Field attachment report

A REPORT FOR FIELD WORK PLACEMENT CARRIED OUT AT SUPERCOM
ELECTRONIC TECHNOLOGIES LTD IN KAMPALA, UGANDA FROM JUNE 2018
TO AUGUST 2018
BY
TESLOAI PAR GOLONG
ID NO: 002-568
Email: tesloaipgolong@gmail.com
Mobile Phone: +256-777-772784
PRESENTED TO THE FACULTY OF BUSINESS AND MANAGEMENT OF
CAVENDISH UNIVERSITY UGANDA IN PARTIAL FULFILMENT OF THE
REQUIREMENT FOR THE AWARD OF BACHELORS’ DEGREE IN BUSINESS
ADMINSTRATION MAJORING IN HRM
AUGUST 2018

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DECLARATION
I Tesloai Par Golong do hereby declaring that, this work has never been presented anywhere
else in any institution of higher learning for the award of any academic certificate, it’s originally
the work of my hand.
Sign…………………………………………. date…………………………………………
Email: tesloaipgolong@gmail.com
Tel: 0777772784
Website: https://www.gologpar.blogspot.com

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APPROVAL BY FIELD BASED SUPERVISOR
This internship report has been prepared under my close supervision as Intern Supervisor at
Supercom Technologies.
Signature……………………………………………Date…………………………………………
Eng. AHABWE RODGERS
Tel: +256 777840016
Email: ar@supercom.co.ug

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APPROVAL BY FACULTY / UNIVERSITY SUPERVISOR
This internship report has been prepared under my close supervision as Intern Supervisor, faculty
of Business and Management at Cavendish University Uganda
Signature……………………………………………Date…………………………………………
MR. SSEWANKAMBO TONY
Email: tssewankambo@cavendish.ac.ug
Tel: +256-787-127030

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DEDICATION
I am dedicating this to my dear wife, Nyajime David and our kids: Riek and Meer. Your positive
encouragements during this tough time made it possible for me to take one more step further to
reach this milestone, and indeed notwithstanding the fact that you never look behind to take good
care of our children and the rest of siblings during my academic journey until I have reached this
end, I am grateful for your immeasurable support sweetheart. GOD BLESS OUR FAMILY

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Table of Contents
DECLARATION ..............................................................................................................................i
APPROVAL BY FIELD BASED SUPERVISOR ..........................................................................ii
APPROVAL BY FACULTY / UNIVERSITY SUPERVISOR.....................................................iii
DEDICATION................................................................................................................................iv
ACKNOWLEDGEMENT ............................................................................................................ viii
LIST OF ABBREVIATIONS AND ACRONYMS .......................................................................ix
EXECUTIVE SUMMARY .............................................................................................................x
CHAPTER ONE: INTRODUCTION............................................................................................. 1
1.0 Introduction........................................................................................................................... 1
1.1 Background of the study ....................................................................................................... 1
1.1.1 Objective of Internship....................................................................................................... 2
1.1.2 Training Objectives............................................................................................................ 2
1.1.3 Benefits of Internship to the student .................................................................................. 3
1.1.4 Internship benefits to the Employers ............................................................................. 4
1.1.5 Internship benefits to the faculty, University and community....................................... 5
1.1.6 Organizational background ................................................................................................ 6
Vision.......................................................................................................................................... 7
Mission........................................................................................................................................ 7
Motto ........................................................................................................................................... 7
Core Values................................................................................................................................. 7
PRODUCTS AND SERVICES .................................................................................................. 7
LOCATION AND ADDRESS: .................................................................................................. 7
COMPANY STRUCTURE......................................................................................................... 8
Scope of Internship...................................................................................................................... 8

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1.1.7 Functional Department _ Research & Development.......................................................... 8
Key Responsibilities.................................................................................................................... 9
Intern- Supervisor Relationship .................................................................................................. 9
Assignments:............................................................................................................................... 9
CHAPTER TWO:......................................................................................................................... 11
PRACTICAL WORKDONE ........................................................................................................ 11
2.0 Introduction......................................................................................................................... 11
2.1 Internship Activities:...................................................................................................... 11
CHAPTER THREE: ..................................................................................................................... 32
CHALLENGES TO THE INTERNSHIP EXERCISE................................................................. 32
3.0 Introduction......................................................................................................................... 32
3.1 University Challenges ......................................................................................................... 32
3.1.1 Work Place Challenges .................................................................................................... 32
3.1.2 Personal Challenges ......................................................................................................... 33
3.1.3 How challenges were being manage ................................................................................ 33
CHAPTER FOUR:........................................................................................................................ 34
CONCLUSIONS AND RECOMMENDATIONS ....................................................................... 34
4.0 Introduction................................................................................................................. 34
CONCLUSIONS....................................................................................................................... 34
4.1 Recommendations to the SUPERcom Electronic Technologies LTD................................ 34
4.1.2 Recommendations to the University ................................................................................ 35
4.1.3 Recommendations to the Faculty ..................................................................................... 35
4.1.4 Recommendations to the Department .............................................................................. 35
4.1.5 Recommendations to the Student..................................................................................... 36
REFERENCES ............................................................................................................................. 37

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APPENDIX:.................................................................................................................................. 38
Appendix I Acceptance Letter from the Work organization......................................................... 38
Appendix II Activity Log book................................................................................................. 38
Appendix III Student evaluation of internship form................................................................. 38

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ACKNOWLEDGEMENT
I am indebted to my faculty, lecturers and the entire Cavendish University Uganda
administration for being the one among the best institutions of higher learning offering the
quality education in Uganda imparting both theoretical and practical skills, not to forget my
academic supervisor who unwaveringly committed himself to leave no stone unturned for this
academic work to get complete, in person he is none other than Ssewankambo Tony.
Moreover, I would like to acknowledge the support from my family, relatives and friends whose
contributions made this possible to mention few in persons: Peter Par Golong, Martha Bol
Mathiang, David Kueth Makuei , James Tot Mathiang, Stephen Mayik Mathiang, Martha
Nyawura Mayiel, Charles Majiek, Simon Lam Reek, William Wat Liep, James Jany Peter,
Nyachak Par and late brother Simon Wuor Peter plus the rest of siblings whom I have not
mentioned through all your invaluable supports morally and materially made it possible for me
to reach this far, I am grateful and I promise I will not disappoint you.
Finally, I am thankful to the administration of SUPERcom for enabling me to successfully
complete this academic work; I am so indebted to you.

