Este documento explica las siglas y acrónimos más comunes utilizados en AIESEC. Divide las siglas en categorías como generales de AIESEC, de eventos, áreas funcionales, programas, niveles organizacionales y descontinuadas. Proporciona el significado y breve descripción de cada sigla para facilitar su comprensión dentro de la organización.
Este documento presenta la agenda de una reunión de BoP. Incluye discusiones sobre el proyecto Innova, la cumbre IGN Summit, el proyecto Ando, y las fechas y contenido propuestos para los días del equipo BoP. También cubre temas como el desarrollo de países, capacitación para LCP, y oportunidades de colaboración con patrocinadores y aliados. Finalmente, presenta información sobre el enfoque de GCDP del IGN Summit y la importancia de no perder la oportunidad de los días del equipo
The document discusses "The AIESEC Way", which is both the manner and path that AIESEC aims to positively impact society. The AIESEC Way provides leadership opportunities, international internships, and participation in a global learning environment to enable young people to discover and develop their potential. It is comprised of values like activating leadership, enjoying participation, striving for excellence, and demonstrating integrity. The AIESEC Way is AIESEC's unique approach to empowering youth and fulfilling humanity's potential through peace.
AIESEC comenzó en 1948 cuando 7 estudiantes de Alemania, Dinamarca, Francia, Suecia, República Checa, Bélgica y Holanda se reunieron en Estocolmo. Actualmente AIESEC opera en 110 países con 800 comités locales, 1,700 universidades asociadas y 50,000 miembros. AIESEC ofrece oportunidades de intercambio, conferencias, liderazgo y desarrollo profesional a estudiantes de todo el mundo.
This document outlines branding and messaging guidelines for AIESEC Bucaramanga. It provides their logo, brand essence as providing a platform for youth development and positive social impact. It establishes their vision of peace and human potential. Their values, benefits, differentiator as a youth-driven impactful experience. Their promise is activating leadership by helping individuals discover and develop their potential to positively impact society. Their long term goal is to engage and develop every young person in the world.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
AIESEC es una organización internacional, apolítica y sin fines de lucro administrada por estudiantes que tiene como objetivo servir como plataforma para que los jóvenes descubran y desarrollen su potencial y liderazgo para tener un impacto positivo en la sociedad. AIESEC ofrece oportunidades de liderazgo, prácticas internacionales y experiencias de aprendizaje global a sus miembros. Los valores fundamentales de AIESEC incluyen activar el liderazgo, demostrar integridad, vivir la diversidad y actuar
Waldon Casilimas solicita al comité de AIESEC en Colombia, Capítulo Bucaramanga, que se le otorgue el estatus de pleno derecho como miembro del área de XXXXXXX. Casilimas indica que se encuentra a paz y salvo con el comité y cumple con todos los requisitos necesarios para recibir dicho estatus.
El documento es una carta de renuncia de un miembro del comité local AIESEC Bucaramanga. En la carta, el miembro presenta su renuncia al comité debido a razones personales y solicita que su estado sea cambiado a no miembro. Agradece a la organización por los aportes en el desarrollo de su experiencia.
Este documento presenta la agenda de una reunión de BoP. Incluye discusiones sobre el proyecto Innova, la cumbre IGN Summit, el proyecto Ando, y las fechas y contenido propuestos para los días del equipo BoP. También cubre temas como el desarrollo de países, capacitación para LCP, y oportunidades de colaboración con patrocinadores y aliados. Finalmente, presenta información sobre el enfoque de GCDP del IGN Summit y la importancia de no perder la oportunidad de los días del equipo
The document discusses "The AIESEC Way", which is both the manner and path that AIESEC aims to positively impact society. The AIESEC Way provides leadership opportunities, international internships, and participation in a global learning environment to enable young people to discover and develop their potential. It is comprised of values like activating leadership, enjoying participation, striving for excellence, and demonstrating integrity. The AIESEC Way is AIESEC's unique approach to empowering youth and fulfilling humanity's potential through peace.
