Material Handling In The Classroom Two of MHEDA’s high-priority initiatives of the last few years have been fostering greater awareness about material handling and reaching out to younger workers to become part of the industry. A great way for Edgers to combine both of these goals is to establish internship or co-op programs at their companies. An internship is typically done during the summer. It can be paid or unpaid, and the student may or may not receive credit. The point is to provide work experience related to the student’s field of study. “Internships are designed to do the things that we don’t teach them at school about working in the professional environment,” says Mike Ensby, director of the graduate program in engineering and global operations management at Clarkson University in Potsdam, New York, and MHEDA’s liaison to the College-Industry Council on Material Handling Education (CICMHE). “You can offer experiences that a classroom can’t.” A co-op, on the other hand, is a program designed for students to participate with the same employer for one to three semesters. Credit is often offered but need not be. Most of the time, students are paid during co-ops but are still considered to be enrolled in school. Companies that take advantage of such opportunities are ahead of the game in finding future employees and marketing both their company and the industry. “Co-ops and internships are great ways for companies to test-drive future employees and see if the student would be a good fit culturally,” says Ensby, who suggests that companies get involved by reaching out to a local school. “Do your homework and find out which nearby schools have good programs related to the disciplines that are used within your company.” Once you have identified the school, contact the career center and set up a co-op or internship opportunity for students. Another possibility is to contact the National Association of College Employers (NACE), an organization that has networks already set up at many college campuses. NACE gives out annual awards for career development opportunities. Any schools who win such awards may be a good place to start. Simple conversations with your employees and customers can give you insight into their experiences with their schools and career centers. If you are interested in setting up a program at your company, Ensby offers some advice. “The number one thing that makes a good co-op or internship program is commitment to treating the students like real employees,” he says. “Explain that there is an opportunity to be more than just an apprentice if they prove they are able to do the work.” One of the most important things to do beforehand is to develop a defined set of expectations for the student, including a formalized training program. Make clear who the supervisor is, who the back-ups are if that person is not available and explicit instructions as to what the student’s duties will be. It’s also important to establish some sort of feedback loop. Ensby suggests having the student keep a journal. “This job will be a cornerstone of their résumé. Have it critiqued by HR before they leave, evaluating strengths and weaknesses. Send them back to school with an agenda for personal development.” Above all else, it comes down to providing a valuable learning tool for the student. Even those who may find out that they want no part of the industry will at least get that knowledge before they waste employer money full-time down the road. It comes down to establishing a relationship. You want your company, the student and the school all to have a positive experience. “In today’s environment, student buzz is almost instantaneous. Whether the experience is good or bad, it will be instantly known to their peer group, so you might as well make it good.”   This article originally appeared in the September 2007 issue of MHEDA Edge at www.mhedaedge.org.