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LIST OF ABBREVIATIONS AND ACRONYMS
HRM HUMAN RESOURCE MANAGEMENT
UMA UGANDA MANUFACTURERS ASSOCIATION
CUU CAVENDISH UNIVERSITY UGANDA
SET SUPERCOM ELECTRONIC TECHNOLOGIES LTD
NACE NATIONAL ASSOCIATION OF COLLEGE AND EMPLOYERS

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EXECUTIVE SUMMARY
This is to make students understand the important of internship, internship enable students to
gain competitive advantage in an environment of practical works. Most of you will agree that the
theories learnt in class rooms are mere guidelines showing you how to systemically do the office
work theoretically. That means, the most pivotal aspect of career development is to practically
learn to apply those guidelines/ theories into practical ambience.
Background of the study, in recent past days, universities were producing graduates without
practical experience, Africa for instance. These graduates faced many problems in the practical
life. Reason being as to why many graduates could not find themselves a job or remain jobless
for a long time. They were not performing their duties because they were from a theoretical
background not having any practical experience regarding their chosen field of studies.
Company background; SUPERcom Electronic Technologies LTD commenced her activities as
grass-root consultancy in January 2012, with an interest to support young universities and
colleges’ researchers in designing relevant research projects, analyzing data and writing reports.
In December 2013, over 40 of young researchers had benefited from the services SUPERcom
offering them. Based on interactions with these researchers, the company noted a great need for
mentorship program that would be easily accessible to them even after graduation from
universities. This inspired them to pursue their research ambitions, for instance by continuing
their university research projects. Subsequently, their research careers were enhanced, thereby
reducing the number of lost, especially UGANDAN researchers.
Thereafter, SUPERcom was registered on 27th of June 2014 of which it was the same date of
incorporation. It’s become multi-disciplinary company dealing in fields like: Website
Technology, Web Application Development, Database Management, ICT consultancy,
Internships Training and Mobile Application Development among others.
The company emphasizes on practical hands to help her advance and gain competitive edge
among several companies offering the services of its kind. Presently, SUPERcom managed to
build good working relationship with well renowned higher institutions of learning, among the
institutions SUPERcom collaborated with to work in facilitating her mentorship program is
Cavendish University Uganda among others

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CHAPTER ONE: INTRODUCTION
1.0 Introduction
This report is made as the requirements for fulfillment of three years program leading to the
award of Bachelors ‘Degree in Business Administration majoring in Human Resources
Management, as many graduates are expecting to get job after University or College there is
need to endeavor more on practical ambience, many organizations tend to employ only
individuals who are skilled and knowledgeable to help curtail the cost of training new
recruits.
This entails that theories learnt in classrooms aren’t enough to make you more competitive,
unless one has had enough of their time to seek for application of theories learnt into practical
setting. Internship enable students who are preparing themselves to compete with the outside
world after campus with equitable knowledge on how to execute the tasks allocated to them
in a most heuristic and fashionable manner.
Furthermore, National Association of College and Employers, 2011 once defined
Internship as “A form of experiential learning that integrates knowledge and theory learned in
the classroom with practical application and skills development in a professional hook.
Internships give students the opportunity to gain valuable applied experience and make
connection in professional fields they are considering for career paths, and give employers
the opportunity to guide and evaluate talent”. With the aforementioned definition, we are able
to understand what an advantage one would have after completion of internship training.
1.1 Background of the study
In recent past days, universities were producing graduates without practical experience,
Africa for instance. These graduates faced many problems in the practical life. Reason being
as to why many graduates could not find themselves a job or remain jobless for a long time.
They were not performing their duties because they were from a theoretical background not
having any practical experience regarding their chosen field of studies.
However these days, the higher institutions of learning recognized internship as an additional
requirement in the fulfillment of bachelors’ degree. This requires students to look for an
organization where they should do internship for at least three or more months doing practical
work. The Internship training enables students to explore the organizational: strengths,
weaknesses, threats and opportunities. And in which after, It would let students to make

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comparative analysis and provides recommendations for the utilization of the strengths, put
right the weakness, availing the opportunities and overcoming the threats of the organization
as desired.
This report is primarily about what has been learned during placement period. By cause of
policies at school (Cavendish University Uganda) or in any other institution of higher
learning regardless of one’s area of specialization for students to be fully graduate unless one
must have undergone two months training or more as part of career development of which it
has made internship compulsory for all students of disjunctive professions in Uganda.
1.1.1 Objective of Internship
 To allow students to apply, evaluate, test and integrate academic knowledge and
theoretical concepts in working place setting.
 To improve and expand students’ knowledge about themselves and their abilities, goals,
and career interests in a work environment setting.
 To expand students’ awareness of the world beyond the classroom by exposure to a
variety of careers, cultures, disciplines lifestyle and environment.
 To reduce students’ intellectual and geographic parochialism.
 To allow students to gain access to knowledge and equipment not available on a college
or university campus environment.
 To encourage students to take a greater responsibility for their education and life, and
develop self-reliance, personal style, values, and beliefs in a manner consistent with
becoming a responsible and productive individual.
 To provide students with experiences in the disciplined and discriminatory use of
evidence in making decisions and solving problems in a working setting.
 To provide a reflective for life-long learning.
 To provide awareness of one’s own learning process.
1.1.2 Training Objectives
This training is to enhance knowledge and skills on how to demonstrate competitive roles at
the working environment and how to affect change for any organization that one shall work
with in most desired manner. Moreover, below are the following objectives:
 Self-reliability, in term of managing to do what one has been entitled to do for
organizational benefits.
 Creativity, by enhancing agility to be job creator.

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 Competence, by building confidence to compete with others people where necessary.
 Interpersonal capability, this emphasizes one’s relationship with fellow workers and etc.
 Flexibility, how to manage working in diverse environment and capability to adapt to the
new technological trends, in order to affect change in working force setting.
1.1.3 Benefits of Internship to the student
 Its enable students to gain perspectives because students are able to see application and
relevance of what has been acquired in class. It provides the student golden chance for
better understanding of theory through its actual application in practice.
 Students gain a head start in the career fields and more often secure full-time
employment with the internship site upon graduation.
 As result of participation and demonstrated determinations, students may earn money to
support his/her campus expense.
 Students gain real-world experience, and obviously learn about the latest technology and
equipment used in the working environment.
 It enhance students’ job holding skills, and prepare them for job-seeking as an outcome
of gained maturity, professionalism and confidence.
 It creates opportunities to sample one’s career field early while studying.
 For many students, the internship experience contributes to a greater sense of
responsibility for one’s own efforts and greater dependence on one’s own judgment.
 Experience gained during internship period provides students an opportunity to develop
social relationships and skills.
 The coordination of work and study tend to increase student with motivation and, in
some cases may result to improved academic performance.
 It help student develop sense of decision making and analytical skills through
experiences in actual working environment.
 Its enable students to develop positive attitude toward coursework as a results of seeing
its usefulness on the job, and which often lead to better grade.
 It enhances one’s professional experience to include on one’s resume, which more
importantly improve student’s marketability to the employer (s).
 It gives potential for a higher salary pay and greater advancement upon graduation as
results of previous experience.
 It provides useful contacts that may lead to future employment.