AIESEC comenzó en 1948 cuando 7 estudiantes de Alemania, Dinamarca, Francia, Suecia, República Checa, Bélgica y Holanda se reunieron en Estocolmo. Actualmente AIESEC opera en 110 países con 800 comités locales, 1,700 universidades asociadas y 50,000 miembros. AIESEC ofrece oportunidades de intercambio, conferencias, liderazgo y desarrollo profesional a estudiantes de todo el mundo.
This document outlines branding and messaging guidelines for AIESEC Bucaramanga. It provides their logo, brand essence as providing a platform for youth development and positive social impact. It establishes their vision of peace and human potential. Their values, benefits, differentiator as a youth-driven impactful experience. Their promise is activating leadership by helping individuals discover and develop their potential to positively impact society. Their long term goal is to engage and develop every young person in the world.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
AIESEC es una organización internacional, apolítica y sin fines de lucro administrada por estudiantes que tiene como objetivo servir como plataforma para que los jóvenes descubran y desarrollen su potencial y liderazgo para tener un impacto positivo en la sociedad. AIESEC ofrece oportunidades de liderazgo, prácticas internacionales y experiencias de aprendizaje global a sus miembros. Los valores fundamentales de AIESEC incluyen activar el liderazgo, demostrar integridad, vivir la diversidad y actuar
Waldon Casilimas solicita al comité de AIESEC en Colombia, Capítulo Bucaramanga, que se le otorgue el estatus de pleno derecho como miembro del área de XXXXXXX. Casilimas indica que se encuentra a paz y salvo con el comité y cumple con todos los requisitos necesarios para recibir dicho estatus.
El documento es una carta de renuncia de un miembro del comité local AIESEC Bucaramanga. En la carta, el miembro presenta su renuncia al comité debido a razones personales y solicita que su estado sea cambiado a no miembro. Agradece a la organización por los aportes en el desarrollo de su experiencia.
Pepita Mendieta, miembro de la Asamblea Legislativa AIESEC en Colombia con documento número 63.893.777 de Bucaramanga, delega su voto a Lucrecia Casas, miembro con documento número 39.489.621 de Pamplona, para que la represente en el proceso de toma de decisiones que se llevará a cabo el 28 de noviembre de 2009.
This document provides a comprehensive list of acronyms used within AIESEC, grouped into general abbreviations, functional areas, regions, and conferences. It includes over 50 acronyms for terms like AIESEC Experience (@XP), Engagement with AIESEC (EwA), Talent Management (TM), Outgoing Exchange (OGX), Western Europe & North America (WENA) region, National Induction Seminar (NIS), and Global Leaders Summit (GLS). The list is intended to help people familiarize themselves with AIESEC's many acronyms.
La Unión Europea ha acordado un embargo petrolero contra Rusia en respuesta a la invasión de Ucrania. El embargo prohibirá la mayoría de las importaciones de petróleo ruso a la UE a partir de finales de año. Algunos países como Hungría aún dependen en gran medida del petróleo ruso y podrían obtener una exención temporal al embargo.
AIESEC is a global student organization founded in 1948 that provides leadership development programs for youth. It operates in over 110 countries and has over 1.6 million alumni. AIESEC's programs include international internships, leadership roles within the organization, and participation in conferences. The goal is to enable young people to explore their leadership potential and have a positive impact on society. AIESEC aims to envision peace and fulfillment for humanity by providing integrated experiences in leadership, internships, and global networking. Its values include activating leadership, enjoying participation, striving for excellence, demonstrating integrity, living diversity, and acting sustainably.
This document outlines how members learn through various conferences and trainings, and how that education is delivered. It discusses the roles of trainers in facilitating learning for members. Trainers need to learn skills like training needs assessment, design, facilitation, and evaluation. For those without trainers, it provides guidance on conducting a training needs assessment through member interviews and surveys. It also offers tips on training design and delivery, including understanding different learning environments and learner types, and following models like the 80-20-10 learning model and 4-mat model to create effective sessions.
The document discusses the role of talent management in an organization. It states that people decisions are the ultimate control an organization has. The key roles of talent management are to make decisions around getting the right people, keeping them, and developing them. It emphasizes measuring success through both lag measures like retention rates and lead measures that can influence lag measures, like whether team members feel appreciated. The document provides examples of lead and lag measures and stresses the importance of tracking lead measures over time to improve lag measures. It concludes by listing many areas of knowledge important for talent management and posing frequently asked questions.
