3. S T R AT E G Y
• What is our ‘Strategy’
• The AIESEC Way is the Organisation’s Heart and
determines the what
• Our Compass
4. S T R AT E G Y
• What is our ‘Strategy’
• The AIESEC Way is the Organisation’s Heart and determines the what
• Our Compass
• Values
• Impact
• Vision
• Benefits
6. A I E S E C C O O P E R AT I O N
The relevance of these connections relays on:
!
• Have an internal logic system
• As mechanism for deliver complete AIESEC XP
• Have enough capacity for respond to the
organisational needs
8. TA L E N T M A N A G E M E N T
Talent KEEPER, to
provide the
members with the
path to combine
their personal
goals with
organisational
ones. In order to
retain the talent
within.
9. O R G A N I S AT I O N A L S T R U C T U R E
Plays the role of
Compass, being
the corner in
charge of align the
organisational
processes into the
same direction to
drive growth on
performance.
11. I N F O R M AT I O N M A N A G E M E N T
Knowledge
Connector, to
manage the
operations, ease the
communication and
transforming data
into relevant
information
12. U N D E R S TA N D I N G T H E C O V E R
Organisational Image, to showcase who we are, what
we do and how we do it
!
Influences the way that AIESEC operates
Understanding the trends to make a more sustainable
AIESEC, then
Build the network in their different levels
13. U N D E R S TA N D I N G T H E C O V E R
Trends analysis
Global awareness
Cross-sectorial status
Hot topics
17. W H AT I S G C D P
• International volunteering opportunities are the most
intense learning experiences.
!
• The GCDP program unites cross-cultural positive
impact with working abroad for social and community
development projects.
!
• Students are offered the opportunity to develop
personal skills and competences through
multiculturalism and social responsibility.
23. PRE-RECRUITMENT
Pre Precruitment
!
• Supply and Demand
• Internal research to see types of traineeships
Segmentation
•
HR Plannning
•
•
Promotion
•
available across the database and to see the
profile of EP’s in demand globally
External research to understand external
realities and find the types of EP are which
are in demand globally
Segmentation of the market, what are your
EPs interested in
HR Planning - ensuring you have enough
talent capacity to run GCDP
Promotion of your products
24. PROMOTIONS/ SELLING
LC Recruitment
!
• Use of promotional material
Talent Selection
Other TM process
such as posters, pamphlets,
brochures
• List down activities and ways
to reach out to your target
audience
• Promotions: Offline/Online
• Brand Refreshment
25. SELECTION AND RECRUITMENT
LC Recruitment
!
• Set right expectations with
Talent Selection
Other TM process
the applicants about AIESEC
On the basis of assessments
and interviews select/reject
the applicant
• TM: Education
26. RAISE
Selection X Stage
!
Enter & Audit JQ
• Sign the formal contract between
the LC and the EP
• Upload the form and the CV of the
Acceptance
Matching
Outgoing Preparation
Seminar
EP on myaiesec.net
27. I N D U C T I O N / I N T E G R AT I O N /
A C C E P TA N C E
Selection X Stage
Enter & Audit JQ
!
• Conduct an induction seminar for the EP’s
after they are raised
• Integrate them into the LC and AIESEC
culture by letting them attend LC forums and
Acceptance
events
• Feedback for EPs from Interview and LnD
program created for their development
Matching
Outgoing Preparation
Seminar
• EP Buddy assigned
28. M AT C H
Selection X Stage
Enter & Audit JQ
Acceptance
Matching
Outgoing Preparation
Seminar
• Assist the EP in finding a suitable
traineeship
• Help in internal matching process and
exchange acceptance notes
• MATCH the forms on the system
• EP Buddy
• TM/OGX: OPS
29. P R E PA R AT I O N
Selection X Stage
Enter & Audit JQ
Acceptance
Matching
Outgoing Preparation
Seminar
• Provide necessary information on
the Visa process and the documents
required
• Conduct a preparation seminar for
the EP – Cultural preparation,
AIESEC preparation, Logistical
preparation and Professional
preparation
30. R E A L I S AT I O N
Virtual
Communication
• The EP heads to another
country for the traineeship
experience
• Regular feedback and the
progress of the traineeship
should be tracked
• TM: ensure EPs are tracked
• COMM/PR: Update
experience throughout
channels
31. P O S T- R E A L I S AT I O N
Re-Integration
Evaluation of
Stakeholder’s
Satisfaction
• Reintegration
• TMP Recruitment
• NPS evaluation of
stakeholder’s satisfaction
33. WHY
• It is essential for a new entity/initiative to have
people that understand the essence of
AIESEC.