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1.1.4 Internship benefits to the Employers
 Find future employees; Internship programs provide a source of well trained, quality
students who are available for career employment upon graduation. An internship
program is a recruiting tool. Implementing internship program means that you have an
ongoing pipeline of future fulltime employees. Severally, the process of recruiting and
hiring is a drain on company resources. One solution: Appeal tomorrow’s staff members
when they are looking for internships, and all you have to do is choose the best of the
bunch when it comes time to hire. Moreover, college campuses are viral societies. This
entail that if your organization impresses one class of interns, words will quickly spread,
and you will find the most sought after student talent is interested in working with you.
 Test-drive the talent; it’s been an inducing reality that a new employee makes a solid
impression in an interview, however then just doesn’t get with your current team or your
company’s way of doing things. Because of that, hiring someone as an intern is the most
effective way to evaluate their potentials as a fulltime employee. When try out candidate
through a semester internship, you hardly make mistakes when it comes to fulltime
staffing , you shun the pitfall of training a new hire, only to find they are not fit for your
organization, or that entry-level employee doesn’t like the field. Starting an internship
program let you benefits from added manpower. While more accurately assessing
candidates.
 Increase productivity; this is in term of additional manpower, setting up an internship
program enable you to take an advantage of short-term support. The extra sets of hands
help employees to be more productive, it prevents them from becoming overburdened by
side projects. And it’s additionally free them up to accomplish more creative tasks or
those where higher-level of strategic thinking or expertise is dearly required.
 Increment on employee-retention rate; the proof for the test-driving theory is in the
positive employee-retention figures. According to NACE’s 2009 Experiential Education
Survey (EES), almost 40% of employers reported a higher five-year retention rate
among employees they would hire through their internship programs.
The employers who hire internship students indicates that these students usually
provides better employee performance, evidenced by higher performing rate, less
absenteeism and tardiness or lateness.
 Enhance perspective; people may presume that the extra set of hands is the only thing
make an interns advantageous, it’s definitely not the only. More often, in an organization

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of maybe 10 to 19 employees, for instance new people bring with them novel
perspectives, new ideas and specialized set of skills and strengths.
 Take advantage of less-cost labor; interns are inexpensive resource, the salary that an
intern get is significantly lower than the employees working in organization. It mean as
an organization you’re not obligated to pay unemployment or a service package should
you not hire them on fulltime job. Furthermore, while their wage requirements are
modest, they are among the mostly high motivated members of the workforce.
 Employer takeaway; in today’s workload and tomorrow’s workforce, starting an
internship program is a splendid way to facilitate success at your small or medium sized
business. Employer’s benefits from continuous exchange of theory and practice, since
theories continue to change based continuous research findings at universities. By being
involved in internship programs, employers develop positive college and university
relations, and thus become a contributor to the educational process.
 Its benefit your small businesses; when looking for fulltime job, the best talent often
go for big companies. However, when seeking internships, learning is the leading draw.
Many candidates feel they’ll get more hand-on training, real experience and mentoring
opportunities with smaller organizations.
 Support students; Internships provides students with numerous perks. They gain
experience develop skills, make connections, strengthen their resumes, learn about a
field and assess their interest and abilities. Obviously, offering paid internship is
particularly beneficial because it enables economically disadvantaged youth to
participate. Students who have to help find their own schooling will need a job
regardless of providing an internship allows that job to facilitate a positive future.
1.1.5 Internship benefits to the faculty, University and community
 Internship experiences result into improved placement of students in career position upon
graduation. The employment community can provide training on technical and highly
specialized equipment, thus enabling the educational institutions to expend its funds on
other needs.
 Internship position can provide a source of financial aid for students who might not
qualify for other financial aid programs, for example an international students.
Involvement in internship programs provide opportunities for enhanced relationships with
the community.

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 Student retention often improves because of increased relevance of the education, the
faculty benefit by having students in their classes who have had practical experience in
their fields. Internship programs help university to attract corporate support.
1.1.6 Organizational background
SUPERcom Electronic Technologies LTD commenced her activities as grass-root
consultancy in January 2012, with an interest to support young universities and colleges’
researchers in designing relevant research projects, analyzing data and writing reports. In
December 2013, over 40 of young researchers had benefited from the services SUPERcom
offering them. Based on interactions with these researchers, the company noted a great
need for mentorship program that would easily accessible to them even after graduation
from their institutions. This inspired them to pursue their research ambitions, for instance
by continuing their university research projects. Subsequently, their research careers was
enhanced, thereby reducing the number of lost, especially UGANDAN researchers.
Thereafter, SUPERcom was registered on 27th of June 2014 of which it was the same date
of incorporation. It’s become multi-disciplinary company dealing in fields like: Website
Technology, Web Application Development, Database Management, ICT consultancy,
Internships Training and Mobile Application Development among others.
The company emphasizes on practical hands to help her advance and gain competitive
advantage among several companies offering the services of its kind. Presently,
SUPERcom managed to build good working relationship with well renowned higher
institutions of learning, among the institutions SUPERcom collaborated with to work in
facilitating her mentorship program are: Cavendish University Uganda, Kampala
University, Kampala International University, International University of East Africa,
Mbarara University of Science and Technology, Ndejje University and etcetera.
The company is currently the best in designing embedded system and software applications
which has enabled her to advance yonder across the country, Uganda.
In the same vine, in June 2015 a total of 150 internees gained from the company services. It
came as result of one on one training the company had provided to those students and the
entire community, notwithstanding the efforts company made by extending her mentorship
program to the high school by basically training dozens of students in robotic in various
secondary schools like Kabojja International and Kololo High School to enable students to
have passion in sciences.

