iGIP OCP Workshop

+

MC LEGOSBUILT TO LAST

1.SDP Guideline

2.New GIP Portfolio

3.Supply Update

4.New JQ Template

5.TN Quality Standard

6.Simulation

7.Wrap up

AGENDA

1.SDP Overview

2.Activeness Tracking tool

3.Q&A

Sales Development ProgramGuideline

WHY SDP?• Increase the number of TN realized per

member• Increase customer satisfaction• Achieve AIESEC 2015 big goal

Sustainable growth for

GIP

• Provide education plan to stretch member capacity

• Provide audit system to keep track member learning Member

development

Content Expected outcome

Customer

SDPEducation Plan

·   what to learn (knowledge + skill + attitude)·   when to deliver

• Salesman• Matcher

• Intern service

member

LibraryMaterials

SAP Activeness Criteria·  Checklist on how to define an active member

Sales Auditing Day (SAD)

·   define qualified salesmen·   provide next step

Sales star selectionDefine and train potential salesmen into sales auditor

BIG PICTURE

Newbie Junior Senior Master

Salesman

Matcher

Intern service

1TN Ra/ peak>= 2 peak

2TN Ra/ peak>= 2 peak

3TN Ra/ peak>= 2 peak

6 weeks/ TN>= 2TN

4 weeks/ TN>= 3TN

2,5-3 weeks/ TN>= 4TN

NPS: 60 (Promoter: 65%, Passive: 30%, Destractor: 5%)

NPS: 60(Promoter: 70%, Passive: 20%, Destractor: 10%)

EDUCATION PLAN

Salesman Topic PIC Implementation

Product understanding

GIP und.Sub-product und.Compliance

VP+OCP

Review+coaching+training

Business intelligence

VP Training

Skill Market researchBiz communication and behaviorPresentationQuestioning and listeningFollow upObjection handling

VP+OCP

MC

Review+coaching

Library + OCP tracking

Training

Attitude Proactive learningCustomer centric

VP+OCP

Review+coaching+training

Activeness Tracking Tool

• Classify member level

• Goal setting and keep track

• Sales star selection

SAP

National iGIP

Portfolio

SUPPLY

UPDATE● iGIP GOAL: 116 Interns

● ET GOAL: 58 Interns (50%)

ET is currently a sub product in focus of iGIP Vietnam

Timeline

SEPTEMBER

Goal:4

NOVEMBER

Goal :25

MARCH

Goal :1

0

JUNE

Goal :20

AFT 1. AFT2. VN-NZ

Partnership:● 20 EPs – 3 months● 5 EPs – 6 months

1. AFT2. ?

1. AFT2. ?

Peak times of Realization

From 1.7.2014 to 30.6.2015

Next Steps

MC

• Update EP information every week (Monday)

• Track LC performance• Deliver trainings to

VPs, OCPs.• Matching Mania

LC

• Update TN information every week (Monday)

• Update LC performance

• Deliver trainings to iGIP members

• Focus on raising TNs

NEW JQ AND GUIDELINE

I/New Job Questionaire Template

III/ Q&A + Input

II/ JQ Guideline

WHY?

WHAT?

HOW?

New Job Questionaire Template

Eliminate misunderstandings

New adventages

JQ Guideline, Sales practices

Company Information:-

Company Name:- Click here to enter text. Industry:- Click here to enter text.

Representative Name and Position:- Click here to enter text.

Representative contact details:- Click here to enter text.

Supervisor Name and Position:- Click here to enter text.

AIESEC Global Internship Program

The future of your organization begins with the people working for you. For over

65 years AIESEC has provided young global talent to major companies, non-profits,

and start-ups for professional internships that can develop them into the leaders of

tomorrow.

For organizations, AIESEC provides flexibility and a strategic advantage--the

ability to work with future leaders that have specific academic backgrounds,

work experiences, and skills from over 100 countries in major quantity or one

at a time at any time of the year

What can your organization achieve with tomorrow's leaders on your side?

2013

AIESEC JOB QUESTIONAIRE

Contract No.: TN / HCMC / No121212 JQ No.: 1

Exchange Type Global Talent Program (GTP)

Community Development Program (CDP)

Internship Description Internship Title*

Administrator

In which department the intern will be working*

Logistics

Job/Task Description 1* (maximum 200 characters)

Daily: Be a catalyst to get all CNCD employees to start speaking English, Assist in Sales activities

including visiting customers with engineers

Job/Task Description 2* (maximum 200 characters)

Help CNCD revise website, English language, import, export

Job/Task Description 3* (maximum 200 characters)

Periodicially: Assist in Sales activities including visiting customers with engineers

Job/Task Description 4* (maximum 200 characters)

Job/Task Description 5 (maximum 200 characters)

Job/Task Description 6 (maximum 200 characters)

• Short: 3 pages• Specific fields and detailed

information• Easy to complete

• Long: >13 pages• Summary input and assume

information• Time consuming

JQ Guideline

Supervisor Name and Position

Job Description Specific Working Conditions Key results expected from

the intern by the end of the internship

?!!

How to use?

