PRCMGT1 Internship with the Foundation for Enterprise

Management Innovations, Inc. (FEMI Inc.)

A Final Report
Presented to
The Faculty of Ramon V. del Rosario - College of Business Decision Sciences and
Innovation Department De La Salle University- Manila



In Partial Fulfillment
Of the Requirements for the Course
Practicum for Business Management (PRCMGT1)



Presented By:
TE, Krislynn Audrey


PRCMGT1 M93
Mr. Stephan Chow


May 15, 2014
TABLE OF CONTENTS
Page
Chapter One: The Project Management Experience 1
Chapter Two: Assessment of Project Management Internship 2
Chapter Three: Reflections 3
Appendices
Appendix A.1 5
Appendix A.2 7
Appendix B.1 1A
Appendix B.2 1B
Appendix B.3 1C


Chapter One: The Project Management Experience
The Foundation for Enterprise Management Innovations, Inc. (FEMI) is a non-
government business organization with operations that aim at sustaining and helping
entrepreneurs in venturing in bigger operations by providing loans and business
development trainings (FEMI, 2013). They company puts emphasis on the practice of
lending money with a heart to it clients, called benepartners. Their benepartners are
small or medium sized businesses that are in need of credit loans; but due to their
operations and size, banks and other financial institutions disapprove their request for
loans. Thus, FEMI is a more lenient alternative with lesser requirements and collaterals
that help support these companies, additionally providing them consultation and training
services as well.

Vision
FEMI will be a substantial contributor to driving social and economic
development in the Philippines and will be recognized in the industry as an expert on the
Missing Middle Segment.
Mission
We will enable social development through economic empowerment of the
Filipino entrepreneurs. We will recruit, develop, and grow missing middle enterprises
outside Metro Manila. Employment generation will be our key indicator of success.
There were two projects that our group was tasked to handle, which were the
Survey Implementation Project and the OJT Program Documentation Project. The first
project, the survey implementation project, focused on conducting a satisfaction survey,
which provided FEMIs Executive Director, information or better knowledge on the
expectations and level of satisfaction of the firms employees, board of trustees, active
consultants, investors, lenders, and funders. The study provides a better understanding of
how FEMIs business operations are affected by the job satisfaction of FEMIs
stakeholders, in relation to their performance as well. This also helps FEMI ensure that
their stakeholders are well taken cared of and properly compensated for the services that
they provide for the company.
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The second project, the OJT Program Documentation, focused on creating a
documentation material, which FEMI can use and implement in the near future when they
fully establish their Internship Program. This program is not already limited to the
project-based internship, similar to what is being done with DLSU Business Management
students; but instead a short and long-term internship program, which is more commonly
known with the 8am-5pm work hours, and the like.

Chapter Two: Assessment of Project Management Internship
The project management internship pushes students to be more aware and
exposed to experiences in the real world. The program gives students the opportunity to
better apply the learnings they receive in the classroom into their tasks in the
organizations that they are helping or working for. In addition, the practicum helped us
become more adaptable to certain situations that we are faced with. These situations are
not only limited to the challenges that the students face in the workplace; but also in
being keen on working with others and adjusting to the different types of work habits you
can be faced with. Furthermore, students can also develop skills and professional
attitudes that will help them cope to situations in the workplace. This experience can also
help in motivating students to look forward to being ready to plan their careers.
Choosing career paths can be quite difficult. And personally, I am still not a
hundred percent sure of which career path I will be taking since I know that eventually I
would have to be involved or part of the family business. Although the project that we
were tasked to do is not very in line with the family business that I see myself a part of, I
can more or less apply my experience of working with a team, and knowing how to better
evaluate the satisfaction level of the companys board of trustees, employees, and etc.
Moreover, working with FEMI, which is a non-government socially responsible business
organization, it can continue to drive me to be more socially aware of my surroundings
and knowing how to give back to society.
This internship experience pushed us to learn the value for money not only for the
given fact that the internship is unpaid; but more for the reason that we really need to
manage our resources well most especially in handling a business. It is very important to
ensure stability in finances and cash flows to keep the company running. Furthermore,
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hearing that FEMIs benepartners are dependent on them not only for credit loans but
training and consultancy services; we must manage our leadership skills well. As a
student in Lasalle, we are or were exposed to many leadership opportunities. Hearing
feedback from employees that they want more chances to improve their leadership skills;
it made me realize that in the workplace, Lasallians can gain an edge on that certain
factor as long as they are able to exhibit those skills well. The internship experience also
made me realize how important it is to gain connections and the expose oneself through a
network of people in order to learn more and help with personal growth, which can come
as a handy resource tool to gain advantageous benefits in the real world.
Chapter Three: Reflections
I believe that I have the competencies that I am a truly responsible person, which
means that I am keen with deadlines and the drive to be assured that I will be able to
produce a quality output on or before a given deadline. I also find my flexibility to
adapting to situations another competency that I can use as a tool or resource for me to
succeed in my chosen career path. The two strengths that I have mentioned also helps me
to push myself beyond my capabilities to be able to be a better individual, by being a
more holistic human being.
Despite these strengths, I know that I also have the weakness of being too much
of a perfectionist, even if this can also be a strength depending on how I use that attitude.
The perfectionist in me becomes a weakness because it makes me easily annoyed or
frustrated when there are quite some lacking things that need to be done for a certain task.
Despite this, it can also be considered a strength because it pushes me to help my team
and make sure that we are able to provide the corresponding output with good quality.
I know that I have gained a lot of skills being in DLSU, and being exposed to
opportunities like this internship program. Despite these, I know that as a imperfect
human being, I still have a lot of room for improvement; those of which that can help me
hone my skills and push be to be a better person in the future. It helps me realize that I
have to push myself further outside my comfort zone in order to grown as a good and
responsible professional.
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Through my internship experience, I was able to gain a lot of things like learning
how to really be keen with meeting deadlines. It made me realize that even the littlest or
the largest things cannot be used as excuses to not accomplish the tasks that are assigned
to us come the time of the deadline. In addition, it is also important to communicate
between your team and your supervisor. This is in order to assure that you will really be
able to meet the expectations they have for the output they are requesting. This can also
be used as a opportunity to learn from the experiences the supervisors have had in the
past.
Lastly, the practicum program has helped me know my strengths and weaknesses
as a person. These have helped me think a few steps further of what I really want to be in
life. I know it is quite a difficult decision to make. A serious matter that needs deep and
thorough thinking; but at the very least, the summer internship has helped me identify the
things I need to know and improve on in choosing the right career path.



