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SUPERcom has conducted various workshops for all aspects of ICT; per se it has done 30
of them in different universities. The company encourages its trainees or innovators to start
with an innovation in mind and accomplish them by the end of the training. Company has
an incubator where any person can come and have chance of innovating and it always
conducts innovation cafes every end of the year.
Vision
To be best of ICT Company by 2023.
Mission
To empower more people for the digital world.
Motto
Home of Digital Solution
Core Values
 Righteousness
 Faithfulness
 Diligent
 Commitment
PRODUCTS AND SERVICES
 Website Design and Hosting
 Embedded System Designs
 Mobile App Development
 Software Development
 Corporate Branding
 Digital Marketing
 Research
LOCATION AND ADDRESS:
The office is located at Tirupati Mazima Mall, Suite 88, opposite cairo bank, and the
registered postal address is P.O.BOX 28597, Ggaba Road, Kabalagala - Nsambya, Kampala-
Uganda
Phone: +256-777-840016, +256-701-330532
Web site: http://www.supercom.co.ug Email: info@supercom.co.ug

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COMPANY STRUCTURE
Scope of Internship
SUPERcom is located at Tirupati Mazima Mall, in Nsambya along Ggaba Road. The date on
which internship program begins or field work was on 4th June 2018 to 27th July 2018. The 8
weeks spent at SUPERcom did not only give surge of experiences, indeed it was friendly
environment where everyone would miss a lot.
Working hours a day: 5 hrs.
Number of days per week: 4 days
The organization is situated in place where several businesses and companies operate in
Nsambya, its center for multi-national institutions. People from South Sudan, Sudan, Kenya
and Tanzania undertake their businesses of several kinds at the aforementioned location.
1.1.7 Functional Department _ Research& Development
This department provides mentorship program to the students who are doing research, and
training initiatives to the students who wanted to advanced their career. Moreover, the one of
best ingredients that qualify student who is soon going to leave campus is to’’ know what to
do’’ through practical application.

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Doing or knowing how to do your work practically does not solely help secure you a job of
your choice in any institution of your choice, indeed it make you to outshine others and
become potential job creator for those lack employment opportunities in society they belong.
During placement period, attachment department was Research and Development as an intern
serving at managerial level.
Key Responsibilities
 Writing report
 Designing projects
 Writing Business proposal
The abovementioned responsibilities were given owing to the fact that one may become
Human Resource Manager or serve in any managerial department; managers often prepare
report for organization it can either be annual report or quarter report. Report enables
organization to know the progress it has made so far for certain period of time and challenges
faced for organization to work toward adjustment of those problems that may hinder the
organizational operation.
Designing projects, it’s the one of core responsibilities for any person serving at managerial
level to design a project. Projects are the activities companies or organizations design for
existence to serve certain purpose or programs.
Business Proposal, this is an idea or business idea that the person has come up with as written
plan stating all the requirements that should make business operate when implemented.
Intern- Supervisor Relationship
The relationship between intern and supervisor define what type of person would student be
after completion of training, the one of expectations student or intern expect from supervisor
is to supervised them through practical works or the tasks allocated to them to conform
equitable and desirable skills and knowledge relevant to their field of specialization.
Undoubtedly, during training period at SUPERcom there were enough opportunities to work
under maximum supervision without any hesitation from worksite supervisor.
Assignments:
 Data Analysis
 Financial Analysis
 Statistical Functions
 Access or Database Management

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 Business Proposal
 Report Writings
 Web Design
 Project Design and etc.
Tools:
 Microsoft Words
 Microsoft Excel
 Microsoft Access (Database Management)

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CHAPTER TWO:
PRACTICAL WORKDONE
2.0 Introduction
This chapter will elaborate more on Internship activities, experiences, lessons and skills
acquired during training period as part of the field attachment. The main objectives of
internship program / training is to provides relevant information to the student so that they are
able to gain competitive advantage where they are deemed fit to exercise the skills and
knowledge acquired as part of their tasks responsibilities.
2.1 Internship Activities: the followings are the number of activities done during placement
period highlighted:
Week 1
 Day 1 Introduction & Orientation
 Day 2 how to write Research Proposal, Research Report, Business Plan and Formulation
of business ideas / creation in groups.
 Day 3 Data Analysis, Financial Analysis, Basic Statistics using MS-Excel
 Day 4 Group presentation
Week 2
 Day 1 Financial functions in Excel
 Day 2 Data Analysis in Excel
 Day 3 Statistical functions in Excel
 Day 4 Group presentation
Week 3
 Day 1 Presentation on data analysis
 Day 2 Data base management in access
 Day 3 Designing queries for different departments
 Day 4 continuation of access in depth
Week 4
 Day 1 Presentation of project in access
 Day 2 Digital concepts in digital marketing
 Day 3 Designed E-commerce’ website and the user roles
 Day 4 Website development continuation

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3 Week 5
 Day 1 presentation of project in digital marketing
 Day 2 introduction of computerized software
 Day 3 Introduction to Human Resource Policies in organization
 Day 4 Frame work and the main operation of HRM
Week 6
 Day 1 how to register new company or organization
 Day 2 Public holiday (LCs elections)
 Day 3 Skills need at work place
 Day 4 Field trip, visited UMA_ the Uganda Manufacturers Association
Week 7
 Day 1 Payroll system
Week 8
 Day 5 final day of placement period at SUPERcom
Week 1
 Introduction & Orientation (Day 1): an introduction from staff of SUPERcom, and
introduction from students or internees. On the first phase, the management of
organization shared with interns’ organizational policies, background, objectives, values,
vision and mission as to why is organization is on existence. At the same token,
organizational structure was presented according to the aforementioned organogram
illustrated in the first chapter.
Time Management: it’s very important that we manage time to do our day to day
activities, an author of the book titled “After University, What Next?” Ambrose defined

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‘’Time as universal currency which does not change or increase and decrease itself it’s
fixed’’. With such brief definition, it has clearly explained according to the way one
might fathom as something which is immutable that can’t be borrowed it’s only you who
can manage the little of it by utilizing it.
 Activities Covered During (Day 2): how to write Research Proposal, Research Report,
Business Plan and Formulation of business ideas / creation in groups.
Outcome: skills gained knowledge and format of writing an official report, research
proposal and business plan is of particular important. It has given me surge of hope to do
my work with less supervision from any other person.
 Data Analysis, Financial Analysis, Basic Statistics using MS-Excel (Day 3):
The activities are presented on the picture below.
 The fourth day, Excel continuation. Detailing on how to design or make graph chart in
determining the rate at which company gained profit and where it has incur lost. The

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Following are the graphs charts:
The picture above is scattered chart; it shows how company is progressing and as
well how the company is regressing in the market.