Prepare + understand

Utilize in meetings

Collect input + Enhance

effectiveness

Salesman/OCP: use and feedback for CLO

CLO: enhance JQ guideline and collect feedback

?!!Q&A + Input

TN QUALITY

STANDARD

What to focus

JD is the professional experience we promise to the EP for their leadership development

Because a challenging JD is critical for the outer journey of the EP

The Content

Understanding the issue of JD Clarity in

GIP

Role of Sending and Hosting entity in

solving the JD Clarity issue

Key Activities in solving the issue

What Our Customers Say about the JD Clarity Issue

EPs agree to one JD from the TN form, but actually the JD is

different when they begin working, and not something

they would have agreed to do

The salary the EP receives is different than they agreed or

consistently paid late

EPs’ JDs are not challenging enough or do not include

enough working hours, so the EP is not learning and

developing

What Our Customers Say about the JD Clarity Issue

EPs agree to one JD from the TN form, but actually the JD is

different when they begin working, and not something

they would have agreed to do

The salary the EP receives is different than they agreed or

consistently paid late

EPs’ JDs are not challenging enough or do not include

enough working hours, so the EP is not learning and

developing

Supervision, training, and support for the EP in their role

Implementation of

Standards: Accurate JD

Clear salary process that

is always followed

Throughout Process: RA – MA - RE

THE TN QUALITY STANDAR CHECKLIST

Suggested content and criteria for checklist

Purpose of Company, Team, and Role

JD explanation and clarification

Timeline of Activities

Goals of the Company and Team

Area of ResponsibilitiesKey Activities

Agenda of activities during the internship

Working Condition and HR Policies Working Hours

Vacation Policy

Compensation process

Meeting Supervisor and Team

At this meeting on the first day of realization,

go through the TN form with the

company and the EP to show how each

point of the JD will be lived by the EP

What?The EP’s JD matches the TN form JD or the realization can be brokenThe EP fully compensated

Who?EP buddy ensures the EP’s JD matches the TN form. MC monitors NPS comments to see where JD is an issue

How?EP buddy attends the first day of work with the EP to ensure a clear JD. MC responsible is proactive when EPs complain about JD

Implementation of Standards:

Accurate JD

THE TN QUALITY STANDAR CHECKLIST

Suggested content and criteria for checklist

Purpose of Company, Team, and Role

JD explanation and clarification

Timeline of Activities

Goals of the Company and Team

Area of ResponsibilitiesKey Activities

Agenda of activities during the internship

Working Condition and HR Policies Working Hours

Vacation Policy

Compensation process

Meeting Supervisor and Team

At this meeting on the first day of realization,

go through the TN form with the

company and the EP to show how each

point of the JD will be lived by the EP

What?

The EP has a supervisor who trains them, coaches them, and supports them through their TN

Who?TN Manager ensures this while raisingEP buddy ensures this upon realization

How?At the first day or work meeting, the EP buddy ensures the EP is clear on:- their supervisor- what support and training will be provided

Supervision, training,

and support for the EP in

their role

THE TN QUALITY STANDAR CHECKLIST

Suggested content and criteria for checklist

Purpose of Company, Team, and Role

JD explanation and clarification

Timeline of Activities

Goals of the Company and Team

Area of ResponsibilitiesKey Activities

Agenda of activities during the internship

Working Condition and HR Policies Working Hours

Vacation Policy

Compensation process

Meeting Supervisor and Team

At this meeting on the first day of realization,

go through the TN form with the

company and the EP to show how each

point of the JD will be lived by the EP

What?The EP understands how, when, and who will pay them their salary, and this is always followed

Who?TN Manager clarifies this while raising, EP buddy ensures it happens during realizationHow?Determine in AIESEC or the company will pay salary and when exactly it will be paid

Clear salary

process that is always

followed

THE TN QUALITY STANDAR CHECKLIST

Suggested content and criteria for checklist

Purpose of Company, Team, and Role

JD explanation and clarification

Timeline of Activities

Goals of the Company and Team

Area of ResponsibilitiesKey Activities

Agenda of activities during the internship

Working Condition and HR Policies Working Hours

Vacation Policy

Compensation process

Meeting Supervisor and Team

At this meeting on the first day of realization,

go through the TN form with the

company and the EP to show how each

point of the JD will be lived by the EP

3. Clear Salary Process that is Always Followed

How much

Clarifying the salary process

When Who will pay (AIESEC or the company)?

LCs should have a minimum salary that allows the EPs

to afford basic necessities and

decent accomodation

Salary CANNOT be paid late

If AIESEC is paying the salary, the LC must keep enough financial

reserves to pay their EPs’ agreed salaries for at least the

next month.

What to focus

THE TN QUALITY STANDAR CHECKLIST

Suggested content and criteria for checklist

Purpose of Company, Team, and Role

JD explanation and clarification

Timeline of Activities

Goals of the Company and Team

Area of ResponsibilitiesKey Activities

Agenda of activities during the internship

Working Condition and HR Policies Working Hours

Vacation Policy

Compensation process

Meeting Supervisor and Team

At this meeting on the first day of realization,

go through the TN form with the

company and the EP to show how each

point of the JD will be lived by the EP

NOTICE

minimum of 6 weeks

maximum of 78 weeks

a minimum of 35 hours per week for gip

we don’t have any et tn more than 30 hours/ week

match gip and gcdp

A representative accompanies EP to the work place on the first day of the internship. 1 meeting

SIMULATION TIME

MOCK MEETING using:

New GIP package

JQ question guideline

TN quality standard

WRAP UP!!!!!