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Appendices
Appendix A.1:
De La Salle University
Decision Sciences and Innovation Department

Final Progress Report

Period Covered by the Report: April 23, 2014 May 14, 2014


1. Project title: OJT Program Implementation & Survey Implementation

Client Organization: The Foundation for Enterprise Management Innovations, Inc. (FEMI)

Client Name: Mr. Willie Perasol

Position: Executive Director


2. Project Assistant(s): Name DLSU ID#
1) Lam, Derrence 11000708
2) Te, Krislynn 11011343
3) Tiu, Johann 11043555

3. Time frame:
! Date project implemented : April 23, 2014
! Expected date of completion : May 14, 2014


4. Project-related activities done:

At this point, it is safe to say that the group has already done fifty percent (50%) of the
project, bothfor the OJT Program Implementation and the Survey Implementation. Based on the
Gantt chart for the OJTProgram Implementation, the group has already finished until task 9 and is
only finalizing the first part of thedocument. After we finalize the document for initial checking, the
group is planning to let Sir Willie Perasolsee the first part of the proposed OJT Program come next
week. For the Survey Implementation, the group isstill having an ongoing survey for the FEMI
consultants, employees, investors and board of trustees. Wehave also further improved, revised
and polished all the existing survey questionnaires to make datagathering more convenient
and a lot more accurate for both the group and the survey respondents.


5. Problem/s encountered and corresponding action undertaken:
5

The group did not encounter any problem.


Signature over printed name of Project Assistants Date


_______________________________________ _______________
Lam, Derrence May 5, 2014

_______________________________________ _______________
Te, Krislynn May 5, 2014

_______________________________________ _______________
Tiu, Johann May 5, 2014



Noted by: ________Mr. Willie Perasol_______________
Client/Supervisor

























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Appendix A.2:
De La Salle University
Decision Sciences and Innovation Department

Final Progress Report

Period Covered by the Report: April 23, 2014 May 14, 2014


1. Project title: OJT Program Implementation & Survey Implementation

Client Organization: The Foundation for Enterprise Management Innovations, Inc. (FEMI)

Client Name: Mr. Willie Perasol

Position: Executive Director


2. Project Assistant(s): Name DLSU ID#
1) Lam, Derrence 11000708
2) Te, Krislynn 11011343
3) Tiu, Johann 11043555

3. Time frame:
! Date project implemented : April 23, 2014
! Expected date of completion : May 14, 2014


4. Project-related activities done:

We have finish one hundred percent (100%) of the project, both for the OJT Program
Implementation project and the Survey Implementation project. Based on the Gantt chart for the OJT
Program Implementation, the group has already finished until task 13; the remaining tasks which are
tasks 14, 15 and 16 are yet to be accomplished since these are the Presentation tasks, the
Culminating activity and the submission of the final progress report to the company and to the OJT
adviser, respectfully. In addition, the group has decided to provide the company a draft version of a
potential brochure that they may use in the near future, in line with the companys desire to
implement an OJT Program. For the Survey Implementation, based on the Gantt chart the group has
already finished until task 14 and similar to the OJT Implementation Program, the three remaining
unfinished tasks will be are the Presentation tasks, the Culminating activity and the submission of
the final progress report to the company and to the OJT adviser, respectfully.

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5. Problem/s encountered and corresponding action undertaken:

The group has slight difficulties contacting the survey respondents.


Signature over printed name of Project Assistants Date


_______________________________________ _______________
Lam, Derrence May 14, 2014

_______________________________________ _______________
Te, Krislynn May 14, 2014

_______________________________________ _______________
Tiu, Johann May 14, 2014



Noted by: ________Mr. Willie Perasol_______________
Client/Supervisor



















8
1
Foundation for Enterprise Management Innovations, Inc.
(FEMI Inc.)



A Survey Implementation Project
Presented to
Foundation for Enterprise Management Innovations, Inc.
(FEMI Inc.)




In Partial Fulfillment
Of the Requirements for the Course
Practicum for Business Management (PRCMGT1)



Presented By:
LAM, Derrence
TE, Krislynn Audrey
TIU, Johann Christoffer


PRCMGT1 Adviser:
Mr. Stephan Chow


May 14, 2014
Appendix B.1: Survey Implementation Project
A
2
I. Company Background
About FEMI
The Foundation for Enterprise Management Innovations, Inc. (FEMI) was
established in February 2007. It is a non-government business organization with
operations that aim at sustaining and helping entrepreneurs in venturing in bigger
operations by providing loans and business development trainings(FEMI, 2013). FEMI
emphasizes on the practice of "lending with a heart". Its clients, which are called
"benepartners" are treated as part of the family. Compared to banks and other financial
institutions, FEMI requires more lenient requirements and collateral and boasts in
providing support even after credit through training and consultation services. (FEMI,
2013).

Vision
FEMI will be a substantial contributor to driving social and economic
development in the Philippines and will be recognized in the industry as an expert on
the Missing Middle Segment.

Mission
We will enable social development through economic empowerment of the
Filipino entrepreneurs. We will recruit, develop, and grow missing middle enterprises
outside Metro Manila. Employment generation will be our key indicator of success.



3
Core Values
1. Trustworthy - To be honest at all times and ensure the competence necessary to
deliver programs for the benepartners.
2. Caring - To be sensitive to the feelings and needs of our stakeholders.
3. Passionate - To view work as an opportunity to improve not as a job.
4. Committed - To perform our mandates wholeheartedly.
5. With Integrity - To impart the moral purpose in everything we do to the benepartners.
6. Patriotic - To aspire that every person involved will actively participate in our
endeavours.

II. Background of the Study
The project aims to conduct a survey that will for FEMIs stakeholders, which will
provide the firm with better knowledge of the expectations and level of satisfaction of its
employees, board of trustees, active consultants and and investors. This study is
needed in order to understand satisfaction of FEMIs stakeholders, which can also
create a significant impact on how they work and deal with the company, on a regular
basis. This is also based on the fact that there is really a need to ensure that FEMIs
stakeholders are well taken cared of and properly compensated for the services that
they provide for the company.

Time:
- To be able provide the necessary documentation for the survey data gathered, its
results and recommendations before the deadline of May 15, 2014.

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Budget
- To be able to work within the budget that will be provided by the company, in case of
any necessary expenses for the project.
- To maximize the capabilities, time and effort of the project team.
Performance:
- To improve the existing satisfaction survey for FEMIs employees, board of trustees,
and investors.
- To create a new survey questionnaire for FEMIs active consultants in order to
measure their level of satisfaction as business consultants for the company.
- To execute the survey and provide the company with ways on how to improve their
existing business functions or processes.
- To be able to perform up to, and beyond, the expected performance of the team.