Las pruebas de función respiratoria (PFR) son útiles en el estudio de las conectivopatías debido a que estas enfermedades aumentan la morbilidad y mortalidad pulmonar. Las PFR como la espirometría, volúmenes pulmonares estáticos y difusión de CO suelen mostrar patrones restrictivos y de hipoxemia que ayudan al diagnóstico y seguimiento. Las PFR proporcionan información objetiva sobre la afectación pulmonar en las conectivopatías.
AIESEC aims to provide young people with an essential inner and outer leadership development journey through exchange programs. This involves developing self-awareness, a sense of responsibility for others, and effective communication skills. The organization focuses on enabling the first steps of a lifelong leadership journey by providing experiences that help participants become aware of their strengths, values, and purpose in serving the world. Both the external activities and internal reflection on personal growth are important aspects of the holistic journey.
AIESEC dreams of addressing the world's needs through collaborative projects, responding quickly to global trends, and empowering innovative members to think creatively and act on new ideas. Their vision includes enabling local chapters to rapidly expand the number of exchanges they facilitate, ensuring everyone can experience AIESEC, and building a movement that engages and develops all young people worldwide through unlimited physical and virtual engagement.
The document outlines new guidelines for team standards at Evolved. It summarizes the changes made which include reducing the number of checklist points from 35 to focus on key stages of a team: building, performing, and closing. The standards now act as a guideline for team leaders to create good experiences rather than just a checklist. It describes the stages a team goes through and the standards required at each stage, such as introducing the team and setting goals in the building phase, and regular check-ins and team days in the performing phase. The document shows how the standards have been evolved from minimum expectations to align with a model of delivering value to better support team leaders.
This document provides guidance on selecting new members for an organization based on leadership qualities. It recommends observing potential members for characteristics like seeking out challenges and learning opportunities, interest in world issues and desire to act, seeking self-improvement aligned with one's vision and strengths, and effective communication skills. Examples are given of what these characteristics do and do not look like. The document advises training interviewers and reviewing applicants' materials before interviews. Questions to ask are suggested to determine an applicant's potential to develop leadership qualities based on past experiences, activities, and level of investment and purpose. Overall, the summary emphasizes selecting applicants who demonstrate potential for growth and excellence in leadership through their demonstrated characteristics and experiences.
The document discusses the importance of people analytics for making people decisions as a team manager in AIESEC. It outlines that people analytics involves collecting consistent data on membership over time through a quarterly employee engagement survey. This will allow benchmarking across entities and analyzing key assumptions about the membership. Entities can customize the survey with 0-5 additional questions. Guidelines are provided on designing effective questions that test hypotheses, have associated action steps, and identify pain or gain points to track over time. The survey will launch on October 17th and entities can provide feedback and submit custom questions through specified links.
This document discusses membership planning, which involves reviewing membership needs based on strategy, operations, culture, and current pipeline. It is an ongoing monthly process. The initial membership review involves the leadership team assessing goals, desired culture, membership requirements, and current pipeline. They create a membership plan using a talent worksheet. Each month, performance, behaviors, and fit are reviewed. Feedback, probation, reallocation or recruitment actions may be needed. The current pipeline is assessed and an attraction plan is made to recruit the needed profiles through the best channels.
AIESEC's organizational structure consists of several levels - AIESEC International oversees regional growth networks, which guide strategy for member committees in different countries. Member committees then oversee local committees based in universities, which implement strategies and plans through their members. This hierarchical structure enables AIESEC to integrate local efforts into a common global vision and track performance across its large, worldwide network.
Este documento proporciona información sobre las diferentes etapas del proceso de intercambio de estudiantes a través de AIESEC, incluyendo la migración, recepción, seguimiento, evaluación y búsqueda de nuevos intercambios. Explica los roles y responsabilidades de AIESEC en cada etapa para garantizar una excelente experiencia para los estudiantes.
This document discusses customer experience management at AIESEC UoM Thessaloniki. It emphasizes the importance of focusing on quality experiences for EPs, interns, and members. Net Promoter Scores are used to gather feedback at different stages. Common issues reported include lack of alignment with what was promised and lack of logistical support. The document outlines a customer experience management plan to engage customers, respond to feedback, and promote experiences. It stresses the importance of listening to customers and taking action based on feedback to create a customer-centric culture at AIESEC.