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The other picture is including two different charts; the first one is pie chart and the other is
bar chart.
Week 2
 Day 1; Financial Functions in Excel.
Areas of concentration:
How to compute payment
How to compute number of period
How to compute annual interest rate, percentage given by company.
 Day 2, Financial Analysis; this function enable organization or company to find its
position during the cost of operation, and in knowing the Net Present Value (NPV) and
Future Value of an organization.
 Day 3, Statistical Functions in Excel (SFE) in computing the followings:
The above picture gives example of calculating number of particular group. For
instance if you want to find out the number of persons got an infection of Virus you
would possibly use the aforementioned format.

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 Day 4, Groups presentation.
Week 3
 Day 1, presentation of data analysis, using MS- Excel.
 Day 2, Access- Database Management: properly designed database management
system in an organization make the operation free from human errs.
Database Management is like the mother board of computer, because it where the
employee’s data are recorded for future reference likes: things to do with payments,

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pension plan for employees who nearly reach retirement age. There are several form of
object used in database management system, they include: Table, Query, Form and the
Report.
This system help management to manage its normal operation activities ranges from
staff data of every department and the hours worked. The picture below is an example
of work I did based on how to keep proper record of an organization.
Week 4
Day 1 presentation of project in access, it was done using variety of objects.
Day 2 Digital business concepts in E-commerce business

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The picture above is an example of website designed. Digital marketing make the work
easier, because you serve wide range of clients in less period of time than you could
have done while sitting at your business place. Though it cost money to own website in
looking for company to host your website, it has an advantages as well. Moreover, the
benefits that should let you own website for your small business as illustrated by Mike
McEvoy; he has been small business owner since 2002. The followings are his
observation on having business website:
 Reliability
The ability to relate to a defined audience and build relationships is a game changing
benefit of creating and maintaining a small business website. Using your site to tell a
story about you and your business begins the relationship.
Understanding your audience and how your product or service could provide a benefit
to their lives continues to strengthen the relationship. Using your website to earn and
retain a customer is the ultimate goal and the result of successfully relating to and
serving the customer.
Consumers are more likely to visit your website to learn about your business than they
are to pick up the phone and call. Replying to emails and social media comments is a
great way to build trust and personalize your small business experience.
 Flexibility
While your business may still have a need for printed advertising materials, these items
tend to be costly, especially when they need to be updated. In today’s world consumers
expect to see fresh marketing campaigns and information on a continuous basis. Small
business websites allow for demographic information, services offered, business hours,
and pricing to be edited at any time for no cost.
Easy to use website platforms, such as Word Press, are user friendly even from mobile
devices and allow for ongoing updates. Having the flexibility to keep your audience
informed encourages strong relationships and keeps your customers coming back.
 Business Sales Tool
Although a small business website serves many purposes, the main objectives are:
To inform, engage and convert.
The most effective ways to use a business website to this end is to provide high quality
information, learn about who your audience is, what they want, and create a sales
funnel that nurtures them through the sales process. Small business websites allow for

19
automation of the sales process and for sales to be converted at a much higher rate than
traditional sales methods.
 Market Expansion
Perhaps your business began by serving a local community. Maybe your business is a
brick and mortar business that would like to expand to a larger market. The ability to
expand the market of a small business is one of the most lucrative benefits of creating
a small business website.
Making your products or services available across time zones and even across the
world can grow your business and revenue exponentially. Regardless of their
geographical locations, the people who visit your website are there because they have
expressed an interest in what your business offers. Use that to your advantage.
 Web Presence Analytics
Unless you specifically ask each customer who comes through your door how they
found you, you may not know the origin of your customers or which marketing
campaigns work. Using your small business website as a marketing and analytics tool
will provide real time data about the following:
 Demographics of your website visitors
 How visitors find your site
 The number of monthly/weekly/daily visitors to your website
 Which website pages are most visited
 How many pages visitors access per visit
 How much time they spend on each page
 How frequently visitors return to your website
Day 2 business website user role:
 Login to the BA web app -> View the new Home tab -> Click the Maps or the
Reports tab.
 Users will be prompted to a slideshow on introduction to the new projects structure.
The slideshow helps them understand what projects are and how they help users.
 At the end of the slideshow, users are given two choices: Import Items Now or Get
Started without Importing. Depending on the choice, below are the next steps users
will go through.

20
(Please note that users don’t need to worry about their existing content (sites, reports,
layers etc.). All their work is saved in the system. It just needs to be migrated to the
new project structure so users can continue using them in the app.)
If users select Import Items Now, they will be presented with an import dialog that
helps them select some or all items from their existing content, preview how it will be
organized in the new project structure, and import them. The dialog also includes link
to a help documentation page to learn more about the import process. Below is an
example:
Day 4 continuation of user role
The import process could take a few minutes depending on how much content a user
has.
Once imported, select the project created in the import process and work as usual.

21
If users select Get Started without Importing, they will be presented with the Projects
interface. Please note that users can always import their existing content later as well.
Week 5
Day 1 presentation of project in Digital marketing, this process was based on how the
project was created with example below:
Day 2 introduction to computer soft wares, these soft wares are used for web
development. Designing website need wampserver & wordpress file to easily help
designer to design an effective website for business and for keeping employees data
online.
Day 3 Introduction to Human Resource Policy in organization. Policy is defined as
guideline emphasizing on how employees should execute tasks allocated to them
following certain rules and code of conduct.
Policy; generally give the entire functions of organization and her link with others
relevant agencies. Human Resource is an overall of organizational system, with
appropriate policies laid down by HRM the performance of employees in term of
outcome often amount to an effective and efficient work done. Therefore, let’s
elaborate more on different types of policies in Human Resource practices:
 Originated policy: the actual nature of working in relation with the originated policy is
handled and established by the senior manager so that the senior manager can understand
all the necessary requirements of the employees. Moreover, these senior managers
provide these guidelines to their subordinates to improve and develop their professional

22
career. Therefore, it is necessary to understand the originated policies for the
empowerment of the employees of the company.
 Implicit policy: with the help of these policies the managers can express their intention in
favor of the company. First of all the actual importance of these implicit policies are
implied because of the nature and behavior of the managers. And that is why these
implicit policies are also called and recognized by the name of implied policies of the
company. It is quite clear that these implicit policies are recognized by the managers of
the company. It is necessary to understand that these policies are made in favor of the
managers’ requirement.
 Imposed Policy: the nature of working in the company doesn’t include only the
management of the company. As the matter of fact, the organizational structure of the
company even depends upon the governmental agencies of the company.
The human resource policies and procedures of the company will also provide with the
provision that, part of the policy of the company can be governed and favored by the
governmental agencies or trade unions. It is one of the policies which is made for the
development of the staff and workers value in the company.
 Appealed Policy: it is not an actual policy, as its name suggests it is such kind of policies
which are requested by the managers of the company, so the management of the human
resource policy will consider looking into certain situation which is not included in all the
above-mentioned policies. The appealed policies can be generated by the managers and
employees of the company, but the final decision of that appeal, whether it is accepted or
rejected can be decided by the human resource management of the company. On the
basis of description, the human resource policies and procedures of the company are
made for the advantage and benefit of the company employees and their employment.
And the nature of working of the human resource policy which is made on the basis of its
description can be derived on behalf of the company development.
 General Policy: it is one of the policies which are based on the description of its
working. The human resource policy based on their description established some of the
general policies. These general policies are completely different from the rest of the
policies generated from the human resource management of the company.
As these general policies don’t belong to any particular issues of the company, and that is
why it is named as the general policy of the company.