III. Review of Existing Survey
The surveys that will be used in this study will be based on the initial material,
except for the Survey for Active Consultants, that has been drafted by previous project
interns of FEMI. Despite the material that is already available, the group has decided to
revise the materials in order to better measure the satisfaction of FEMIs stakeholders,
by further asking relevant questions to gain more information on the matter. A new
survey has been made for FEMIs Active Consultants since no initial material has been
made in the past.

a. Survey for Employees (See Appendix 1)
b. Survey for Investors, Funders and Lenders (See Appendix 2)
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c. Survey for Board of Trustees (See Appendix 3)
d. Survey for Active Consultants (See Appendix 4)

IV. Research Methodology
a. Research Design
The research is a combination of both Descriptive research and Causal research.
Descriptive research is used to describe characteristics of a population or phenomenon
being studied. It does not answer questions about how/when/why the characteristics
occurred. Causal research, on the other hand, is an investigative act which determines
which variable might be causing certain behaviour; the research helps to identify the
relationship between two variables and what happens to variable B when variable A
behaves in a certain manner.

b. Data Collection Method
The researchers were able to reach out to their respondents through the main
method of disseminating the survey instrument through the respondents personal email
addresses and the conducting of online surveys. On one hand, the employees of FEMI
answered the online survey questionnaire with the use of Google Analytics. The link
was disseminated through the aid of FEMIs Executive Director that helped the
researchers gather the data needed for the study. The other respondents, on the other
hand, FEMIs Investors, Lenders, Board of Trustees, and Consultants, answered the
questionnaire through the document file that was sent through their email addresses.
These techniques aided the researchers in assuring the quality of data they receive is
6
accurate, and still providing convenience for the respondents due to their busy
schedules.

c. Research Instrument
There were four research instruments that were used in this research. First was
the Survey Instrument for FEMIs employees. This questionnaire consists of five
questions that focus on the different factors that affect the satisfaction of employees on
their job, working conditions, company policies, their colleagues, and more important
their feedback and satisfaction on the company as an overall business entity.
The next research instrument was the Survey Instrument for Investors, Funders,
and Lenders. The survey material focuses on the reasons that these shareholders
continue to support FEMI. More than this, it also provides us with the needed
information in order to ensure the satisfaction of FEMIs shareholders on their
investments of capital, labor and various resources into the company.
Thirdly, the Survey Instrument for the firms Board of Trustees contains questions
that measure the satisfaction they have on the performance of the companys
employees, the meetings that are held, the facilities of the firm, the seminars, the
reports that they receive, and lastly, the over-all firm performance of FEMI.
Lastly, the Survey Instrument for FEMIs Active Consultants. The questions in
this instrument focuses on the feedback they have on how FEMI responds to the
suggestions and consultations they give for the company. Furthermore, the survey also
aims to know how much the respondents are willing to support the firm in the future,
based on the current relationship they have with the company.
7
d. Survey Respondents
The table below shows the target population or needed respondents for the
survey instruments that are needed to accomplish the objective of assessing the level of
satisfaction of FEMIs shareholders.
Respondents
Satisfaction Survey for FEMIs Employees 6
Satisfaction Survey for FEMIs Investors, Lenders and
Funders
9
Satisfaction Survey for FEMIs Board of Trustees 9
Satisfaction Survey for FEMIs Active Consultants 5
Total Respondents: 29

V. Presentation of Data and Results
Actual Respondents
Satisfaction Survey for FEMIs Employees 5 of 6
Satisfaction Survey for FEMIs Investors, Lenders and
Funders
6 of 9
Satisfaction Survey for FEMIs Board of Trustees 4 of 9
Satisfaction Survey for FEMIs Active Consultants 3 of 5
Total Actual Respondents: 18 of 29

Results can be found in Part VI together with the corresponding analysis and discussion.
VI. Analysis and Discussion
As part of our study, we have conducted a survey among Foundation for Enterprise
Management Innovations employees, board of trustees, investors and funders, and
consultants.
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I. Board of Trustees

When asked what the Board of Trustees thinks that should be improved in FEMIs operations,
one is FEMI should improve the credit process including credit investigation and financial
analysis. Another is to have more appropriate seminars that can be more easily applied to the
BP businesses and to instil a more effective marketing of credit services. FEMIs operations
should have more funds and more consultants to further improve it.

The proponents also asked the board to rate the fields of FEMI based on their satisfaction.
Firstly, 5 out of 6 members of the board of trustees strongly agree with FEMIs overall mission,
as the other one answered agree. Secondly, out of the 6 respondents, 4 members of the board
agree with FEMIs targets, 1 respondent strongly agrees with it, and 1 member chose not to
answer. Third, we asked them to rate their satisfaction on FEMIs goals each year and 4 out of 6
respondents agree to it, 1 respondent chose neutral as his answer, and one respondent did
not give his answer. Lastly, when asked how satisfied they are with regards to FEMIs operation
so far, 3 out of the 6 respondents agree to be satisfied with it and 2 answered neutral.
The proponents also asked the board about their ideas on how to improve FEMIs facilities and
database, answers are as follows:
1.) Financial performance, Increase in hard core supporters and benepartners
A. OVERALL SATISFACTION ON FEMI Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
1. I agree with FEMIs overall mission. X XXXXX
2. I agree with FEMIs targets. XXXX X
3. I agree with FEMIs goals each year. X XXXX
4. I am satisfied with FEMIs operation so far. XX XXX
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2.) Database has to be reviewed by competent consultant as far as design is concerned,
3.) Brochure for marketing needs improvement
4.) Involvement of OJT students will be of help for new ideas for the company

As to the board of trustees satisfaction on FEMIs facilities, we started off with the location, 4
out of 6 say that they are satisfied with FEMIs location and 2 are neutral. Next is the facilities in
the office of FEMI, one is not satisfied, 3 respondents are satisfied and 2 are neutral. As for
FEMIs website, 5 out of 6 are neutral and 1 chose not to answer the question. For the book and
brochure, one is unsatisfied, one is neutral, 3 are satisfied, and one did not answer the question.
We also asked about FEMIs database and we got negative feedbacks about it wherein one is
very unsatisfied, 2 are unsatisfied, and 2 are neutral.

Half of the board of trustees thinks that FEMI should hold meetings monthly and 2 respondents
think that FEMI should hold meetings quarterly. Other ideas for the extra meetings can be
scheduled on weekends so that those who are working can attend, for committees bimonthly,
and for board biannually.


B. FEMIS FACILITIES Very
Unsatisfied
Unsatisfied Neutral Satisfied Very
Satisfied
1. FEMIs office location. XX XXXX
2. FEMIs facilities. X XX XXX
3. FEMIs website. XXXXX
4. FEMIs book and brochure. X X XXX
5. FEMIs database. X XX XX
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Most of the board of trustees strongly agrees that meetings are necessary for updates about
FEMI, 2 of them agree as well. One of the board members agrees that the meetings waste his
time. However, 3 out of 6 and 2 out of 6 strongly disagrees and disagrees respectively, that the
meetings waste their time. Most of the board members also agree that meetings provide enough
information they need. As well as how well prepared the meetings are, they all seem to agree
that meetings are designed and planned well for them.

The proponents asked them about their ideas to make meetings more efficient and their
answers are as follows:
Improve pre-meeting info: agenda, minutes of previous meeting, action points arising
from meeting, regular schedule of meetings pre-determined, attendance of relevant
members.
Reports must also be sent at least 3 days in advance so members can prepare,
Documentation of what transpires is important as well.