Este documento resume las políticas de intercambio de AIESEC en menos de 3 oraciones. Establece que las políticas cubren el proceso de intercambio, entendimiento mutuo, quejas, privacidad y revisión anual. También define términos clave como practicante, práctica, país anfitrión, comité local y establece requisitos para practicantes, organizaciones, emparejamientos y procesos posteriores al emparejamiento.
La alianza entre AIESEC y ANEIAP busca generar experiencias internacionales para los miembros de ANEIAP a través de los programas de intercambios sociales y profesionales de AIESEC. El documento describe estos programas, sus requisitos, beneficios y países destino, así como la propuesta de trabajo entre las organizaciones que incluye metas de participación para el primer semestre de 2013.
AIESEC in Mexico | MCB + NST Structures - MC Vertex 2014Jimmer Alba Gtz
The document outlines the organizational structure of MCVP, which is divided into several divisions including Coaching, Marketing, Organizational Development, Entrepreneurship and Relations, Finance, Global Internship and Global Community Development Programs. Each division has various manager and specialist roles assigned to support different functions and initiatives. Members and coaches are also included to provide guidance, support and alignment across levels of the organization.
Este documento presenta una propuesta de estructura organizacional para comités locales basada en un modelo matricial. Sugiere dividir las áreas funcionales y los procesos/productos en "corners" liderados por VPs. Cada corner se reuniría semanalmente para analizar indicadores, tomar decisiones estratégicas y hacer seguimiento a tareas y participantes. El documento también discute consideraciones como roles claros, coordinadores de soporte, y evaluaciones periódicas para asegurar el buen funcionamiento de esta estructura.
Pepita Mendieta, miembro de la Asamblea Legislativa AIESEC en Colombia con documento número 63.893.777 de Bucaramanga, delega su voto a Lucrecia Casas, miembro con documento número 39.489.621 de Pamplona, para que la represente en el proceso de toma de decisiones que se llevará a cabo el 28 de noviembre de 2009.
This document provides a comprehensive list of acronyms used within AIESEC, grouped into general abbreviations, functional areas, regions, and conferences. It includes over 50 acronyms for terms like AIESEC Experience (@XP), Engagement with AIESEC (EwA), Talent Management (TM), Outgoing Exchange (OGX), Western Europe & North America (WENA) region, National Induction Seminar (NIS), and Global Leaders Summit (GLS). The list is intended to help people familiarize themselves with AIESEC's many acronyms.
La Unión Europea ha acordado un embargo petrolero contra Rusia en respuesta a la invasión de Ucrania. El embargo prohibirá la mayoría de las importaciones de petróleo ruso a la UE a partir de finales de año. Algunos países como Hungría aún dependen en gran medida del petróleo ruso y podrían obtener una exención temporal al embargo.
AIESEC is a global student organization founded in 1948 that provides leadership development programs for youth. It operates in over 110 countries and has over 1.6 million alumni. AIESEC's programs include international internships, leadership roles within the organization, and participation in conferences. The goal is to enable young people to explore their leadership potential and have a positive impact on society. AIESEC aims to envision peace and fulfillment for humanity by providing integrated experiences in leadership, internships, and global networking. Its values include activating leadership, enjoying participation, striving for excellence, demonstrating integrity, living diversity, and acting sustainably.
This document outlines how members learn through various conferences and trainings, and how that education is delivered. It discusses the roles of trainers in facilitating learning for members. Trainers need to learn skills like training needs assessment, design, facilitation, and evaluation. For those without trainers, it provides guidance on conducting a training needs assessment through member interviews and surveys. It also offers tips on training design and delivery, including understanding different learning environments and learner types, and following models like the 80-20-10 learning model and 4-mat model to create effective sessions.
The document discusses the role of talent management in an organization. It states that people decisions are the ultimate control an organization has. The key roles of talent management are to make decisions around getting the right people, keeping them, and developing them. It emphasizes measuring success through both lag measures like retention rates and lead measures that can influence lag measures, like whether team members feel appreciated. The document provides examples of lead and lag measures and stresses the importance of tracking lead measures over time to improve lag measures. It concludes by listing many areas of knowledge important for talent management and posing frequently asked questions.
