments you can make is an internship program that nurtures people interested in HR management positions in your organization. Public sector internship programs can train potential leaders to drive success and give your organization a fresh perspective.
HR professions are vital to the health and growth of any agency. However, the role continues to evolve from being compliance-based to a more strategic position with added responsibilities. It’s more important than ever to define what a future HR leader is. Also, how you can nurture next-generation HR managers to embrace innovation and critical thinking.
And the best way to do this is with flexible, inclusive, and impactful internship programs.
Public sector organizations continue to grow and change with the introduction of new technologies and the post-pandemic atmosphere. HR teams now focus on adding value to agencies and being more strategic with recruiting and fostering an inclusive and diverse work culture.
Now more than ever, future HR leaders are responsible for employee engagement and improving the work experience to attract and retain the brightest talent. Internships can help empower future human resource leaders to make changes and hold others accountable.
Strong, impactful internships provide interns with practical work experience by putting into practice what they learn. They also help interns add more value to their organization. Mentorship provides guidance and allows them to make mistakes in a safer environment with increased support.
Good public sector internship programs focus on:
An effective mentorship can also provide various learning experiences in different formats. For instance, workshops, group projects, events, and field trips. You can make projects more meaningful by helping the community. Alternatively, allow interns to participate in other projects that enrich society.
Younger generations say they want more meaningful work where they believe they serve a wider purpose. Meaningful tasks can help fulfill this need and expose them to various parts of an organization. And access to managers can enhance the experience for interns.
Flexibility is one of the top characteristics of a public sector internship that people want to join as academic schedules vary. Create a hybrid internship like a hybrid work environment. Offer multiple start dates and alternate learning sessions to facilitate those different schedules.
Many public sector organizations have strict data and cyber security policies for certain systems. So, it can be challenging to provide interns with the access they need for valuable experience and balance security requirements.
Organizations have seen a decline in internship enrollments with fewer conversions to permanent employee roles. In many instances, college students are not aware of the broad range of options they have with public sector work. Therefore, many organizations are revamping their internship programs.
Today, federal HR leaders are revising federal internships to:
As internships are crucial pathways to public services, it’s important to enhance the benefits for agencies and interns. Tying the tasks interns do with an organization's values and mission allows interns to form deeper connections with other employees and public sector leaders. It also highlights that the work is mission-driven and meaningful.
Interns that connect with these values and mission form a stream of motivated employees who understand them and relate to them for more engaged workers.
Internships help interns translate what they learn in college into real-world experiences in a culture that promotes learning by doing and mentorship. Working alongside HR leaders provides interns with a glimpse behind the scenes into the interworkings of an organization.
These mentorships can attract new talent, increase retention and provide more opportunities for personal development. Interns can develop leadership skills that are critical to an organization’s success and their future position as an HR leader.
Impactful internships can only do so much if you aren’t regularly evaluating the program’s effectiveness. To do this, you need to define your goals to start. Defining goals allows you to monitor the key performance indicators (KPI) to measure the success of internships.
Track KPIs and gather data such as:
You can also get qualitative feedback from interns and HR managers to measure the experience of all participants. Be sure to gather this feedback at different stages of your internship program. Transparency is key. Encouraging everyone to be honest without fear of repercussions is also vital, as you need the most accurate data to evaluate a program’s effectiveness.
Internships for next-generation HR leaders are beneficial to organizations and interns as they give you more qualified leads. It offers students the chance to learn by doing. Academics are important but can never show what working for an organization is really like.
Be thoughtful when creating public sector internship programs and consider how you can design the best experience for interns. Think about how you can develop a program with meaningful work experiences, flexibility, diversity and inclusion. Create a pipeline of potential employees already vested in your company for greater success.
Contact CPS HR by filling out this form if you want help developing and implementing a successful and impactful internship program.
CPS HR Consulting is a self-supporting public agency providing a full range of integrated HR solutions to government and nonprofit clients across the country. Our strategic approach to increasing the effectiveness of human resources results in improved organizational performance for our clients. We have a deep expertise and unmatched perspective in guiding our clients in the areas of organizational strategy, recruitment and selection, classification and compensation, and training and development.