This is the best I bring to GEV Consulting

1. Internship Report
During the five years, GEV Consulting Ltd., a company with limited representation, had
not been putting enough in the human resources sector.
After several hours of discussion that I had glimpsed with the CEO, the focus was on the
qualities of service for managing Human Resources department. In my point of view, this is
what was missing from such a large company because the CEO unveiled its overflow to deal
with both financial and personnel management.
Therefore, from this meeting, a new department arose in GEV Consulting Ltd Company and
I was responsible for all matters related to the human resources department. I was allowed to
take part, to make my ideas and contribute to the integration of the new department in the
company during a period of six months under the supervision of the CEO.
During my internship, working together with the headquarters’ managers, I applied my
knowledge of the model of management, the skills of personnel and recruitment, and the
establishment of a daily schedule of work.
At my work, my fundamental objective was to make the company to do well its strategies in
hiring choices for other companies, and maintain a great environment of development. All the
duties of Human Resources were on my charges.
Human Resources Department
New accents in the management
My main function was the training and recruitment. My role was to find the best, if possible
at lower cost. In this role, it was important to show flexibility and adaptability. Most
important was the analysis of needs.
Later, as human resources responsible, I worked with each department to determine the needs
and the profile of the ideal candidate. I worked directly with senior management. My duty
was to provide a regular report to the General Director on all activities.
When it comes to open a new post, to replace an employee, or to let someone to go to
vacation, my contribution was very needy and important. I established either the procedure of
the recruitment and the vacation sheet. The recruitment process took between two or three
weeks.

2. If the candidate is on the job, I respect his work agenda, however, seeking to know the
reasons for his departure.
Development environment
The integration of new posts and new directions generated by the doublet of contracts
had changed not only professional environment but also its social and technological
environment. Staff requirements had increased dramatically. The development of the
environment in which the company was changing altered its needs in information technology,
tool training, personnel and new building. Regarding the evolution of the information
technology, I revised with the personal the deeper use of Microsoft Office 2007 and Vista.
The new development of the company created major staffing needs reform and integration to
the development. Thus it was the responsibility of my department to bring the proper
maintenance of the development of the company GEV Consulting ltd.
Great staff needs reform and development.
Now more skills and flexibility are required. To meet these challenges, I prepared an action
plan.
The reflection of the plan of action in the recruitment led to an investigation. The survey
noted that, for half of them, the career opportunity was an important motivation to apply for
the company. Reputation, prestige and job security are the reasons cited by nearly half of
respondents. 1 / 3 of them had been attracted by the balance in private and professional life
offered by the company.
The company GEV Consulting Ltd. employed more depending on the size of its contracts.
And at the Human Resources department, the permanent backbone of the company, I
recruited full-time and temporary. The recruitment made me use management skills.
Management Skills
The model of skills is the cornerstone of Human Resources policies (recruitment, training,
evaluation, promotion and transfer). This model aims to make the best individual skills with
goals and strategies. During the weekly meetings, a professional development plan was
established with each staff member to enable it to fulfill its function and to get useful skills in

3. early term.
The company obtained contracts for hiring for new companies that are embracing the
competitive market in industry, in marketing, and commerce.
But it is more active in the training of Western Union agents for banks such as Ecobank,
Togolese Union of Banks, and Atlantic Bank, and financial institutions such as the post office
and some private firms.
At this training, evaluation comes into necessary for the list of potential agents. This is
summarized in small report after some months of follow-up training of agents to audit at their
respective position. The report that I wrote is often used by those banks, financial institutions
to promote their agents.
Western Union Training
The aims of the training is to harmonize the needs of clients doing with money transfer, and
the expertise of staff teams.
Their communication and social skills have been improved to ease customers in an excellent
environment.
During training that taking place in different localities of the sub-regions, I served as assistant
to the General Director.
The technical formalities and rental of conference rooms are at my responsibility. Often, it
happened that more than a week, we trained more than two hundred agents outside the town.
My job there was to establish a timetable for training depending on the work schedule of the
agents. I gather agents in small group depending on the size of sub-region sites.
Mobility
Mobility is our instrument for development. Our activities in all areas can lead us to any sub-
region. For example, we work with banks that covers 56 600 km2 of surface with more than
twenty Western Union agencies in the sub regions.
Sometimes, we also contract commerce to carry containers for trading companies from the
national port to the customs destination in Burkina Faso and Niger.
Therefore, we move to satisfy all our customers and I am responsible to represent the
company in those functions. It is well to note that I temporarily recruited to do some extra
works.

4. Employment trends
The evolution of tasks in temporarily environment removed sometimes some functions and
created new; which generally requires a higher education level. The company had a workforce
of 235 temporary employees, including experience in banking and finance over 5 years and a
working class. Employment is reduced in the absence of contract due to the cause of
productivity gain in the various fields of activity in which the company has share.
Conclusion
After six months spent in Human Resources department, I was promoted to the post of
Field Officer Western Union. Field officer is the highest ranking that now includes the Human
Resources department.
It was crucial for the company to dispose of leaders and experts able to meet the challenges
arising from a development environment. Especially as the work of the company is more
outdoor and training, the need of field officer was demand and my determination, my special
skills and qualities have led me to this new position.
Moreover, this experience at GEV Consulting Ltd’s Human Resources Department give me
the opportunity to know and learn personally from some great people like Dr.Hubert
Rampersad who apply Total Performance Scorecard and Lean Six Sigma to the Human
Resources and Management.