C. FEMIS MEETING Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
1. The meetings are necessary for us to be
updated about FEMI
XX XXXX
2. The meetings waste our time. XXX XX X
3. The meetings provide enough information I
need.
XX XX X
4. The meetings are well prepared. XX XXXX
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Most of the respondents do not encounter any difficulty when attending meetings. An average of
3 seminars should be held per year according to the board of trustees. Most of the Board can
make time to attend the said seminars of FEMI. When asked if they encountered any troubles in
taking time to attend the seminars of FEMI, some suggested that proper advance notice should
be given by training staff while some said that it will depend on their other commitments.

More than 80% of the respondents agree that the seminars FEMI holds are well organized. Half
agrees that the locations of the seminars are convenient while the other half are neutral about it.
Most of the board agree that time is well allotted while half believes that the number of
participants of the seminar is proper.
D. FEMIS SEMINAR Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
1. The seminars are well organized. X XXXX
X

2. The seminars locations are convenient. XXX XXX
3. The time is well allotted. XX XXXX
4. The numbers of participants is proper. X XX XXX
E. FEMIS MEMBERS/STAFF Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
1. FEMIs staff has worked efficiently in achieving the
goals of the company.
X XXX X
2. FEMIs staff always completes their tasks
successfully.
X X X X
3. FEMIs staff complies with FEMI regulatory. X XX X
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The board of trustees believes that FEMIs staffs have worked efficiently in achieving the goals
of the company; however, one of them disagrees. As for FEMIs staffs who always complete
their requirements and tasks successfully, the respondents are more on the agree side. Lastly,
most respondents went for neutral as they assessed FEMIs staff companies with FEMI
regulatory. Overall, the board of trustees is satisfied with regards to their employees
performance.
When asked about their thoughts as to whether or not to increase the number of staffs in FEMI,
their answers are as follows:
Current state is under review; should be appropriate to plans as developed, Can expand
the workforce as the organization grow
Not until expansion is in place
Those that were left in the office are those who showed commitment and passion for
FEMIs goals.

To further know more about how much they are informed about FEMI, the proponents asked
them if the reports were able to provide them information they need and 2 people answered yes,
2 respondents answered no, and 1 person answered sometimes. When asked if the company
submits reports on time, most of them answered yes. As for the quality of reports that are given
to them, they all agree to be satisfied with it and they think that the reports should be made
monthly in order to maintain the quality of work the company provides. The proponents also got
a positive feedback from the board as their ratings ranged from 3-4, on a scale of 1-5, with 5
being the highest.




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Feedbacks from the board of trustees about FEMIs operation are as follows:
FEMI has to have employees who have hard working leadership; They need to reform
evolving business model finding balance between NGO ideals and professional
organizational standards of performance.
Further improvements can be achieved by attracting more consultants to assist in their
respective fields of expertise.
More structure has to be put in place.
Better hiring and selection of staff in the future.
As in the past, as much as FEMI can, it should tap the expertise of the Board Members
and utilize them to help the beneficiaries improve their operations. It should also actively
encourage them to invest in FEMI to increase their stake consequently interest in
operations.
Mistakes are there for us to learn which are essential to FEMIs growth.
Fast learner-employees so that improvements are faster than usual
They are all willing to continue their support to FEMI.

II. Investors

As for the investors, the proponents asked them why do they support FEMI and most of the
investors answered for FEMIs vision focus on the growth of MSMEs and at the same time,
FEMI is one of their clients. They have also received interest, cooperation from FEMI, and
personal satisfaction in supporting the company. The investors also receive their interest on
time as well as their notices and annual and monthly reports. They also added that they do not
encounter any difficulties when they lend money or support FEMIs operation.

14

The proponents got good feedback from the investors as to how good are the vision and
mission of the company. Most of the respondents are contented with the operation of FEMI so
far and same goes to the content of information provided through annual report, investor
presentations, and quarterly reports update. The investors also rated FEMIs quality of reports
as satisfactory. A positive feedback was also received with regards to the responsiveness of
FEMI to their queries/grievances and promptness in paying interest.

Half of the investors agree that their investment in FEMI is considered as a good investment
while the other half are still unsure. They also agree that FEMI needs their help in order to
function to the companys fullest potential. There are also no grievances of investors that are not
addressed by FEMI so far and they are very much willing to help FEMIs operation in the future.



Unsatisfactory Satisfactory Good Very Good
1. FEMIs vision and mission. X XXX
2. FEMIs operation so far. X X XX
3. Content of information provided through
annual report, investor presentations, and
quarterly reports are updated.
XX XX
4. Quality of the reports. XXX X
5. Responsiveness of FEMI to your queries/
grievances.
XX XX
6. Promptness in paying interest. X X XX
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III. Consultants

For the active consultants of FEMI, the proponents asked them what kind of consulting services
they provide for FEMI and they do Administrative / Executive Consultancy, Financial Management,
Credit Program, Human Resource & Development, Organizational Development & Assessment, and
Program and Project Reviews. When asked why they work as FEMIs consultants, they strongly
believe that one of the main reasons is that they are able to meet and encounter new kinds of
people, another is that FEMI provides them good benefits, FEMI also provides them challenging
situations which will help them hone their skills as consultants. The consultants also agree that with
FEMI being a non-government organization, they want to aid FEMI and improve their business
operations. They want to encourage improvement in FEMI and it is their social responsibility to give
back to the society.
Very
Unsatisfied
Unsatisfied Neutral Satisfied Very
Satisfied
Communication between
consultant and the firm
XX X
Firms Adaptability to
certain situations and
suggestions
XX X
Network Expansion XX X
Personal Growth and
Opportunities
X X
Faced with Challenging
situations
XX
Overall Satisfaction X X X
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Above is the table of consultants satisfaction rate. Consultants are happy with their
communication with the firm. Mostly neutral are the feedbacks of the consultants with regards to the
firms adaptability to certain situations and suggestions. However, most consultants are unsatisfied
with their network expansion. A relatively positive feedback was given to FEMIs personal growth
and opportunities. They are also satisfied as to how they react when faced to challenging situations.
The proponents also got a positive feedback for their overall satisfaction.

The proponents asked for their ideas on operations of FEMI, the consultants stated that they need to
continue working to improve the skills of the staff and the systems as well as the accounting
department, wherein they should have a sales plan that needs fine tuning. Admittedly, the
consultants find their jobs very challenging but will continue to support and aid the firm as a
consultant of FEMI.

