Advantages and disadvantages of internships in South Africa
In South Africa, the public service has implemented a graduate internship programme in accordance with national policies and, in some cases, departmental policies. This article examines the effectiveness of these internship programmes in achieving policy goals, providing work experience, and improving graduate employability. The public service requires a continuous supply of skilled professionals to maintain generational competence, but despite this need, 12.5% of graduates remain unemployed. To assess the situation, data was gathered using questionnaires and interviews with interns from the National School of Government (NSG), specifically targeting a sample of 40 graduate interns who participated between 2010 and 2018. The aim was to gather insights on contractual commitments, training, service conditions, performance management, and employment prospects post-internship. Results from 62.5% of the sample suggested that most interns found the programme effective, although some noted that mentoring and coaching could be enhanced.
The public service must prioritize effective human resource management and career development to meet the standards set in Section 195(1)(h) of the South African Constitution. Graduate internships fall under this area of human resource management and are crucial for youth development. Policies are in place to ensure the continuous supply of skills across various sectors, and these programmes play a vital role in cultivating competent, ethical, and capable public servants, as outlined in the National Development Plan (NDP) Vision 2030. Moreover, the youth must be exposed to the work environment and modern technologies related to the Fourth Industrial Revolution (4IR). Research into the policy implementation of internships and the graduate intern experience in the public service is necessary to assess the effectiveness of these programmes in achieving their intended outcomes.
The article aims to explore how the internship policy is applied within the public service and how it is experienced by interns at the NSG. Insights gathered from graduate internships are valuable for fostering collaboration between the NSG and higher education institutions. These institutions depend on each other to bridge the gap between academic knowledge and practical work experience. The effectiveness of internship policies relies on several factors, including policy objectives, institutional arrangements, contractual agreements, supervision, training, resources, and mentoring. The article is divided into sections, including the rationale for the study, methodology, literature review, data analysis, findings, recommendations, and conclusions.
The NDP (2012:417) recognizes internships in public institutions as a pathway to employment, especially in a public service that needs to demonstrate to the private sector that it can be an employer of choice. This approach ensures generational competence by combining the skills of youth with the expertise of long-serving public officials, thus preparing for the retirement of older workers. Internship programmes are critical in providing graduates with the necessary experience to secure entry-level jobs, which can be a stepping stone to further career opportunities.
South Africa has faced growing unemployment rates, including among graduates. By 2020, 1.8% of all graduates were unemployed, compared to 52.3% of individuals without matric and 37.9% with matric. However, by 2021, graduate unemployment had increased to 12.5%. Although graduates are less affected by unemployment than individuals with lower levels of education, the figure still reveals that even those with qualifications struggle to find employment. Mabeba (2019) argues that graduates need opportunities to translate theoretical knowledge into practical experience, while employers often require work experience from potential employees. Internship programmes serve as a key policy response to help young graduates access job and entrepreneurial opportunities.
The research methodology employed a mixed methods approach, using both qualitative and quantitative data collection methods, including questionnaires and semi-structured interviews. The sample consisted of 40 interns who had been contracted by the NSG between 2010 and 2018. The questionnaires, administered online, contained both closed and open-ended questions to gather a comprehensive view of the interns’ experiences. The ethical considerations for the study included informed consent, voluntary participation, and the assurance of confidentiality for all respondents.
Internship programmes have been part of South Africa’s public service since 2002, aimed at providing graduates with an opportunity to gain work experience and enhance their academic and professional knowledge. These programmes allow graduates to apply what they have learned in a practical setting, equipping them with the skills necessary to enter the workforce. Some higher education programmes may lack practical experience, which is essential for aligning academic learning with workplace expectations. Blom (2013) argues that higher education institutions may produce graduates with skills that are not aligned with market needs, creating a significant gap between academic qualifications and real-world employment requirements.
The advantages of internships are widely recognized, with studies showing that they significantly increase the employability of graduates. Interns gain hands-on experience, develop professional networks, and acquire soft skills such as time management and teamwork. For employers, internships provide an opportunity to assess potential future employees while benefiting from the innovative ideas and technical skills that younger graduates bring to the workplace. Koyana and Mason (2018) emphasize that internships are instrumental in transforming graduates from unemployment to professional employment, contributing to the skills development necessary for both the public and private sectors.
Despite their benefits, internships also have disadvantages. One of the major challenges is that after the 24-month period, interns often return to unemployment, which can be demoralizing, especially if they are unable to secure a permanent position. Moreover, the growth in the number of graduates entering the workforce each year exacerbates the issue of youth unemployment. Additionally, some internships may not offer meaningful learning opportunities, as interns may be tasked with basic administrative work instead of gaining the skills needed to enhance their employability.
The South African government’s internship policy aims to address skills shortages and youth unemployment. The Department of Public Service and Administration (DPSA) has issued a directive to align internship programmes with developmental goals, including the National Development Plan and National Skills Development Strategies. Graduate internship programmes are designed to provide unemployed graduates with work experience and skill development, ultimately improving their employment prospects. The internship policy at the NSG aligns with these objectives, offering mentorship, training, and performance management to ensure the effectiveness of the programme. The NSG’s internship policy also includes contracts, supervision, and monitoring to ensure the professional growth of interns.
In conclusion, the success of graduate internship programmes in South Africa’s public service depends on the alignment of national and departmental policies, effective mentorship, and the provision of meaningful work experience. These programmes play a critical role in addressing the skills gap and supporting the employability of young graduates. However, there is a need for continuous improvement, particularly in terms of mentoring and ensuring that interns are exposed to work that enhances their skill set and prepares them for permanent employment.