Las pruebas de función respiratoria (PFR) son útiles en el estudio de las conectivopatías debido a que estas enfermedades aumentan la morbilidad y mortalidad pulmonar. Las PFR como la espirometría, volúmenes pulmonares estáticos y difusión de CO suelen mostrar patrones restrictivos y de hipoxemia que ayudan al diagnóstico y seguimiento. Las PFR proporcionan información objetiva sobre la afectación pulmonar en las conectivopatías.
AIESEC aims to provide young people with an essential inner and outer leadership development journey through exchange programs. This involves developing self-awareness, a sense of responsibility for others, and effective communication skills. The organization focuses on enabling the first steps of a lifelong leadership journey by providing experiences that help participants become aware of their strengths, values, and purpose in serving the world. Both the external activities and internal reflection on personal growth are important aspects of the holistic journey.
AIESEC dreams of addressing the world's needs through collaborative projects, responding quickly to global trends, and empowering innovative members to think creatively and act on new ideas. Their vision includes enabling local chapters to rapidly expand the number of exchanges they facilitate, ensuring everyone can experience AIESEC, and building a movement that engages and develops all young people worldwide through unlimited physical and virtual engagement.
The document outlines new guidelines for team standards at Evolved. It summarizes the changes made which include reducing the number of checklist points from 35 to focus on key stages of a team: building, performing, and closing. The standards now act as a guideline for team leaders to create good experiences rather than just a checklist. It describes the stages a team goes through and the standards required at each stage, such as introducing the team and setting goals in the building phase, and regular check-ins and team days in the performing phase. The document shows how the standards have been evolved from minimum expectations to align with a model of delivering value to better support team leaders.
This document provides guidance on selecting new members for an organization based on leadership qualities. It recommends observing potential members for characteristics like seeking out challenges and learning opportunities, interest in world issues and desire to act, seeking self-improvement aligned with one's vision and strengths, and effective communication skills. Examples are given of what these characteristics do and do not look like. The document advises training interviewers and reviewing applicants' materials before interviews. Questions to ask are suggested to determine an applicant's potential to develop leadership qualities based on past experiences, activities, and level of investment and purpose. Overall, the summary emphasizes selecting applicants who demonstrate potential for growth and excellence in leadership through their demonstrated characteristics and experiences.
The document discusses the importance of people analytics for making people decisions as a team manager in AIESEC. It outlines that people analytics involves collecting consistent data on membership over time through a quarterly employee engagement survey. This will allow benchmarking across entities and analyzing key assumptions about the membership. Entities can customize the survey with 0-5 additional questions. Guidelines are provided on designing effective questions that test hypotheses, have associated action steps, and identify pain or gain points to track over time. The survey will launch on October 17th and entities can provide feedback and submit custom questions through specified links.
This document discusses membership planning, which involves reviewing membership needs based on strategy, operations, culture, and current pipeline. It is an ongoing monthly process. The initial membership review involves the leadership team assessing goals, desired culture, membership requirements, and current pipeline. They create a membership plan using a talent worksheet. Each month, performance, behaviors, and fit are reviewed. Feedback, probation, reallocation or recruitment actions may be needed. The current pipeline is assessed and an attraction plan is made to recruit the needed profiles through the best channels.
AIESEC's organizational structure consists of several levels - AIESEC International oversees regional growth networks, which guide strategy for member committees in different countries. Member committees then oversee local committees based in universities, which implement strategies and plans through their members. This hierarchical structure enables AIESEC to integrate local efforts into a common global vision and track performance across its large, worldwide network.
Este documento proporciona información sobre las diferentes etapas del proceso de intercambio de estudiantes a través de AIESEC, incluyendo la migración, recepción, seguimiento, evaluación y búsqueda de nuevos intercambios. Explica los roles y responsabilidades de AIESEC en cada etapa para garantizar una excelente experiencia para los estudiantes.
