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HR Internship Insights

The document discusses strategies for handling candidate communication, increasing employee engagement, and improving performance management through technology. It emphasizes the importance of making engagement programs enjoyable, using continuous feedback systems, and implementing flexible work options and mental health support. Additionally, it suggests creating learning communities and recognition programs to enhance workplace culture at TechGrow Solutions.

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Tehreem Bukhari
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8 views1 page

HR Internship Insights

The document discusses strategies for handling candidate communication, increasing employee engagement, and improving performance management through technology. It emphasizes the importance of making engagement programs enjoyable, using continuous feedback systems, and implementing flexible work options and mental health support. Additionally, it suggests creating learning communities and recognition programs to enhance workplace culture at TechGrow Solutions.

Uploaded by

Tehreem Bukhari
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Case Study: Human Resources Internship Learning Experience

Discussion Questions for Interns


1- How would you handle a candidate who stops responding after being shortlisted?
I’d start by putting myself in their shoes — maybe something came up, or they just lost interest.
I’d send a polite follow-up email or message, keeping it casual and friendly, like “Hey, just
checking in. Is everything alright? Let me know if you’re still interested or need more
information.”
If I don’t hear back after a couple of attempts through different channels, I’d respect their
silence and move on to the next candidate while documenting the whole thing to keep things
organized. Ghosting happens; it’s part of the process.
2- What strategies can be used to increase employee participation in engagement
programs?
Nobody likes dull, forced events, so I’d focus on making programs fun, relatable, and worth
people’s time. Things like gamification — small friendly competitions with rewards — always
bring energy.
I’d also ask employees directly what kinds of activities they’d be excited about because
sometimes HR assumes things without asking. Scheduling events during work hours instead of
after work helps too, so employees don’t feel like it’s cutting into personal time. Lastly,
acknowledging participation with a quick shoutout can also help motivate employees.
3- How can HR use technology to improve performance management?
Technology enables HR to turn performance management into a continuous, real-time process
rather than relying on annual reviews. Tools like 360-degree feedback let employees get
feedback from both their peers and managers, which makes the process feel more balanced.
Setting up systems where employees can track their progress and receive instant feedback helps
keep motivation up. And AI-powered analytics can spot trends, like who might need extra
support or training. Plus, having a digital space for continuous conversations makes it easier to
appreciate wins in real time.
4- If you were the HR manager, what additional improvements would you implement at
TechGrow Solutions?
First, I’d introduce more flexible work options—IT people thrive when they have control over
their work environment. Mental health should be a priority too, so things like access to
counselors or mental wellness programs would help.
I’d also create small learning communities where employees can share knowledge and
collaborate on innovative ideas. Lastly, I’d develop a recognition program that celebrates not
just hitting targets but also creativity and teamwork. Everyone likes knowing their effort
matters.

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