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Internship Evaluation

Internship Evaluation

Internship Evaluation

An internship offers a transitional opportunity in human capital growth. Due to the increasing workforce changes, undertaking an internship ushers one into an integrated team of an organization’s employees with varied experience and skills across the various department. As such, internship programs equip future leaders with desired skills that are learned through a practical application of classroom theories under the supervision of experienced leadership in the organization. Therefore, the programs set a blueprint for a student’s future career development under fresh cognitive paradigm. As a learner, I am convinced to witness Dell Company embrace a culture and concept of developing young professionals in their workspace through exposure to specific progressive assignments. The choice of Dell Corporation is guided by the company’s interactive internship programs that primarily focus on right skill acquisition and extra professional development of the interns. In addition, the company’s new 25% intern contraction policy gives a higher opportunity for absorption and future career development at the company.

Introduction to the Organization and Leadership

Dell Incorporation, formerly PC Limited, is a leading American based private technology firm globally known for its computer innovation and manufacturing (Koehn, 2001). The firm designs and manufactures suitable PCs on varied species based on use and technological preferences. Started in 1984, and headquartered in Round Rock, Texas, Dell firm is among today’s leading employers and suppliers of PCs, TVs, software and other electronics.

Dell Company was founded by Michael Dell, a 1984 student at Texas University. The company began as a preferential PC upgrade and customization company. It released its first product, the Turbo PC, in 1985. The founder’s commitment and relegation into customized PCs gave it an amicable opportunity to grow on self-driven mail-order and post-marketing. In addition, the manufacture’s ability to access and use retail markets gave it a competitive edge against its competitors. The strategy helped the company develop its notebook 316LT in 1989 and Compaq computers in 1999, which fostered its reputation and innovative ability (Koehn, 2001). Today, the company produces a wide range of electronics and gadgets including cameras, phones, and televisions. Moreover, the combination of the firm’s franchises and companies into Dell Incorporation in 2016 has expanded its economic and structural weight in the computerized market.

Dell Incorporation leadership is currently described by a fourteen-member senior managerial leadership structure, which is supported by a seven-member board of directors. Michael Dell leads the company as its chairman and CEO. He is seconded by Jeff Clarke as vice chairman in charge of products and operations, Mike Cote as the president and CEO of secure works, and Allison Dew as the chief marketing officer. Howard Elias serves as the President in charge of services and digital, Pat Gelsinger as CEO of Vmware, Marius Haas as the chief commercial officer and Rob Mee as the CEO of Pivotal. Other departmental managers are Steve Price as Chief HR officer, Karen Quintos as the chief customer officer, Rory Read as the CEO of Virtusream, Rich Rothberg as the General Counsel, Tom Sweet as chief finance officer and Bill Scrannel in charge of global enterprise sales and customer operations. The firm’s BOD is chaired by Michael Dell under membership of David Dorman, Egon Durban, Bill Green, Ellen Kullman, Simon Patterson, and Lynn Vojvodich.

Organizational Situation

Dell Incorporation has in the recent time recorded $80.3 billion in combined non-GAAP sales revenue. The high sales are attributed to its sales strategy and large competent employees. The firm has approximately 129, 000 highly trained employees involved in the production and distribution of its products (Ripamonti, Galuppo, Bruno, Ivaldi, & Scaratti, 2018). The high employment scheme ensures efficient distribution of labor that promotes quality and consistent production. The labor structure has greatly worked alongside the firm’s direct business model. The model allows the company to directly sell to its customers hence getting direct feedbacks used to improve its services. The strategy purposes the high sales realized by the company in the recent time. The strategy has also enabled the company to perform competitively in the global market through internationalization franchising that registers the presence of the company in every quarter of the world. The scheme is greatly boosted by incentivized labor that is skillfully and materially empowered to work efficiently. In addition, recent labor memo proposed the company’s objective to recruit 25% of its workforce through the college internship program. The labor change prioritization almost gives a guarantee for absorption to interns upon completion of their program. Hence, the considerations and attributes give all reasons to desire and pursue an internship at the company.

Organization Culture

Dell Incorporation has implemented a culture of competence, continuous professional development (CPD) and compliance among its employees. These are positive cultures that create a sense of commitment, efficiency, and reliability even outside work. The workers have a higher understanding of operational and life-related challenges that cripple many organizations and employees, thereby giving employees the highest survival stature in the labor market (Ripamonti, Galuppo, Bruno, Ivaldi, & Scaratti, 2018). By working at Dell Incorporation, one has access to continuous career development sponsored by the institution. The training and seminars build employees skills thereby increasing their competence and productivity. Enhanced productivity gives employees an opportunity for promotions and higher allowances. In addition, the compliance culture of the company creates a sense of independence and obedience among employees right from the internships program. The culture builds ethical compliance and discipline in employees hence they tend to develop a sense of viability even outside the institution. In addition, the firm takes liability for the psychological contract of its employees. Therefore, Dell’s employment culture makes the organization fit for my internship program.