This document discusses customer experience management at AIESEC UoM Thessaloniki. It emphasizes the importance of focusing on quality experiences for EPs, interns, and members. Net Promoter Scores are used to gather feedback at different stages. Common issues reported include lack of alignment with what was promised and lack of logistical support. The document outlines a customer experience management plan to engage customers, respond to feedback, and promote experiences. It stresses the importance of listening to customers and taking action based on feedback to create a customer-centric culture at AIESEC.
Este documento resume las políticas de intercambio de AIESEC en menos de 3 oraciones. Establece que las políticas cubren el proceso de intercambio, entendimiento mutuo, quejas, privacidad y revisión anual. También define términos clave como practicante, práctica, país anfitrión, comité local y establece requisitos para practicantes, organizaciones, emparejamientos y procesos posteriores al emparejamiento.
La alianza entre AIESEC y ANEIAP busca generar experiencias internacionales para los miembros de ANEIAP a través de los programas de intercambios sociales y profesionales de AIESEC. El documento describe estos programas, sus requisitos, beneficios y países destino, así como la propuesta de trabajo entre las organizaciones que incluye metas de participación para el primer semestre de 2013.
AIESEC in Mexico | MCB + NST Structures - MC Vertex 2014Jimmer Alba Gtz
The document outlines the organizational structure of MCVP, which is divided into several divisions including Coaching, Marketing, Organizational Development, Entrepreneurship and Relations, Finance, Global Internship and Global Community Development Programs. Each division has various manager and specialist roles assigned to support different functions and initiatives. Members and coaches are also included to provide guidance, support and alignment across levels of the organization.
Este documento presenta una propuesta de estructura organizacional para comités locales basada en un modelo matricial. Sugiere dividir las áreas funcionales y los procesos/productos en "corners" liderados por VPs. Cada corner se reuniría semanalmente para analizar indicadores, tomar decisiones estratégicas y hacer seguimiento a tareas y participantes. El documento también discute consideraciones como roles claros, coordinadores de soporte, y evaluaciones periódicas para asegurar el buen funcionamiento de esta estructura.
1. Explicación Siglas AIESEC
SIGLAS & ACRÓNIMOS USADOS EN AIESEC
SIGLAS GENERALES AIESEC SIGLAS DE EVENTOS AIESEC SIGLAS DE ÁREAS FUNCIONALES AIESEC
Sigla Significado Descripción Sigla Significado Descripción Sigla Significado Descripción
Local Introductory
@ AIESEC LIM La agenda para nuevos miembros en Zonalito. IGIP Incoming GIP Incoming GIP
Meeting
Comité Local (Andes, Javeriana, Rosario, Local Training
LC Local Committee LTM/S La agenda para miembros antiguos en Zonalito OGIP Outgoing GIP Outgoing GIP
etc) Meeting/Seminar
Responsibility Evento regional que tiene lugar en la mitad del
Member Committee Comité Nacional (Colombia, Cono Sur,
MC RDC Development primer semestre del año y asisten los miembros y OGCDP Outgoing GCDP Outgoing GCDP
(National Committee) Brasil, etc)
Conference los coordinadores que deseen.
Evento regional que tiene lugar en la mitad del
Regional Training segundo semestre del año y asisten todos los Talent
AI AIESEC International AI con sede en Rotterdam, Holanda RTC TM Talent Management
Conference miembros que deseen. Management
Ahora se llama TPS, Trainers Preparation Seminar.
Evento nacional que se lleva a cabo a mitad de año Finances &
ER External Relations Relaciones Externas NatCo National Congress F&M Finances & Management
y asisten todos los miembros que deseen. Management
Leadership Evento nacional que se lleva a cabo en la mitad del Information
Junta Ejecutiva, la conforman el Presidente Information Management &
EB Executive Board LDC Development primer semestre del año y asisten todas las Juntas IM&C Management &
y los VPs Communications
Conference Ejecutivas del País Communications
Evento Nacional que se realiza a final de año para
Local Committeee National Planing realizar la planeación del año siguiente. asisten
LCVP VicePresidente de Comité Local NPM Mkt Marketing Marketing
VicePresident Meeting todos los miembros que deseen, especialmente las
nuevas EBs electas.