!"# $%&'()**+

The proponents conducted a survey among the employees of FEMI. When asked about their
reasons on working with FEMI, the employees stated that the firm provides them good
environment to develop, it hones their skills, to be able to help other people, to gain experience
on how to work in a foundation. When asked how satisfied they are with the following aspects
when they work for FEMI, as for salary, most of the employees are neutral about it. As for the
benefits, some are unsatisfied, while some are neutral. The reason behind their answers for
salary and benefits, is because the employees think that they give more than they receive since
they work for a foundation. As for the management, mostly are satisfied. Next is knowledge
enhancement, most employees are satisfied, same goes to network expansion and growth
opportunity. As for the overall satisfaction, most employees answered neutral, because again, it
17
is all about giving back to the community rather than getting paid at a higher cost. Employees
also agree that their jobs give them the opportunity to learn, they have the tools and resources
they need to do their job, and they have been trained to perform their jobs well. Some of the
employees also disagree that they have the right amount of recognition to do their work. They
also disagree that they feel underutilized in their job. In fact, they are over utilized because of
lack of manpower. They even stated that they do extra works because of it. When asked about
the work expected from them, most of the employees answered neutral. For some reason, the
employees also feel pressured at their work too because of lack of manpower, which leads them
to go for the extra mile and do extra job.

The employees agree that the morale of their department is high, as well as they can develop
comprehensively when they work for FEMI and their satisfaction in working on their
departments.
Ideas are also shared by the employees to the proponents in order to improve their specific jobs
and the ideas are as follows:
Additional authority, more involvement in management decisions, and having additional
people for the company.
To attend enhancement seminars as a new credit officer and to have a driving lesson.
additional trainings and seminars to develop more my skills in evaluating a certain
business.

FEMIs employees seem to agree that they easily get along with their colleagues, as well as to
communicate with people sufficiently with one another and their managers enable them to
perform their best. They also believe that they are always supported by their colleagues
whenever they encounter problems and the abilities of the employees are highly evaluated by
managers.
18
As for the overall satisfaction on FEMIs overall mission, targets, mission to the staffs and
clients, the employees responded with a positive feedback and they feel that they are really part
of FEMI, and this is caused by good working environment of the firm.
Employees are not as satisfied when it comes to the vacation they receive compared to the day
off that FEMI allows. Some of them stated that FEMI lacks teambuilding activities such as
outings. As for the medical assurance, the respondents are very unsatisfied as well as other
benefits they could get from the firm, because of the ratio of what they are giving compared to
what they are receiving.
V. SWOT Analysis
STRENGTHS WEAKNESSES OPPORTUNITIES THREATS
FEMIs vision and mission FEMIs operations Hardcore supporters Funds
FEMIs goals and targets Database Benepartners Stakeholders
FEMIs facilities Late reports Brochures Work pressure
Meetings held FEMIs structure Expansion of FEMI
Seminars conducted Quality of reports Adding of staffs
FEMIs staffs Network expansion Connection and
collaboration with other
NGOs

Promptness in paying
interest
Employee benefits Improved hiring process
Responsiveness Salary
Communication between
the consultants and the
firm
Medical assurance
Personal growth workload
19
Workplace
Caring boss
FEMI as a good
investment


VII. Conclusion and Recommendation
After analyzing results of the survey that was conducted on the Satisfaction of FEMIs
Stakeholders, it can be seen that on an overall aspect, these stakeholders are generally
satisfied on their work in the company, as well as the companys performance. But despite
having these results, there are still some important factors that need further improvement in
order for the company to have consistency in it business operations. Having such will also help
them easily attract investors in the future. For the Board of Trustees, they are well satisfied on
most aspects except for meetings, wherein they believe that it sometimes becomes a waste of
their time. They are also dissatisfied on the facilities and staff that FEMI has. Furthermore,
commentaries and feedbacks from them show how there is a plan of expansion, which will
definitely be good for FEMI. These can also affect the impact they will have on interested parties
when these plans are in place, since they are also able to provide better reputation for the
company.
For the results of the investors, funders and lenders, almost a 100% of them provided
answers that are satisfactory to very good. This shows that they are well aware of the good
investment that they made into the company. Despite this being the case, there surely are still
some rooms for improvement on the side of the company to not only continue their ties with
those who fund the companys business operations and the credit line for benepartners. They
will also be able to attract an inflow on investors and lenders who will be able to help not only
the company but their benefactors who highly rely on the company for a source of credit that
helps in their personal business operations.
20
Consultants, on the otherhand, also play an important role in FEMI by providing them
constructive feedbacks, which will be able to help on their business operations. These
consultations can help FEMI achieve their desired expansion in the future. They have a drive to
understand and help the company, most especially because of the line of vision of the company
that generally drives on giving back to society.
Lastly, for employees, there is a clear positive line of feedback due to the good manner
of management that exists in the company. Despite this, it can be good for FEMI to further
enhance and improve the skills of their employees, which in return will be able to create further
drive for them to perform better. In boosting their performance, they will be able to help them
have more leadership drive, which will help management trust them more and provide them
more authoritiy in making management decisions. that they believe they deserve.
It is recommended for FEMI to do satisfaction surveys on a more permanent time frame.
This will be able to ensure that they are not only being able to have satisfied stakeholders; but
more importantly, they can also see a different view of certain situations that will also aid them
in making good and thorough business decisions.
Being the institution that FEMI is, the company clear with their vision and how they want
others to relate to this. This kind of strength can be utilized by FEMI in the future, since there
are a lot of growing businesses that are attracted to helping such kind of institution. Thus, it is
important for FEMI to respond well on improving on the over-all performance of the company,
which will affect a lot of aspects in the company. Improving their weaknesses, and utilizing their
companys strengths, they will be able to: improve business operations, satisfy their investors
and lenders, attract more investments, have satisfied and happy board members and staff, and
many others.

1
Foundation for Enterprise Management Innovations, Inc.
(FEMI Inc.)



A OJT Project Documentation
Presented to
Foundation for Enterprise Management Innovations, Inc.
(FEMI Inc.)




In Partial Fulfillment
Of the Requirements for the Course
Practicum for Business Management (PRCMGT1)



Presented By:
LAM, Derrence
TE, Krislynn Audrey
TIU, Johann Christoffer


PRCMGT1 Adviser:
Mr. Stephan Chow


May 14, 2014
Appendix B.2: An OJT Program Documentation
B
2
I. Company Background
About FEMI
The Foundation for Enterprise Management Innovations, Inc. (FEMI) was
established in February 2007. It is a non-government business organization with
operations that aim at sustaining and helping entrepreneurs in venturing in bigger
operations by providing loans and business development trainings(FEMI, 2013). FEMI
emphasizes on the practice of "lending with a heart". Its clients, which are called
"benepartners" are treated as part of the family. Compared to banks and other financial
institutions, FEMI requires more lenient requirements and collateral and boasts in
providing support even after credit through training and consultation services. (FEMI,
2013).

Vision
FEMI will be a substantial contributor to driving social and economic
development in the Philippines and will be recognized in the industry as an expert on
the Missing Middle Segment.

Mission
We will enable social development through economic empowerment of the
Filipino entrepreneurs. We will recruit, develop, and grow missing middle enterprises
outside Metro Manila. Employment generation will be our key indicator of success.



