The difference between the internship and the training program

There are many reasons why employers decide to organize internships or training programs, the culture of recent years being to actively participate in the training of young people in order to recruit them in the future. This method is very useful in terms of human resources because training a professional from the beginning in your company brings several benefits:

• The intern / trainee gets acquainted in time with the company’s activity;
• The training is done only on a theoretical knowledge base and it is easier to transmit the organizational culture and the values ​​of the company;
• Ensures the gaps in human resources for certain periods of time;
• Allows the identification of talents from the beginning years and their vertical promotion to the highest level;
• Contributes to the education of the labor market;
• The allocation of budgets is minimal, unlike employment contracts during the probationary period;
• The host organization that subsequently hires an intern by concluding an individual employment contract receives an amount from the unemployment insurance budget, etc.

 

However, there are significant differences between an internship and a training program that companies need to know in order to avoid sanctions from the authorities, especially the Territorial Labor Inspectorates. The presence of any person on the premises or at the headquarters of a company is analyzed from the perspective of the relations that exist between the trainee and the alleged employer and if there are no documents attesting the role it plays in the company, it can be qualified as undeclared work.

The major difference between internship and practice is that the first is specifically regulated by Law 176/2018 and involves the conclusion of a paid contract that the host organization must declare to the Register of evidence of internship contracts, exactly as an employment contract, no later than the day before the start of the activity. Thus, the internship is a much more rigorous form of collaboration from the perspective of obligations, while the training programs may be unpaid, last for shorter periods of time and are generally addressed to students.

What do we need to know about internships:

• The contract must be concluded in writing and declared;
• The maximum duration is 6 months without the possibility of extension;
• The amount of the allowance must be at least 50% of the minimum gross salary of the country;
• The specific activities are included in the contract and it is forbidden to delegate tasks that are not recorded in it;
• A guide or coordinator cannot exercise his position in front of more than 3 people;
• The intern must be evaluated according to a specific procedure following which he receives an evaluation report.

 

The host organizations that, within 60 days of the completion of the internship program, conclude an individual employment contract with the person who ended the internship program receive, upon request, from the unemployment insurance budget, a premium to promote employment in amount of 4,586 lei for each person thus employed, after fulfilling the obligation to maintain labor relations for an uninterrupted period of at least 24 months. The granting of the employment promotion premium is made within the limits of the funds allocated for this purpose. The amount of the employment promotion premium, previously provided, is updated annually by Government decision, depending on the inflation rate.

What do we need to know about the internship:

• Usually applies to students or pupils over 16 years of age, with parental consent;
• The duration of an internship varies between a few days and up to a month;
• Represents an unpaid activity;
• The practice sheet issued by the host organization is sufficient, it is not necessary to conclude a contract;
• Experience is not required and contact with candidates can be made through high school or university education units.

 

Analyzing comparatively the two types of relationship between the company and the participant, we distinguish the fact that in order to identify people able to occupy a permanent position in a company, the internship is the most appropriate way, although apparently it seems more rigorous. Once the internship contract is concluded, the candidate’s responsibility can be tested, the way he relates to a potential employer and the organizational culture and the 6-month period is enough to see if there is professional compatibility between the 2 parties involved.

The internship activity can be managed by the human resources departments or directly by the administrator.

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