Outgoing
Local Committeee Evento nacional que se realiza para la preparación Life Long
LCP Presidente de Comité Local OPS Preparation LLC Life Long Connection
President de las personas que se quieren ir de intercambio. Connection
Seminar
Evento internacional de Iberoamérica que se lleva a
Iberoamerica Information
cabo una vez al año y busca unir a la región de Information Management &
VP VicePresident Vicepresidente ILC Leadership IM&COMM Management &
crecimiento. Pueden asistir los miembros del MC, Communications
Conference Communications
del NST y de las EBs
El evento internacional más grande de @
Trainers Information
que se lleva a cabo una vez al año y al que Information Management &
IC International Congress TPS Preparation Evento que reemplazó a RTC. CIM Management &
pueden asistir los miembros del MC, los Communications
Seminar Communications
NST y los LCP de algunos comités.
Evento internacional de presidentes que
International Presidents guiar la estrategia de de AI. Se realiza una Organizing Outgoing
IPM OC Comité organizador del evento. OGX Outgoing Exchanges
Meeting vez al año y asisten todos los MCPs del Committee Exchanges
mundo.
Organizing
Iberoamerica Growth Región del Mundo, corresponde a España Incoming
IGN OCP Committee Presidente del Comité organizador del evento. ICX Incoming Exchanges
network y todo latinoamérica Exchanges
President
Equipo de miembros
Trimestre. Periodo en que se evalúan
Congress Comité organizador del congreso. Lo mismo que un Local Training
encargados de todos los
Q Quarter gestiones y procesos organizacionales de CC LTT
Committee OC pero para congresos más grandes. Team procesos de educación del
cada entidad de AIESEC.
comité.
SIGLAS DE PROGRAMAS AIESEC SIGLAS USADAS A NIVEL NACIONAL AIESEC SIGLAS SOBRE INTERCAMBIOS AIESEC
Sigla Significado Descripción Sigla Significado Descripción Sigla Significado Descripción
Member
Engagement With Etapa en la que se busca promover un Committee
EWA MC Comité Nacional (Colombia, Cono Sur, Brasil, etc) X Exchange Exchange
AIESEC acercamiento a la organización (National
Committee)
Member Cultural Envoy for
Experiential Leadership Toda la fase que incluye los programas de Cultural Envoy for Exchange
ELD MCVP Committee Vice- VicePresidente del Comité Nacional. CEED Exchange
Development TMP, TLP, GIP y GCDP Development
President Development
Member Actuales Políticas de
Team Member Exchange
TMP Programa de Miembro de Equipo MCP Committee Presidente del Comité Nacional. XPP Programas de Intercambio
Programme Program Policies
President de AIESEC.
Grupo de miembros de diferentes comités que
Team Leader National Support Project Based on
TLP Programa de Lider de Equipo NST soportan las actividades y procesos de las PBoX Project Based on eXchanges
Programme Team eXchanges
diferentes áreas a nivel nacional.
Grupo de miembros de diferentes comités que
Global Internship Regional Support Global Exchange
GIP Intercambios Profesionales RST soportan las actividades y procesos de las GEP Global Exchange Partner
Programme Team Partner
diferentes áreas a nivel regional.
1
2. Explicación Siglas AIESEC
Member
Global Community
MCVP Committee Vice- VicePresidente Encargado/Electo del Comité Exchange
GCDP Development Intercambios Sociales EP Exchange Participant
(e) President Nacional. Participant
Programme
Encargado/Electro
Member
Fase de continuación de la membresía. Los Committee Traineeship
LLC Life Long Connection MCP(e) Presidente Encargado/Electo del Comité Nacional. TN Traineeship Nomminee
Alumni de nuestra organización President Nomminee
Encargado/Electro
SIGLAS USADAS A NIVEL LOCAL AIESEC SIGLAS USADAS A NIVEL REGIONAL AIESEC SIGLAS DESCONTINUADAS
Sigla Significado Descripción Sigla Significado Descripción Sigla Significado Descripción
Comité Local (Bucaramanga, Andes, AIESEC Introduction to Antigua Fase de Experiencia
LC Local Committee AI Comité Internacional. I2A
Javeriana, Rosario, etc) International AIESEC de AIESEC.
President of
Local Committee Antigua Fase de Experiencia
LCP Presidente del Comité Local. PAI AIESEC Presidente del Comité Internacional. LR Leadership Role
President de AIESEC.