!
• Part of Criteria
!
• Best way to develop an expansion initiative is
through initiating IXPs from the very beginning.
35. TA L E N T P L A N N I N G
- oGCDP Planning:
1. How many realisations are you looking at having
by the end of the cycle (summer/winter/offpeak)?
2. By when do you need to have these forms
matched?
3. For them to be matched by that date, when do
you need to raise them?
4. How many teams will you need for the same?
36. TA L E N T P L A N N I N G
• What will be the structure of the teams in the LC
• What is the duration of each team?
• Skills and competencies needed for oGCDP:
!
(Consider these during the recruitment interview)
38. SELECTION
• Interview selection process for teams in
oGCDP
• Its important to select as per your talent
plan.
• Focus only on oGCDP based recruitment at
least for the first 6 months.
• Don’t forget to ask the interviewee what his/
her interest areas are also.
39. A L L O C AT I O N
Interests
as
per
interview
Competencies
of
the
person
Individual
+
Organisational
needs
40. A L L O C AT I O N
• Match the interest of the person with the skills
and competencies he fitted best in the
interview to allocate effectively.
• Your allocation should fulfil the talent plan
created completely.
• After allocation – cross check your talent plan.
You should have the right number and kind of
people in the right teams. This is the beginning
of building capacity for your entity.
42. L O C A L T R A I N I N G D AY
• Our world view – Understanding the
relevance of AIESEC in the world
• AIESEC Way - Connecting the external world
to WHY AIESEC exists and strongly
communicating our vision.
• AIESEC 2015 – Connecting our vision +
external reality to the mid-term ambition.
• LEADership development session –
understanding yourself through AIESEC
• The way ahead – how can the new recruit
contribute
• Assigning mentors
43. TRAINING PROCESS
!
➢Ice-Breaker
➢Defining Team Purpose and Values
➢WHY the department exists?
➢What is the MoS?
➢What is it that you need to achieve by the end of the
year?
➢Basic training for the department. In terms of
department processes, SOP
➢Division into teams, allocation of work, how to do
the work, timelines etc
44. BASIC TRAINING FOR OGCDP
!
-
EP Flow
Appointment flow and process
EP selection guide
Preparation
Matching process
Realisation + Development Tracking
45. MENTORING
1. Connecting members to AIESEC and the bigger picture
constantly
!
2. Personal involvement in the development of every
individual.
!
3. Ensuring an individuals development contributes to
organisational growth.
46. QUALITIES OF A GOOD MEMBER
!
!
!
Honest
!
Personally Involved
!
Good Listener
!
Continues to Learn and Grow himself
!
Leads by example
!
Patient
48. M O N E Y I S A B E A S T, C A N Y O U TA M E I T D O W N ?
FINANCE
49. ROLE OF FINANCE
• The Finance Department is Responsible for managing all the
finances of the Local Committee
• The Finance Department also responsible by the end of the
term to record how the organisation has performed
financially.
• Keeping records of all the documents and contracts.
• Finance is an important element within any organisation
even AIESEC so as to ensure we are able to utilize the
financial resources available to support more activities to
be facilitated by every level or the organisation with the
purpose providing young people with a platform to
explore and develop their leadership potential.
50. • The Finance Subsystem is of significant
importance in the organisation since it
mainly deals with
Revenue generation
Financial management
The basics of financial management include
planning and designing a budget, ongoing
accounting and bookkeeping, and managing
cash flow.
51. General Accounting Controls
•Establish clear lines of authority (Segregation of Duties)
•Have written policies and procedures for the activities of the body
to enhance controls. (Documentation Procedure)
•All forms, cheques , receipts, and tickets should be pre-numbered.
This will facilitate audit trail
•Monthly or quarterly reports on all activities should be prepared
and submitted for review.
•Internal or external audit.
•Internal checks by the management
•It is always advisable to prepare an annual budget which is guide
on the various income and expense targets.
52. Various Components of Accounting Cycle
●
●
●
●
●
●
●
●
Income
Expenses
Fixed Assets
Accounts payable
Accounts receivable
Cash and Bank
Donations
Reports
53. Cash & Bank
!