23
 Specified Policy: as its name suggests, the specific policies are those types of policies in
an organization which is related to specific issues of the company such as staffing,
recruitment and salary related issues. Therefore, these specific policies are designed to
undertake those specific issues of the company. Moreover, all the working order of these
specific policies of the company favors all the staffing related issues of the company.
Day 4 Main operation of Human Resource Management framework
Shareholders
 Management
 Employees
 Gov’t
 Community
Long term consequences
 Individual being
 Organizational
effectiveness
 Social well being
HR Policies
 Employees influence
 HR flow
 Reward system
 Work system
HR outcome
 Commitment
 Competence
 Cost
effectiveness
Situational factors
 Workforce X-tics
 Business Strategies and
conditions
 Management
philosophy
 Labor market
 Technological trends
 Laws and societal rules

24
Managerial Functions
These functions involve set of rules and strategies aid organization in operation
process, without these functions institution cannot work and leverage its competitors.
The functions include:
 Staffing
 Planning
 Organizing
 Coordinating
 Directing
 Controlling
Week 6
Day 1 Requirements for registering new company or organization
Well, you may have planned to register the company of your choice whether it would
be Services Company or manufacturing company. It does not come overnight to
register it, it need plans and resources to make it work or to make your dream come to
reality. Therefore, there are certain steps you would need to consider in your actions to
have successfully registered organization as illustrated under:
Manpower: this involves intellectual capital, the qualification and the area of your
expertise.
Resources Available: these are the capital you have in term of monetary to help spur
your action in implementation of setting up an organization.
Marketing Trends: this entails that prior to your organizational establishment you
need to know the kind of business you would undertake, by understanding what is the
most wanted products by your potential customers, this process is known as Market
Evaluation. You might have heard of many business collapsed in a short run, they
collapse because the owner made no research about the business in term of what is the
competitor is offering to beneficiaries. Sometimes, branding may seem to be of
minutiae value to the consumers but the otherwise is true.
Week 7 & 8
Payroll Management system
This generally gives detailed information about employees working in an organization,
record of the tasks allocated to the workers and the time of worked hours. However,

25
this differs depending on the relationship between individual member of employees
and the entity based on the contract signed during recruitment. There are some of
employees are not paid on monthly basis, rather who are paid on daily basis, such kind
of employees are called Part Timers and the money they received after work is known
as Wages.
On the other hand, the employees who receive their monetary rewards on monthly
basis are known as Full-timers, these kind of employees are employed by organization
to work for certain period of time it can either be 6 months and 5 years contract.
Additionally, as I noted earlier those employees who are paid on daily basis according
to the number of hours worked are part timers. Let me bring it to your attention that
even full timers are entitled to be paid wages, in case if employee happened to work
beyond regular hours of work to compensate them for the additional time. Take a look
at the picture attached below as an example of payroll designs:
ID No Surname Othername Position Sex Salary Advance
01 Riek Par CEO Male $26,000 $13,000
02 Meer Peter G Manager Female $25,000 $12,500
03 Sarah T HR officer Female $22,000 $11,500
04 Nyawech P P.Manager Female $20,000 $10,000
1.1.1 Tittle/ Position of Intern in an organization
This is assigned post to the employee by organization; the process is often done by
HR officer who is in charge of recruitment with several numbers of job
responsibilities accompanying the post.
The post assigned to me during placement period was to recruit new employees
whose qualification made the requirements of organization, as HR officer.
2.1.1 Duties and Responsibilities Assigned by Supervisor
 Learn from experienced store managers about store operations, management
responsibilities, merchandising, advertising, inventory, bookkeeping, and human
resources.
 Routinely supervising workers efficiency and addressing questions
 Resolving problems in paperwork
 Ensuring that procedures are performed correctly
 Advising employees on safety issues, productivity, and damage claims

26
 Updating various databases including the grievance log, applicant flow, HRIS, etc.
Project done during placement period
 Assist with recruiting, interviewing, and conducting orientations
 Revamp training manual
 Develop recruiting surveys
 Make safety newsletters
 Work with compensation and benefits
 Managed an entire store and team during shift
 Completed written projects and researched topics to improve organization.
2.1.2 Actual activities undertaken/ accomplished during Internship as HR intern the
followings were done:
 Training and Development
Training: Training involves the change of skills, knowledge, attitudes, or behavior of
employees. Although training is similar to development in the methods used to affect
learning, they differ in time frames. Training is more present-day oriented, its focus
is on individual’ current jobs, enhancing hose specific skills and abilities to
immediately perform their jobs. Training is job specific and is designed to make
employees more effective in their current job. Employee development, on the other
hand, generally focuses on future jobs in the organization.
 Selecting and Hiring Employees
a) Job Analysis
b) Recruiting : Recruiting is a ‘linking function’ joining together those with jobs to
fill and those seeking jobs. It is a joining process in that it tries to bring together job
seekers and employer with a view to encourages the former to apply for a job with
the latter. The objective of recruitment is to develop a group of
potentially qualified people. To this end, the organization must project the position in
such a way that job seekers respond. To be cost effective, the recruitment process
should attract qualified applicants and provide enough information for non-
qualified persons to self-select themselves out.
c) Selection : To select is to choose. Selection is a screening process. It is the process
of picking individuals who have relevant qualifications to fill jobs in an organization.
The basic purpose is to choose the individuals who can most successfully perform

