Description

The Project

HR is one of the spokes that keeps the corporate wheel spinning. Human Resources had its inception at the beginning of the 20th Century with the advent of large corporate entities such as the Ford Motor Company and the realization that employees had needs beyond the workplace and that when those needs went unmet, work in turn suffered.

At around this time, the first system of employee benefits and safety was created. As this progressed, there was an increased emphasis on the psychology of the workplace and mental health. All these dimensions factored into what is now known as Human Resources.

HR stresses areas like leadership, cohesion, and loyalty with the belief that all play important roles in organizational success. In simple terms, an organization's human resource management strategy should maximize return on investment in the organization's human capital and minimize financial risk.

Human resource managers seek to achieve this by aligning the supply of skilled and qualified individuals and the capabilities of the current workforce, with the organization's ongoing and future business plans and requirements to maximize return on investment and secure future survival and success.

In ensuring such objectives are achieved, the human resource function is to implement an organization's human resource requirements effectively, taking into account federal, state and local labor laws and regulations; ethical business practices; and net cost, in a manner that maximizes, as far as possible, employee motivation, commitment and productivity.

JOB DUTIES:

* Maintaining awareness of and compliance with local, state and federal labor laws
* Recruitment, selection, and on boarding (resourcing)
* Employee record keeping and confidentiality
* Organizational design and development
* Business transformation and change management
* Performance, conduct and behavior management
* Industrial and employee relations
* Human resources (workforce) analysis and workforce personnel data management
* Compensation and employee benefit management
* Training and development
* Employee motivation and morale-building (employee retention and loyalty)

Highlights

* Work one on one with Dr. David Adams, a cultural anthropologist and respected author
* Academic credit available
* Letter of Recommendation on completion
* Career and academic advising available

Qualifications

In your brief letter of intent on the I.C.E. Application form, please be sure to indicate the source of your interest in this position, what you hope to contribute to the program indicated, and what you hope to learn or experience through your internship - this letter of intent will be distributed to internship providers. In addition, be sure to submit a resume or acceptable equivalent indicating any relevant knowledge or skills.

* Applicants must be 18 years old or older.
* We accept GAP YEAR students through college graduates
* Positive attitude
* 20 - 40 hours per week

Intern Types

Languages

• English

Cost in US$:

USD 1,895.00 and up

Program Fees Include:

Housing, Internship setup, Airport pickup, Pre-trip reader, Office support

Salary/Pay

Unpaid positions. We charge a fee to set up the internship and provide housing.

Experience Required

no

This Program is open to

Worldwide Participants.

Participants Travel

Independently

Typically Participants Work

Independently

Application Process Involves

• Phone/Video Interview
• Resume
• Written Application

Typically The Application Process Time is

7 days

Post Services Include

• Exit Debriefing Abroad

Institute for Cultural Ecology's Mission Statement

The Institute for Cultural Ecology was founded on the conviction that visits to exotic destinations imply a commitment to cultural sensitivity and environmental stewardship. Our programs match the interests, academic goals, and passions of the participant to premier host organizations and researchers. Once you connect with a place and its people, they become a part of you. Forever.

Year Founded

1999