3
Core Values
1. Trustworthy - To be honest at all times and ensure the competence necessary to
deliver programs for the benepartners.
2. Caring - To be sensitive to the feelings and needs of our stakeholders.
3. Passionate - To view work as an opportunity to improve not as a job.
4. Committed - To perform our mandates wholeheartedly.
5. With Integrity - To impart the moral purpose in everything we do to the benepartners.
6. Patriotic - To aspire that every person involved will actively participate in our
endeavours.

II. Overall Program Objectives
This project aims to create a concrete plan for its OJT Program, which aims to
employ interns from different high schools and colleges that will aid FEMI in its daily
business processes and even give these interns the opportunity to be exposed to the
works and benepartners of FEMI.

! Time:
- To be able produce a quality document or material before the deadline of May 15,
2014.
! Budget:
- To be able to work within the budget that will be provided by the company, in case of
any necessary expenses for the project.
- To maximize the capabilities, time and effort of the project team.

4
! Performance:
- To construct an internship program material for FEMIs future interns (short term and
long term), which will aid the company in in improving their processes per department.
- To be able to perform up to, and beyond, the expected performance of the team.

III. Discussion of the Departments
There are three departments that FEMI Interns can be part of, the Credit
Department, the Human Resource Department and the Finance Department. These
departments have their corresponding business functions to portray, which will be
further discussed below.

Credit Department
This department is in-charge of assessing the credits of FEMI, or loans due to its
lenders. In addition, they also assess the application for credit by the companies that
FEMI loans money to. The credit information they gather from their lenders and
borrowers are kept confidential by the department; and only shared to concerned
parties. Furthermore, they also assure that creditors are aware of valued information
regarding the status of their money that is being lent out to other borrowers.

Human Resource Department
The human resources department takes charge for the recruitment and selection
process of FEMIs employees and interns. In addition, they are also responsible for
arrange the salaries and wages of the firms employees. They also assure that there are
adequate training and development programs for FEMIs employees, and even their
5
benepartners. They also assure that there is peace and order in the workplace by
ensuring equality or equal opportunities for all employees.

Finance Department
The department takes responsibility over FEMIs financial and accounting
matters. This also includes assuring that accounts receivables are collected and loans
are paid off. Furthermore, the department also handles the balance of the inflow and
outflow of cash in the company to ensure that there is proper circulation of money to
properly facilitate FEMIs business functions. The department is also in-charge of finding
investors for FEMI, who will help them in their operations, who will invest as
shareholders of FEMI.

IV. Hiring Process
The hiring process for FEMI Interns can be done through four options, namely:
Recommendations, Campus Tours, Media and Social Media Advertisements, and Job
or Career Expos.

Recommendations
This can be done through the referrals from the different stakeholders of FEMI.
This can be advantageous since FEMI's stakeholders only want what is best for the
company; thus, their recommendations will be very crucial and they can attest to the
capabilities of the interns they will refer to FEMI for hiring.


6
Campus Tours
This type of activity can provide additional exposure for FEMI in order for them to
attract prospective interns for the company. By having different campus tours in high
schools and universities in the Philippines, they will be able to attract a pool of students
that can possibly work with FEMI for a certain duration of time. Campus tours should
include, and is not limited to, career talKs, endorsements, and tie-ups with schools or
certain departments from the different schools. Campus tours can also be done in
different high schools, which can also provide additional opportunities for high school
students in need of part time jobs, most especially those that need financial assistance.

Media and Social Media Advertisements
The pulling force of the different types of media are seen to be very stromg In the
Philippines. Thus, it is crucial for FEMI to maximize their resources to be able to stretch
out the maximum reach they can get in attracting interns to apply and work for FEMI.
Media advertisements can be done through, and is not limited to, television and
radio advertisements, publicity materials that can be distributed, Ads on newspaper,
magazine and bulletins. As for social media, FEMI can maximize the use of social
networking sites like, Twitter, Facebook, Instagram, and etc., which can easily attract
their target audience given the many capabilities of these sites. Lastly, FEMI should
also maximize the use of their website to show prospective interns the opportunities that
they can gain being with FEMI.



7
Job or Career Expos
These expos will be able to expose FEMI to a pool of prospective interns for the
company. They will be able to hand out fliers, put up a booth and advertise FEMI.
Being the company that has a very good social action cause, they can also join job
expos for NGOs, which can also give the company a group of individuals that will be a
fit for FEMI, given the possible similar vision these future interns have that are also in
line with FEMI's vision and mission.

V. Task Specifications per Department
Credit Department
Responsibilities may include researching, editing, and drafting reports. Clerical
tasks such as scanning, photocopying, filing documents and contacting lenders and
borrowers are also included. The intern will also be given a chance to assess
applications for credit of the company.

Human Resource Department
Responsibilities may include researching, editing, and drafting benefits materials,
and facilitating staff compliance with human resources requirements. The intern will
also help with clerical tasks such as filing, photocopying, and covering the reception
desk. Other potential projects include conducting seminars for FEMIs benepartners,
conducting research and making recommendations to improve existing Human
Resource programs and developing new programs to meet departmental objectives.


8
Finance Department
Responsibilities may include researching, helping in editing and drafting reports.
Clerical tasks such as scanning, photocopying, filing documents are also included. The
intern will be asked to assist with month-end financial reports, data entries, credit
checks, audits and other financial documents. The intern will also help in checking
whether accounts receivables are collected and loans are paid off as well as manage
the monthly tracking of the companys physical inventory.

VI. Company Policies for Interns
Interns will work for FEMI depending on the agreed time period. For short term
interns, it can be done on either a project-based internship or for a period of at least 3
months. For long term interns, they will be employed in the company for at least 6
months period.
Internship salary or stipend will depend on the frequency of their presence or the
workload they will receive as employees of the company. This will also be based on the
performance they conduct, which has corresponding evaluation guides. The evaluations
the interns will receive will also help as feedback for appraisal and recommendations for
further improvement.
Interns will also be obliged to follow company policies, similar to all other FEMI
employees. These include:
1. Take full responsibility for their actions and decisions.
2. Punctuality and presence in their job performance and required deadlines.
3. Uphold high standard business and personal ethics, which includes
confidentiality and discretion on certain matters.
9
4. Understand ones role as a member of the company.
5. Perform well, and be a team player.
6. Establish a boundary for trust and respect for co-employees and employers.
7. Be involved in fieldworks of the company, to gain exposure to real life scenarios.
8. Strive for growth, personal excellence and development as an employee of the
company.
9.
VII. Training and Development Activities for Interns
A. Individual Development
1. Seminars
- Provide opportunities for interns to attend career development events/seminars in the
community or to learn new skills. Interns will learn new concepts they can use during
their internships and future careers.

2. Training Classes
- Help interns develop their professional skills by allowing them to sit in on meetings and
work with employees in other departments for a day.

3. Self Assessment Activities
- Help interns identify and explore their values, personality, interests and skills by
evaluating and assessing themselves.



10
4. Participation in Benepartners community activities
- Volunteering at a community event will not only be a great opportunity for interns and
employees to get to know one another, but it serves as an excellent public relations
opportunity. These activities also familiarize students with the community and new
activities. In fact, this may provide an opportunity for them to grow personally and get
involved in something outside of work.