International
Global
Local Committee Vice- Management Antiguo Programa de
LCVP VicePresidente del Comité Local. GCM Competency Modelo Global de Competencias de AIESEC. MT
President Traineeship Intercambio de AIESEC.
Model
Red de Crecimiento Global de cada una de las Development Antiguo Programa de
Coord. Coordinador de Área Coordinador de Área. GN Growth Network DT
regiones de AIESEC Internacional. Traineeship Intercambio de AIESEC.
Red de Crecimiento del área del Pacífico Asiático,
Education Antiguo Programa de
Man. Manager de Área Manager de Área. AP Asian Pacific que comprende varias entidades AIESEC en ET
Traineeship Intercambio de AIESEC.
diversos países de dicha zona.
Grupo de personas, conformados por
Red de Crecimiento del área de Iberoamérica, que
miembros de AIESEC y externos, que iberoamérica Technical Antiguo Programa de
GAL Grupo Auditor Local IGN comprende varias entidades AIESEC en diversos TT
tienen como fin auditar el desempeño del Growth Network Traineeship Intercambio de AIESEC.
países de dicha zona.
comité.
Grupo de personas, conformados por Red de Crecimiento del área de occidental de
miembros de AIESEC y externos, que Western Europe Europa & NorteAmérica, que comprende varias Heading for the Antigua Fase de Experiencia
BoA Board of Advisors WENA H4TF
tienen como fin aconsejar y guiar en el and North America entidades AIESEC en diversos países de dicha Future de AIESEC.
buen desempeño del comité. zona.
Red de Crecimiento del área del Norte & Medio
Equipo de miembros encargados de todos Middle East and Taking Antigua Fase de Experiencia
LTT Local Training Team MENA Oriente de África, que comprende varias entidades TR
los procesos de educación del comité. North Africa Responsibility de AIESEC.
AIESEC en diversos países de dicha zona.
Antiguo Evento regional de
Red de Crecimiento del área de central y oriental de AIESEC Colombia.
Project Based on Central and Regional Training
PBoX Project Based on eXchanges CEE Europa, que comprende varias entidades AIESEC RTC Ahora se llama TPS,
eXchanges Eastern Europe Conference
en diversos países de dicha zona. Trainers Preparation
Seminar.
Competitive Interntional
CTXP, Red de Crecimiento de África, que comprende Anteriores Políticas de
Experience, Santander Nombres de antiguos PBoxes de AIESEC África Growth Exchange Policies
SER, AGN varias entidades AIESEC en diversos países de IXPQS Programas de Intercambio
Entorno Responsable, Bucaramanga. Network and Quality
CW dicha zona. de AIESEC.
Connecting Worlds Standards
2
3. Siglas Comúnes AIESEC
COMMON ABREVIATIONS
Outgoing
@ AIESEC OPS Preparation
Seminar
Grupo Auditor
LC Local Committee GAL
Local
President of
Local Committee
LCP PAI AIESEC
President
International
Global
AIESEC
AI GCM Competency
International
Model
Leadership
Project Based on
LDC Development PBoX
eXchanges
Conference
Global Exchange
LR Leadership Role GEP
Partner
BoA Board of Advisors Q Quarter
Heading for the
LTT Local training team H4TF
Future
Responsibility
Congress
CC RDC Development
Committee
Conference
Member
Committee Introduction to
MC I2A
(National AIESEC
Committee)
Cultural Envoy for
Regional Training
CEED Exchange RTC
Conference
Development
Member
International
MCP Committee IC
Congress
President
Corporate Social Talent
CSR TM
Responsibility Management
Management Traineeship
MT TN
Traineeship Nomminee
Development Iberoamerica
DT IGN
Traineeship Growth network
Taking
NatCo National Congress TR
Responsibility
Iberoamerica
EB Executive Board ILC Leadership
Conference
National Planing Technical
NPM TT
Meeting Traineeship
Exchange Information
EP IM
Participant Management
Organizing
OC VP Vice-president
Committee
International
ER External Relations IPM Presidents
Meeting
Interntional
Organizaing
Exchange Policies
OCP Committee IXPQS
and Quality
President
Standards
Exchange
Education XPP
ET Program Policies
Traineeship
X Exchange
3