27
the job from the pool of qualified candidates. Selection starts after the recruitment
process is over and job application has been received.
2.1.3 Internship Experiences; Well, in all aspects of life we strive for the best of what we
have chosen to do either in a professional ways or in a practical ambience. As an
intern whose interest is to gain equitable skills and knowledge of doing or applying
theories learnt in class room into practical plot. It was great privilege to me as I
happened to be one of the few who luckily got chance to do internship at SUPERcom
to satisfy their thirst for practical work.
The experiences or knowledge attained as follows:
 Communication; communication occurs in a variety of ways; I understood that future
employers are primarily interested in ability to write and professionally speaking. Where
potential employees are required to demonstrate those skills in resume and cover letter,
and verbal skills as one would supply thoughtful answers to the common interview
questions which are likely to be asked. During interview, you might mention your
experience giving oral presentations (which perhaps was required in classes). The ability
to communicate effectively — to translate ideas and convey information — is key in any
field, whether it’s with supervisor, coworkers, or clients and employers are well aware
that it is a valuable skill.
 Interpersonal
Its ability to communicate effectively is often related to one’s ability to relate well to
others, or “people skills.” Depending on the industry, you may be interacting with clients
and vendors as well as your co-workers and managers. It’s important to be able to build
and maintain relationships and be the kind of person team members want in the office
with them every day. Interpersonal skills are also important because employers seek
individuals who can identify the wants and needs of others and who can recognize and
acknowledge the value of differing perspectives.
 Collaboration
As an intern, it’s likely to collaborate with other interns and company employees. The
ability to communicate and relate well to others is certainly important for collaboration,
as is the capacity to work with others toward a common goal. As part of a team, you have
to understand your own strengths and weaknesses so you know how you can best
contribute, as well as aware of how you can bring out the best in others.
 Time Management

28
For the time as Universal Currency, it dictates people to meet the deadline for the task
assigned. Time management is the process of organizing and planning how to divide your
time between specific activities. Good time management enables you to work smarter –
not harder – so that you get more done in less time, even when time is tight and pressures
are high. Failure to manage your time damages your effectiveness and causes stress.
Because what employers want to know is that you can prioritize responsibilities and
recognize when it’s appropriate to multitask or focus on one particular project at a time.
 Adaptability
Today’s work culture — often requires even the most senior level executives to wear
multiple hats. As an intern, I thought I might find myself supporting the sales team and
the next day performing customer service. While I may have an interest in a particular
aspect of an industry, a willingness to become familiar with the different parts of an
organization I viewed as an asset (and also increases your exposure within the company),
based on my understanding.
2.2 Lessons Learnt and Skills Attained / Acquired during Internship
 Data base Management
 Financial Analysis
 Project writing
 Decision-making
 Disputes and conflict resolution
 Payroll Management
 Web Design
 Human Resource Policy and Management
2.1.4 Lessons Learnt during Internship
Like I mentioned earlier the lessons learnt during placement period, it’s of particular
importance to elaborate more in depths. Internship is not just a place of practical
work, indeed it’s where potential students with informed minds begin to develop their
sense of becoming developmental champions in societies.
Below are the key lessons
 Financial Management, many business failed due to the lack of well-established
financial system in which an accountant is expected to keep record of every business
transaction.
 Sales promotions, getting involved in competitive environment where you may sale
same product with your competitors need keen strategies to help you leverage them.

29
Meaning, you ought to come up with” hunting strategy” to reach good numbers of
clients or customers beyond the scope of business operation. Here come in the point or
question of “How”? , the answer is as simple as you can imagine in 21st century. All
you need to have is Business Website.
 Team Work, working as a team does not solely help in effective outcome, it enable
you as an individual to have an ample time to do the other tasks requiring your
personal attention.
2.1.5 Skills attained/ Acquired during Internship:
 Communication and motivation
Effective leaders must master all forms of communication including written, verbal
and listening skills. As a team manager you're the main line of communication
between frontline staff and senior management so you'll need to be able to
communicate with a variety of people from entry-level employees to heads of
departments and CEOs in a number of different ways such as via email and social
media, over the phone and in presentations, meetings and one-to-ones.
As a leader you'll need to establish a trusting relationship with your employees so
they feel comfortable sharing information with you and vice versa. To ensure that
lines of communication remain open you'll need to make yourself readily available
and accessible to your employees to discuss any issues or concerns that arise. Putting
in place an open door policy or weekly or monthly team meetings should facilitate
this. When communicating let your staff know that they matter by keeping eye
contact, smiling and listening attentively.
Projecting an open, positive attitude at work goes a long way to creating a happy and
healthy work environment. Don't shut yourself off or put yourself on a pedestal.
Simple things such as active encouragement, recognizing achievements and taking an
interest in the lives of your employees boosts morale and ensures that staff feel valued
by the company. If people are a product of their environment a positive workplace
creates happy, motivated employees.
 Organization and delegation
On a day-to-day basis a manager must juggle multiple responsibilities so excellent
organizational skills are vital. You will need to manage your own workload,
oversee the work of other employees, attend meetings and training sessions, carry
out appraisals and review company policies. Sloppy working practices, tardiness
and a general lack of organizational ability will not be tolerated at this level and

30
could set a bad example to your staff. Effective organizational skills reduce stress,
save time and ensure that important deadlines are met.
Many managers ease their own busy workload by delegating tasks to colleagues.
To do this effectively you need to analyses and identify the skills of your
employees and assign duties to each depending on their skillset. Delegation is far
from a sign of weakness and can in fact multiply the amount of work that a
manager can accomplish, while developing an employee's confidence and skills.
 Strategic thinking
It's a manager's job to think of the big picture, so as well as focusing on today's tasks
and responsibilities you need to plan for the future. This means setting priorities in
line with company goals, reviewing systems and policies, and attending training and
managing the activities of your team. As a strategic thinker you'll encourage
innovation and change in order to make your team and the organization as a whole
more productive and profitable.
 Problem solving and decision-making
As a manager you'll be tasked with spotting and solving problems on daily basis. This
requires outstanding attention to detail and the ability to remain calm under pressure.
To ensure that your team is productive and that the workflow runs smoothly you'll
have to think on your feet when problems arise. Creative thinking will help you to
come up with innovative solutions that minimize the impact on your team and the
business as a whole.
Thinking on your feet also comes in useful when you have to make a snap decision
about how to successfully complete a task or meet a business goal. Being able to
quickly weigh up the pros and cons of a situation and make an informed decision is
essential.
 Commercial awareness
This skill is in huge demand among business employers, in fact according to recruiters
commercial awareness is something that the majority of graduates applying for
management roles lack.
If you want to progress to management level it is imperative that you have an
understanding of the marketplace in which a business operates and of what makes a
business successful. To demonstrate this you'll need to show that you:
 Are aware of the organizations mission and aims
 Have an understanding of the sector that the company belongs to

31
 Possess knowledge of political and economic issues affecting the business
 Know all about the company's competitors.
 Mentoring
As well as being business-focused decision-makers, managers also need to play a
supportive role. If you've reached this senior level you have proven experience,
knowledge and skills and it's your job to pass this knowledge along and share your skills
with other colleagues.
Finally, this involves training and advising staff and building their confidence and skills.
In a management position you're charged with overseeing the continued professional
development of all employees and will be the driving force behind the progression of
team members.