B. Team Building and Social Activities
- Whether it is employees and interns going out to lunch, or employees taking interns to
a local basketball game, these kinds of activities provide a great opportunity to get to
know one another on a more personal level. They also provide interns a chance to get
to know other interns and employees with whom they have not worked with. Activities
such as 1). Overnight outings, 2.) Group meetings over lunch, 3.) Group video chatting,
and the like; will definitely build trust and loyalty within the interns and employees.
These activities must also be rated by interns as one of the top highlights of their
experience in FEMI.

VIII. Internship Guide for FEMI Employees
A. Orientation
When you give interns their first tasks, you are signaling what can be expected in
the future. If you give them nothing or very little to do, it sends a message that this job
will be easy and boring. Interns dont want that, and of course, neither do employers.
The organization of your internship program will probably be the single most important
influence on an interns impression of your organization, and thus the chances that he
11
or she will come back. The sooner your student interns understand what your
organization does and how it operates, the sooner they can assume assigned
responsibilities and become productive. You can communicate this information in
several ways:
! Take your interns on a tour of the facilities and introduce them to the other
employees
! Give your interns company materials to read such as newsletters, annual reports,
an organization chart, or memos from top management
! Encourage your interns to spend break and lunchtimes in places where
employees gather
! Schedule regular one-on-one meetings with them
! Give the interns opportunities to observe (or participate in) professional meetings
! Encourage the interns to walk around and observe others at work
The success of an internship depends on the partnership between
representatives of the organization, the college, and the student. These three parties
need to agree on the conditions of the internship, the responsibilities of each party, and
the reporting requirements. The site supervisor is the critical link. You guide your interns
by providing direction and feedback. If a problem occurs, you counsel the students and
contact the faculty supervisor, when necessary.

Review the program goals. The nature of the program and the activities should
directly relate to these goals and will assist you in creating and maintaining a structured
meaningful internship experience.

12
B. Orientation Checklist
! Explain the Mission of the Organization
! How did the organization start? Why?
! What is unique about your product or service?
! Who benefits from your product or service?
! What are the organization's current objectives?
! How may the intern contribute to those objectives?
! Explain the Organization Structure
! Who reports to whom?
! Who, specifically, is the intern's supervisor?
! What is the intern's department responsible for?
! How are decisions made?
! Which personnel can answer different kinds of questions?
! Outline Organizational Rules, Policies, Decorum and Expectations
! Is there specific industry jargon?
! What are the specific work standards and procedures?
! What access to the supervisor (days, times, and duration) does the intern
have?
! How should they process requests?
! How do the mail and telephone systems work?
! By what safety regulations must they abide?
! Is there a procedure for signing off completed work?
! What periodic forms or reports need to be completed?
13
! Are there security or confidentiality issues the intern should be aware of?
! What is acceptable with regard to dress and appearance?
! How should they maintain the premises and their work area?
! Define the Intern's Responsibilities
! What is the intern's role? Provide a clear job description.
! What projects will be assigned to him or her?
! What resources are available to the intern?
! What training is necessary?
! How does the organization want the intern to deal with clients and vendors?
! What tasks can be completed without supervisory approval?
! Do other employees understand the intern's role?
! Monitor the Intern's Adjustment and Understanding of What is Expected
! Make yourself visibly available to the intern
! Assign someone who can routinely "check-in" with the intern
! Provide feedback and constructive criticism
! Encourage the intern to ask questions

C. Supervising Interns
As an intern supervisor, all the skills necessary in any effective supervisory
relationship:
! Providing leadership
! Motivating
! Delegating
! Communicating
14
! Developing and training
! Evaluating
It is recommended to meet with your interns regularly to provide feedback
concerning their performance. At the same time, you will have an opportunity to coach,
counsel and reinforce positive attitudes and performance. During these meetings, the
students can:
! Report on the status of a project
! Ask questions
! Learn how their work is contributing to the organization
! Participate in an evaluation of their strengths
! Discuss areas needing growth and development
! Get a sense of what kind of work lies ahead
Always remember to maintain an open channel of communication with formal
and informal meeting. Keep the interns busy and directed towards their learning
objectives. Students rarely complain of overwork, but they do complain if they are not
challenged. Provide opportunities for increasing responsibility. Encourage
professionalism by assisting the interns in developing human relations skills, decision-
making abilities, and managing office politics. Lastly, develop connections.

D. Evaluating the Interns Progress
Review the organizations goals as well as the interns goals and requirements
on a regular basis. In the beginning of an internship, more frequent meetings may be
helpful to both you and the intern. Evaluation processes may differ and may be formal
15
or informal depending on your organizations culture and structure. There are similarities
that both interns and internship supervisors have in the evaluation process.
! Review the intern/job description that was developed and determine if progress is
being made.
! Review tasks and assignments and clarify expectations.
! Determine if assistance or training is needed to help the intern be successful.
! Ask the intern to evaluate his/her experience and allow the opportunity to offer
feedback and voice concerns as well as successes.
! Written evaluations may be helpful if your organization would like to consider
hiring interns.
! Written evaluations by both intern and employer can also provide the opportunity
to publicize the success of your internship program to management and to
potential interns

IX. Policies for FEMI Fieldwork/s
Fieldworks aim to provide additional exposure to the real world for the interns by
providing them the opportunity to visit FEMI's benefactors and see first hand how the
company is able to help these individuals or the Missing Middle.Thus, it must be
assured that as interns, similar to the conditions of the companys employees, their
safety is the utmost priority. This is also in addition to interns being students from
different schools or universities in the Philippines.
16
Fieldworks become an advantageous exposure and experience for interns that
work with FEMI. Therefore, there are certain policies, not limited to the following, that
interns and the company have to keep themselves reminded of.
1. There should be proper coordination between the intern, the company, and the
internship adviser of the student/s. This is to ensure that there is clear
understanding of who will be held liable for all the actions of the student/s.
2. Interns will be held liable for their actions outside the premises of FEMI, similar
to their responsibility within the companys vicinity.
3. FEMI interns must be flexible in adjusting to the company of the fieldwork they
will be assigned to.
4. FEMI must ensure the safety of their interns, since the companies and
fieldworks they will be doing are in relation to their work with FEMI, as well as
FEMIs line of duty.
5. FEMI should assure that their interns are properly supervised to ensure that all
tasks they will do are in relation to their work in FEMI, as well as FEMIs vision.
6. Post-fieldwork reports need to be submitted to evaluate the observations the
interns have on their exposure to FEMIs benepartners.

