The intern was tasked with two objectives during their internship at Creative Associates International: 1) Building a framework to assess core competencies for working in developing countries, and 2) Building a framework for employee engagement. To accomplish these, the intern analyzed employee data through quantitative methods like attrition rates, and conducted qualitative interviews. They created an interview guide to standardize assessments of senior leadership candidates. The intern found Creative Associates' attrition rate was higher than industry average, indicating room to improve employee engagement. Their recommendations focused on developing open discussions, clearer employee development strategies, fostering a sense of belonging, and better utilizing existing resources like learning programs.

1. International Development Intern at Creative Associates International (6/7/2016 to 7/30/2016)
About Creative AssociatesInternational:
The company isan international developmentorganizationdedicatedtosupportingpeople,communitiesand
governments indevelopingcountries.Iamone of teninternsandam assignedto workin HumanResourcesdepartment
to complete twotasks:
- Objective 1:BuildingaStrategicFramework toAssessCore CompetenciestoWorkinDevelopingCountries
- Objective 2:BuildingaFrameworkforEmployee Engagement
Approach and Methodology:
To beginwith,Ianalyzedemployeedatafromdifferentperspectivestogetobjective view,suchas:
- Attritionrate perlaborcategory and per division
- Lengthof time before employee resignations
- Comparisonswithmillennial characteristicandan international developmentindustrytrend
In additiontoquantitativedataanalysis,Iconducted confidential informationalinterviewswith24 employeesfrom 8
differentdepartmentsfromjuniorlevelemployeestoVice President.The purpose of those interviewsisnotonlyto
identifythe reasonsof employee resignations,butalsotocreate feasible suggestionsforthe company.Todo this,we
value tocomprehend corporate culture,history,strengths/weaknesses,andvalues.Thisisbecause itwillbe more
feasible if we cangive recommendationsbasedonthe company’scurrentsituationsandexistingresourcesratherthan
tryingsomethingcompletelynew.
Outcome for Objective 1: Creationof an InterviewGuide
Basedon the informational interviewsandacademicresearch,I createdanInternational Interview Guidethat
employeescanuse duringaninterviewwhichincludesninecore competenciesfollowedbya numberof listsof
questions.Eachhandbookhasa score box so that each interviewercangive score fora candidate andmake
comparisonswithotherpanels. Asaresult,the companycanconduct a standardizedinterviewtoassess core
competenciesincandidatesapplyingforseniorleadershippositionsincomplex,fragilecontextsaroundthe world.
Outcome for Objective 2:
Goal:To Enhance Employee Engagement
Throughquantitative andqualitative analysis,Ifoundthatthe companyhas a relatively higherattritionrate thanthe
industry average.Whatthe attritionrate tellsme isnotonlythat a numberof people resignedfromthe company,but
alsothat the level of employee engagement canbe substantiallyincreased. Thus,Iseta goal to enhance employee
engagement.
Four Areas of Recommendations
1. Develop basedonforthrightdiscussions through:
a. Havingformal discussionsonaregularbasis,makingactionplansbasedonthose discussions,executing
those actionplans withcommitmentof leaders,andkeepreflectingafterimplementation
2. Elaborate Employee DevelopmentStrategies by:
a. Creatingdivision-specificlaborcategoriesthatallow employees toenvision standardizedobjectives
b. Havingformal feedback sessionsperquartersothatemployeescanreflect theirprogress
3. Fostera Sense of Belonging through:
a. GivingmonthlyMVP perdivision withCommunicationdepartmentinitiativessothatemployeescanget
more recognitionsfrommanagersand colleagues
b. Havingquarterlyall-staff meetingtoreflectpastachievement, toshare successful performances,and to
revisitorganizational goals,mission,andvalues.

2. 4. Utilizingexistingresources,suchasonline-learningresources,mentorshipprograms,internal certification
program,and jobrotationprogram.