● Strict documented controls/ procedure must be in place
● Daily/weekly cash reports and reconciliations must be prepared
●
●
●
●
●
and reviewed
Cash book must be updated on an daily basis
Monthly bank reconciliations must be prepared
Proper records for both cash and bank must be maintained.
Withdrawals from both cash and bank must be properly
documented and authorized by approved signatories
Donated funds must be maintained in a separate account for ease
of accounting to the donor
54. Documentation Procedure
● Payment Voucher
● Receipt of Payment
● Claims without Receipt
Finance Cash Flow
● Expense Report
● Cash Advance
● Cash Voucher
Other Functional
Cash Flow
55. Reports
● The following reports are important:
● Income & Expenditure statement
● Balance sheet
● Cash flow statement
● Variance analysis (Budget Realization)
● Cash book
● Always compare the performance of the
organization with the annual budget
58. SYNERGIES
Exchange (ICX-OGX): One of the most important
synergy areas, ideally this is our biggest revenue
resource – this is the main product of AIESEC.
Income: Raised EP/TN
Expense: Meetings, Reception, OPS, Review board,
etc.
Communication: Marketing, visibility, recruitment
Talent Management: Membership investment
61. We’ve been here
since 1948
WHY ARE WE THE WORLD’S BEST
KEPT SECRET?
Every hour, 2 people
Hey, haveWe deliver life changing
board planes to go on
you heardexperiences everyday
We’ve made impact AIESEC internships
of AIESEC
on millions of lives
Nope
before?
…you get the picture
…yet
We have over 86000
members
We are one of the most
democratic organisations
in the world
62. A LOT OF PEOPLE OUT THERE WHO
NEED AIESEC AND THE LEADERSHIP
THERE ARE
DEVELOPMENT EXPERIENCE WE HAVE TO
OFFER
64. To generate more people…
Promoters
Customers
Enable more people to experience AIESEC
65. You should
join AIESEC
I want
to join
AIESEC
Promoter
Customer
Enable more people to experience AIESEC
WHY?
66. How are we engaging young people?
Social
Media
Website &
Press
email
Releases
Events &
Y
Campaigns outh
alliance
Our magic
What’s our
magic does?
ELD
Programmes
Our growth
as UDAYANA
71. Brand
Experience
• The way we
deliver
Brand
Positioning
• Join
AIESEC!!!
Brand
Promise
• If you join
AIESEC you
will…
72.
73. The global youth network
impacting the world through
leadership development
experiences
74. Visual Branding
u
Visuals is a core element in communications
u
Designing with the right message, within the right
brand framework is imperative
u
Global guidelines have been created for all entities
to adhere to
u
u
u
This includes: fonts, logo usage, visual elements and so on
View the wiki here: http://bit.ly/11e6Cfx
Visual branding guidelines must be adhered to at
all times
79. u
Brand Attributes & Filtering
We are the global
network impacting
the world through
leadership
development
experiences
u
There are 5
attributes we want
associated with our
brand
u
The filter tool is used
to ensure what we
communicate is
aligned with this
u
Brand Attributes
DIVERSE
daring
DYNAMIC
Inclusive
IMPACTFUL
In action
Global
Responsible leadership
For youth by youth
Collaborative & democratic
Social entrepreneurship
Read more here:
http://bit.ly/17zyrnB
What we want
to associate
with us
What does it
mean?
81. Online Engagement
Drive | Move | Convert
u
DRIVE- Refers to building our virtual reach and influence-u
u
MOVE- Refers to Traffic Optimisation. Traffic Optimisation
deals with strategies to direct online user flow towards our
main landing page (in our case, the official website:
www.aiesec.or.id) in the most efficient and direct way
possible.
u
u
Driving user traffic to our online channels and building engagement within our platforms
and communities.
This involves ensuring there are "call to action" features on every page and on posts.
CONVERT- Refers to converting online users to customers of
AIESEC.
u
We are not running online activities for the sake of running them and keeping in time with
trends.
82. Exchange Fair
Global Youth Feast (GCP)
Information Session
Open booth
Posters, Flyers
Classroom Presentation/ Seminar
Networking Events
83.