SWOT Analysis

Dell Incorporation’s success and viability in the industry can be best explained through its SWOT analysis. This tool examines the strength, weakness, opportunity, and threats the company is exposed to. A composite comparison of these factors determines the capability of the company with regard to market performance and employability.

Strengths Dell’s direct sale model gives it control over its market and customers. Dell enjoys a strong brand as a PC manufacturer It has a large portfolio of products that expands its market niche The firm has great investment in innovation, research and development that steers it above its competitors It has multinational brand placement across the globe, hence expanding its market reach. The firm exhibits a high productivity and efficient supply chain.Weaknesses The company has a high operating expense that drains its profitability. The management over relies on its founders for decision-making, which derails its managerial process. The firm has a low differentiation model, which limits its market occupancy
Opportunity Differentiation offers Dell opportunity to expand its growth in the market. Its expansion in Asian market remain viable for its growth The firm’s growth in indigenous US market also offers higher expansion chances.Threats Dell is greatly threatened by increasing competition from HP, Apple, and other companies. The shrinking industrial PC market also threats its profitability. Increased regulation on manufacturing and importation particularly in foreign markets also threatens the company’s future.

Internship Setup

As a business student, landing an internship program under marketing operations, management, administration, and any other relevant department of the institution will give the best opportunity to set foot into a prestigious company (Ripamonti, Galuppo, Bruno, Ivaldi, & Scaratti, 2018). The management’s new proposal to have 25% of its employees recruited through a college internship heightens my internship urge at the company. The internship setup guarantees a higher possibility of retention upon completion of course and internship program. In addition, Dell’s internship setup will give me the opportunity to work on projects that give hands-on experience and a chance to acquire skills and professionalism from the firm’s highly experienced professionals. Therefore, by the end of the internship project, I shall evaluate my ability to determine my career continuation at Dell Incorporation.

Internship Objectives

The internship program will provide numerous benefits that expand an intern’s ability to secure employment opportunity upon completion. To achieve this, the program should be guided by objectives as end-course desirables for undertaking the internship at Dell Incorporation. The objectives are:

  1. To apply the theoretical business concepts learned in class in a real-world situation.
  2. To expand my proficiency and experimental knowledge of business management.
  3. To enhance expansionary business skills like communication, decision-making, sound reasoning, and technological compatibility.
  4. To observe, emulate, and take part in the daily business operations of the company.
  5. To identify and follow the right professional mentors and models who would provide a long time professional career development at the institution.
  6. To initiate and grow a professional network for future career growth.
  7. To build a foundation for work ethics and commitment to social responsibility as carried out by Dell Incorporation.

Internship Deliverable

Dell has a well-structured internship program that covers future career development of interns. The structure sets interns for future career success. As such, the opportunity will give me a practical chance to experiment with classroom knowledge and translate it into the professional structure. Hence, the internship opportunity will help me close the gap between classroom theoretical knowledge and experimental professional knowledge at the institution.

Conclusion

An internship program gives the opportunity to expand one’s knowledge and skills. However, the choice of the company determines the viability, relevance, and experimental application of theoretical knowledge in real-time operations. It is, therefore, important that an intern chooses an institution that will create the desired capacity, goodwill and material support to build professional relevance of classroom knowledge. The choice of Dell Incorporation as an interning institution is guided by the firm’s reputation on intern development. The firm facilitates internship programs thereby converting a mere intern into a skillful professional. Therefore, I would take advantage of this internship opportunity to grow my skills and secure a future career development at the firm.

Reference

Koehn, N. F. (2001). Brand new: How entrepreneurs earned consumers’ trust from Wedgwood to Dell (p. 5). Boston, MA: Harvard Business School Press.

Magretta, J. (1998). The power of virtual integration: An interview with Dell Computer’s Michael Dell. Retrieved from http://www.academia.edu/download/39852013/8.2_Delll.pdf  

Ripamonti, S., Galuppo, L., Bruno, A., Ivaldi, S., & Scaratti, G. (2018). Reconstructing the internship program as a critical reflexive practice: the role of tutorship. Teaching in Higher Education, 23(6), 751-768.    

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