دانلود رایگان مقاله کارآموزی الکترونیکی در شرکتهای کوچک و متوسط

Employment relationships are undergoing rapid change as organizational, industrial and technological change influences how, when, and with whom we work. Virtual work, teleworkers, international freelancers, outsourcing of research and development all represent developments that would not have been possible prior to the onset of the Internet and sophisticated social interaction and media software. Virtual workers may be employed on a long-term or permanent basis for an organization. Their employment as virtual workers is often preceded by regular employment within the same organization. Many virtual workers are also experts in their field who are sought after for their expertise and skills. As job forms have evolved, so have the forms of internships. Virtual or e-internships represent learning experiences that are often fully computer-mediated, with supervisors, interns and their colleagues in different locations. We prefer the term ‘e-internship’ in line with e-recruiting, e-mentoring and e-HRM. E-interns, in common with some virtual workers, are likely to work on temporary and project-based activities. Both types of workers are also unlikely to work in close proximity or face-to-face with their immediate supervisors and colleagues. In both virtual work and e-internships, all interactions are facilitated by—but also heavily dependent on—technology, software, and good communication skills of all individuals involved. They also offer greater autonomy for the worker although building relationships and developing trust with colleagues can be more challenging.

CONCLUSIONS

The present paper tried to link the development and adoption of e-internships within SMEs to various important developments over the last ten years, including e-HRM practices, technology and increasingly global talent recruitment. Evidence based on knowledge sharing and management as well as innovation further explains why SMEs increasingly see the merit of recruiting from a wider pool of candidates, both nationally and internationally. Nevertheless, these benefits are not easy to accomplish. Some organizations experience high dropout rates and discontinue their e-internship schemes soon after implementing them, perhaps due to not having the right support and infrastructure in place. In addition, not all press reports are positive, and many career advisors in educational institutions are hesitant to endorse students’ ambitions, especially in new start-ups. We hope that this discussion of benefits but also requirements for upfront investment in time, resources, and technology will help to increase the success rate of future e-internships in SMEs.