X. Contractual Aspect
There are contracts that FEMI Interns need to sign in order to ensure their safety,
as well as the companys. These include, the memorandum of agreement between the
two parties, the confidentiality agreement, as well as the internship contract. These
contracts are needed in order to safeguard both parties in any case that certain
17
damages or issues arise in the future. These are also to ensure the completion of the
promised number of working hours by the company and the intern.
Sample Internship Contract (Unpaid) - for paid internships, contents of the survey can be revised

This is an agreement among ________________________________ (Intern), and
________________________________ (Company). The purpose of this educational
internship is for Intern to learn about Companys business and to gain valuable insight
and experience. The term of this internship begins on ____________________ and
ends ____________________.

Conditions of the Agreement:
The internship is related to an educational purpose and there is no guarantee or
expectation that the activity will result in employment with the Company.
The education received by the Intern from the internship is for the express
benefit of the
Intern.
The Intern does not replace or displace any employee of the Company.
The Intern will receive direct and close supervision by an appropriate
supervisor.
The Company does not derive an immediate advantage from the activities
performed by the Intern.
Intern is not entitled to wages or any compensation or benefits for the time
spent in the
internship.
Company is not liable for injury sustained or health conditions that may arise for
the
unpaid intern during the course of the internship.

The Intern specifically agrees to and acknowledges the following:
This internship is educational in nature and there is no guarantee or expectation
that the internship will result in employment.
Company may at any time in its sole discretion, terminate the internship without
notice or cause.
Intern will maintain a regular internship schedule determined by the Intern and
their
supervisor.
Intern will demonstrate honesty, punctuality, courtesy, cooperative attitude,
proper health and grooming habits, appropriate dress and a willingness to learn.
Intern will obey the policies, rules and regulations of the Company site and
comply with
the Companys business practices and procedures.
Intern will furnish his/her supervisor with all necessary information pertaining to
my
unpaid internship, including related assignments and reports.
18
Under no circumstances will Intern leave the internship without first conferring
with
Interns supervisor.
Transportation to and from the internship site is the responsibility of the Intern.
While Intern is on the Company premises, he/she is considered an employee or
agent of Company for any purposes, including but not limited to workers
compensation.
Intern assumes all of the risks of participating in the internship program. In
consideration of the opportunity afforded to the Intern to participate in the
internship program, Intern hereby agrees that he/she, his/her assignees, heirs,
guardians, and legal representatives, will not make a claim against Company or
any of its affiliated organizations, or either of their officers or directors collectively
or individually, or any of its employees, for the injury of death to Intern or damage
to his/her property, however caused, arising from his/her participation in the
internship program. Without limiting the generality of the foregoing. Intern hereby
waives and releases any rights, actions, or causes or action resulting from
personal injury or death to him/her, or damage to his/her property, sustained in
connection with his/her participation in the internship program.

I understand that this unpaid, learning experience is not employment and that Intern is
not entitled to wages or a promise of employment at the completion of the unpaid
structured learning experience.


Company Representative Intern

Date Date

Internship Agreement Reference:
http://www.lookatmyability.org/wp-content/uploads/2013/10/Unpaid-Internship-Agreement.pdf
! TRUSTWORTHY
To be honest at all times and ensure the
competence necessary to deliver
programs for the Benepartners

! CARING
To be sensitive to the feelings and
needs of our stakeholders

! PASSIONATE
To view work as an opportunity to
improve not as a job

! COMMITTED
To perform our mandates
wholeheartedly

! WITH INTEGRITY
To impart the moral purpose in
everything we do to the Benepartners

! PATRIOTIC
To aspire that every person involved
will actively participate in our
endeavors






















































































































FEMI, Inc. is passionate about helping
entrepreneurs in venturing in bigger operations
by providing loans and business development
trainings. Its ultimate goal is to be a substantial
contributor to driving social and economic
development in the Philippines by generating
rural jobs, increasing income of people in the
provinces, minimizing urban migration and
providing employment to rural workers.
WHO WE ARE
Foundation for
Enterprise Management
Innovations, Inc.
Page 1 Page 5
Visit http://www.femiinc.com
for more information
CORE VALUES
Appendix B.3: Sample OJT Program Brochure
1C














Page 2 Page 3 Page 4
JOB DESCRIPTIONS

CREDIT DEPARTMENT
The credit department is in-charge of assessing the
credits of FEMI, or loans due to its lenders. In
addition, they also assess the application for credit
by the companies that FEMI loans money to. The
credit information they gather from their lenders
and borrowers are kept confidential by the
department; and only shared to concerned parties.

Responsibilities:
! Researching, editing, and drafting reports
! Clerical tasks such as scanning, photocopying,
filing documents
! Contacting lenders and borrowers
! Assessing applications for credit of the
company.

FINANCE DEPARTMENT
The finance department takes responsibility over
FEMIs financial and accounting matters. This also
includes assuring that accounts receivables are
collected and loans are paid off. Furthermore, the
department also handles the balance of the inflow
and outflow of cash in the company to ensure that
there is proper circulation of money to properly
facilitate FEMIs business functions.

Responsibilities:
! Researching, helping in editing and drafting
reports
! Clerical tasks such as scanning, photocopying,
filing documents
! Assist with financial documents
! Manage the monthly tracking of the companys
physical inventory.
! checking whether accounts receivables are
collected and loans are paid off


HUMAN RESOURCE
DEPARTMENT

The human resources department takes charge for
the recruitment and selection process of FEMIs
employees and interns. In addition, they are also
responsible for arrange the salaries and wages of
the firms employees. They also assure that there
are adequate training and development programs
for FEMIs employees, and even their
benepartners.

Responsibilities:
! Researching, editing, and drafting
benefits materials
! Clerical tasks such as scanning,
photocopying, filing documents, and
covering reception desk
! Conducting seminars and developing
new programs to meet departmental
objectives
! Helping improve existing Human
Resource programs
NOTE: Participation in a variety of activities outdoors
and indoors, attending seminars, participating in
meetings and interacting closely with co-workers and
staff is mandatory for all departments.
SUPERVISOR


REQUIREMENTS


HOW TO APPLY


Bachelor's degree in any related major and a
commitment to social and economic development
Candidates should have exposure to National
Service Training Programs, Civic Welfare Training
Service or Reserve Officers Training Corps
Computer skills and the ability to work both
independently and as part of a team are essential
Must apply the aforementioned core values of FEMI
Start date is negotiable between March and June
2014 for a 12-month position

Please send all of the following materials:

1. Internship application form
2. Current rsum, which includes your educational and
work experiences (if any) with dates
3. Essay (minimum of 500 words) answering the
following questions:
What kind of work-study do you envision yourself
performing at FEMI? What skills would you like to attain
and/or improve upon? How will this work experience
help you to achieve future work related goals?
4. Three letters of recommendation (Please allow
individuals two to three weeks to write and send letters
of recommendation. Letters should be mailed directly to
the Executive Director.)
5. Transcripts or official record of your post-secondary
coursework with grades

Willie Perasol, Executive Director
To submit your application, send
or attach all materials to either of
the following addresses:

Email: i.femi@yahoo.com
Subject: [Internship], [Full Name]

Address: 29A Magat Salamat
Street, Project 4, 1109 Quezon
City, Philippines