JD
u
Manage brand of AIESEC within entity
u
Expand the reach of the organisation through online and physical means
u
Developing, designing and implementing promotional materials
u
Manage and implement internal and external communication channels
u
Conduct market research to improve product development
u
Manage participation in external events
u
Manage and update local website and online registration systems
u
Conduct marketing campaigns to attract the right customers for each product
u
Establish and maintain media partnerships
84. MoS
u
u
u
u
u
u
u
u
u
u
# of people registering on our website
# of people signing up for campaigns
# of people attending EwA events
# of people converted from EwA to ELD
# of followers on social media
# of visitors on website
# of external events participated in
# of external awards received
# of media appearances
DRIVE-MOVE-CONVERT ratio
85. More resources here
u
A Guide to Marketing - http://bit.ly/13mvBfl
u
Brand refresh - http://bit.ly/11rp3sJ
u
Brand experience: http://bit.ly/17zyrnB
u
Global Visual Branding Guidelines - http://bit.ly/
11e6Cfx
u
Amplifiers - http://bit.ly/1416Bg0
91. But,What is the
definition of QUALITY?
Satisfaction/
feedback
Personal
Achievement
of program
objective
Org.!
(Organisation)
Market
Type of
leadership
the society
need
92. Program definition
in XPP
X_Exchange Programme Policies(XPP)_May2013
http://www.myaiesec.net/content/viewfile.do?
operation=fileview&contentid=10284143
93. Program definition
of XPP
GLOBAL COMMUNITY DEVELOPMENT PROGRAM
entrepreneurial
responsible
96. What is the MoS for
Customer Experience?
• Number of Promoters (score of 9, 10)
• Number of Responses
• Net Promoter Score (NPS)
• Coming up next !!
• Case closed/ case opened
• We will not talk about this yet
98. For your information, this
is how to calculate NPS.
Here are the steps:
1. #P = Number of promoters
= Responses scoring 9, 10
2. #D = Number of detractors
= Responses scoring 0, 1, 2, 3, 4, 5, 6
3. #T = Total number of response
4. %P = Percentage of Promoters = #P / #T
5. %D = Percentage of Detractors = #D / #T
6. NPS = Net Promoter Score = %P – %D
99. Range of NPS
General industry standard
-100 to -50
Alarming
-50 to 0
Okay
0 to 50
Good
50 to 100
Outstanding
101. EP RIGHTS
• Apply for an Exchange Programme which lasts
between 6 to 78 weeks, in any country/territory in
which you have not lived for more than 2 years in the
past 10 years;
• To participate in several internships for a maximum of
36 months, if not in the same organization/project;
• Receive education about the Exchange Programme
and AIESEC in general;
102. EP RIGHTS
• Send and Receive Acceptance Notes to Traineeship
Nominees with “Available” status;
• Interrupt the internship (break realization) and receive
compensation if certain conditions occur;
• Participate in re-integration activities;
• Raise any issues with the relevant party (TN taker or
AIESEC entity).
103. YOUR RESPONSIBILITIES
• Fullfill all agreements with you and the TNs;
• Provide support and guidance to you and TNs during all
stages of the Exchange Programme, and represent their
stakeholders;
• Ensure that all participants follow the XPP and fulfill their
responsibilities;
• Refrain from exporting information about you and
organisation to other platforms.
105. O K AY, W E G E T I T !
What We Envision:
Peace & Fulfillment of Human Kind’s Potential
Our Impact Model
Develop Leadership by providing Experiential
Leadership Development Opportunities for
Young People
107. Organisation’s are created because of their vision/
!
But organisation’s exist because they provide a
product to the market.
108. Our organization value is our
“why”
That’s why we run exchange programmes
Organization
value
(X Program)
109. Customers define whether they want to get our
“why”
When a program is offered to the market, it
becomes a product.
Progr
Product
110. Our program’s market value is how we choose
and package our products for the customers
!
Why Kenya as a oGCDP destination?
Why do people want to go overseas to do an
environment project?
Market
value
(Product)
126. +
4. Message
The words, stories,
experiences, information
we deliver through the
channel
Your Messaging should be based on the answer to the question— “Why should I
buy into this specific opportunity?”
1. List down the Key Benefits a customer will gain from the opportunity under this
specific sub- issue/product ? (ex. Gain personal development, make a difference in
children’s lives)
2. What are the Reasons to believe/ Proof points for this sub-issue/products? (ex.
Stories, testimonials, Impact of projects)
130. Talent System, Finance System, Local Operation System,
Brand & Com. System, Information System, CRM System
Back office
Front office
Segment, Product, Channel, Sales, Supply
Key Program