32
CHAPTER THREE:
CHALLENGES TO THE INTERNSHIP EXERCISE
3.0 Introduction
This chapter is basically explains the challenges face during placement period or at
internship place and how challenges were addressed.
3.1 University Challenges
There is one of challenge students faced from schools during internship, when they go to
look for an organization to do internship with, their primary objective is to apply the
theories learnt in classrooms into practical work. But in several organizations students
often get none of their expectations, it’s ever great challenge students faced and all these
amounting to lack of assessment by University’s Faculties’ Administration to help
identify for students the kind of institution each should do their internships in for students
to advance their career. In every profession, expertize is based on how often you do the
practical work because theories are just mere guidelines showing you the path.
3.1.1 Work Place Challenges
 Lack of facilities to facilitate the training process, there were no enough facilitates
because the work was practical, ones would be requested to submit project or business
proposal in less than 5 days in a week when interns do not have personal computer to
use to help them complete the project on time. Rather, that would prompt them borrow
from colleague after they completed their work.
 Lack of space, the space could not accommodate all students because they were many
while having different specializations instead interns would be congested in one room
which often amount to minimum trainings.
 Less expertize in some areas of specialization, the best example would be students doing
Human Resource and Management whose roles are to deal with employees’ relationship
and establishing rapport between firm and her workers. Technocracy was missing there
reasons as to why there were no staffs specialized in particular field.

33
3.1.2 Personal Challenges
 Lack of computer was challenge; one would hardly try their best to make sure they have
completed project through the help of colleagues. You would borrow from them after
they completed their work; sometimes you would submit the work late.
 MS-Excel was not such easy because you might find the computer you use is lacking
some tools due to different version or the type of machine
3.1.3 How challenges were being manage
The very way help students manage to complete the training in an environment where
facilities are scarce, it was through cooperation between students, students would help one
another to do their work by giving their personal computers to those ones who doesn’t have
computers to use.
The organization (SUPercom) managed to handle the issue of space by dividing hours to
different class/ group who are specializing in disjunctive fields, leading to three hours a day
per group from 8:00 Am to 11:00 Am, and gain from 11:00 Am to 2:00 PM respectively.

34
CHAPTER FOUR:
CONCLUSIONS AND RECOMMENDATIONS
4.0 Introduction
This chapter is meant to provide conclusions and recommendations to the two institutions
which this academic work is belong. In same vein, it will give recommendations to the
students from variety of specializations that may in time get expose to practical environment
in perfecting their skills and knowledge of knowing how to apply theories learnt in classes
CONCLUSIONS
As it has been noted earlier, internship is an employment tool for students who have chosen
their career wisely. Its prepares them to translate the theories learnt into practically work,
therefore it’s advisable that career development is something each and every student who
have dream to affect change in any society ought to seek to become champion.
The competition has become increasingly high globally as people around world rapidly fight
harder to keep in track with technological trends, whether you’re company or a person
working for the company you need to lack nothing from all the requirements qualifies
individuals to gain competitive edge. Below is what it means to do an internship:
To allow students to apply, evaluate, test and integrate academic knowledge and theoretical
concepts in working place setting.
To improve and expand students’ knowledge about themselves and their abilities, goals, and
career interests in a work environment setting.
To expand students’ awareness of the world beyond the classroom by exposure to a variety of
careers, cultures, disciplines lifestyle and environment.
To reduce students’ intellectual and geographic parochialism.
To allow students to gain access to knowledge and equipment not available on a college or
university campus environment.
4.1 Recommendations to the SUPERcom Electronic Technologies LTD
For an organization to fully qualify to promote best talent when internship is one of it
programs, it has to establish various independent departments where students would work
or practice the office work in conjunction with their area of specialization. It’s advisable
that the administration of SUPERcom to put this in their implementation plans.

35
Additionally, there are few suggestions that would enable organization to remain
competitive:
 SUPERcom needs to purchase enough training facilities for interns, it’s very hard when
the facilities are scarce it contribute to failure of meeting the expectation of interns.
 SUPERcom needs to create department for Human Resource Management, this
department is a core of organization. It deals with employees issues, like resolving
disputes among employees, solved employees complaints and strengthens the relationship
between employees and the organization.
 SUPERcom needs to operate where students should be at ease during training, when
organization manages to have enough space it’s able to attract larger number of students
and etc.
4.1.2 Recommendations to the University
The university should establish rapport with organizations offering internship training, this
help student to go where they can practically apply the class theories. Now days many
organizations put relevant information on acceptance letter for the university to accept their
students to do internship with them when actually the details noted on acceptance are just for
mere attractions.
Students are doing offside than what they are expecting, university need to put this in
considerations so that students are able to fully become competitive when looking for a job or
to create job for their own.
4.1.3 Recommendations to the Faculty
As for faculty, supervision need to be strengthened such that the assigned supervisor will
exactly know what is students is doing in term of it relevancies to their area of specialization.
Sometimes, students feel shy or fear to tell exactly what they are being trained in fear of
losing marks or getting unjust recommendation from the working site. Supervisors should at
least supervise students severally to shun prejudice on wasting time for something they are
not worth expecting.
4.1.4 Recommendations to the Department
The department should discuss what is expected of a student during orientation as this will
make the student to plan in time.
The department should also make the student to have an idea of what is expected during
internship in order for the student to adapt to any arising challenges.

36
4.1.5 Recommendations to the Student
As student, you may come from other country to study and your primary objective is to
complete what you have come for. This cannot happen overnight, it requires tolerant, sheer
hard work and commitments to get a degree. To be who you want to be or what you want to
come is you who can do that yourself, always learn or be flexible enough in any situation to
that may arise.
Additionally, when you are going for an internship outline your basic objectives and try to
know or study the company you would like to do internship with so that you are able to be
practically competitive after training. Apparently, in this modern days companies or
organizations are more interested in practical skills no matter what kind of documents you
have if you are not skilled enough you possibly remain as job seeker for almost your entire
life if not suddenly realize.

37
REFERENCES
 To the logbook

38
APPENDIX:
Appendix I Acceptance Letter from the Work organization
Appendix II Activity Log book
Appendix III Student evaluation of internship form
Appendix IV Faculty supervisor evaluation form
Appendix V Host supervisor evaluation form
Appendix VI Letter of internship from the faculty

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