In today’s context, ‘Peace' symbolizes a world that does not have conflicts that arise from cultural, religious, or other aspects of differences in humanity. AIESEC ENVISIONS A WORLD to see the world as a community where its people respect, enjoy, and understand each other. Through “Fulfilment of Humankind’s potential” AIESEC expresses its aim to develop individuals whohave the knowledge, skills and determination to develop their communities.
OUR IMPACT clearly states that AIESEC as organizationbelieves the main positive impact we make to societycome as a result of the leadership characteristics ourmembers develop through the AIESEC Experience.The AIESEC platform consists of a number of different opportunities – physical and virtual –through which an individual creates his/her own AIESEC experience.
The main opportunities of the platform are leadership experiences, working abroad, learning networks, and conferences
How many issues we have face right now
Talent Management is based on the idea of Human Resources, that is, attracting right people, managing and developing their potentials.
Ensure strong leadership pipeline: Capability of an organization depends a lot on its leadership body. Strong & sustainable leadership pipeline will help AIESEC to always have qualified leaders who takes up diversified leadership positions in organization.Ensure quantity & quality of AIESEC members: For quantity, TM plays important role in managing human resources in organization, ensure we can have enough people to either maintain organizational operation or to expand organizational capacity. For quality, TM role is to ensure that both leaders and members have good learning environment, right opportunities for self-development and strong performance management to constantly improve their working results.Boost up exchange result: TM cooperate with OGX to boost up LC’s result,create more exchange experience => more members complete their AIESEC experience.
Talent Review & Planning: identify current and future human resources needs for the organization to achieve its goalsTalent Marketing: making sure we are sending out the right messages to the right people that we need to attract and build the right expectations to ensure proper positioning of AIESEC on the university campusTalent Selection:It’s about matching the needs of the organization with the candidates’ skills and preferences.Talent Allocation: makes sure that every new member is allocated into a role and that it matches their expectations and interests for joining AIESEC as well as the Talent needs of the LC
Talent tracking is a process that tracks members through their AIESEC XP, it looks at the competencies, skills and behaviors that members have developed and the opportunities they have had in each stage as well as their path through AIESEC.Talent Pipeline Management is the practice of managing the flows of people between different positions in the LC. The goal of Talent Pipeline Management is to make sure we have the right people in the right roles (efficient allocation) at the right time (effective flow).Talent Performance Management: evaluate the development of strengths and weaknesses in different areas of individuals, therefore allowing members to develop their strengths and work on their weaknesses. The output is used to reconsider the member’s Personal Learning Plan orDevelopment Plan to enable further development opportunities to be highlighted and planned.Reward & Recognition is to motivate your members to achieve more and work more and reward and/or recognize those who have performed.
Talent Induction: ensure newbies have the necessary knowledge and right motivation to continue their AIESEC experience.1. Getting to know what AIESEC is2. Challenging Your World View 3. Personal Goal Setting 4. Joining the AIESEC networkTalent Goal Setting & Orientation: Talent goal setting is all about having members set their goals in their personal lives and AIESEC and have them relate the two. They not only set goals but also review these goals on a regular basis to ensure that members are constantly aware of their progress towards achieving their goals (tracking).Talent Education, Coaching & Training: This process increases the skills and knowledge of our members through a mix of theoretical and experience based learning. It has been proven that 70% of what is learnt is learnt on the job, 20% is learnedthrough coaching and feedback and only 10% in formal learning.
WHY – OUR ROLE IN LCWHAT – THINGS WE REALLY DOHOW – THE WAY WE DO IT
Answer those questions, we come up with our mission in this organization
If you want to become a CFO or even more than that, just come to Finance and go with us
[Aiesec hcmc][spring 2013] induction seminar
SPRING MEMBER RECRUITMENT PROGRAM
Welcome to the
OGX iGCDPMar&IM TM F ER
Flow of AIESEC Experience of a new member
End of a
• SEP Project – Event partnership:
– Raise partnership with high schools, universities
and qualified guest speakers
– Organize events
• NPO Sales team – Salesman:
– Sales AIESEC exchange program to Non-corporate
sector (NPOs, NGOs,…)
– Find suitable interns from the network to match
with job descriptions
– Find suitable interns on the network to match with
social projects or NPOs’ work
– Deliver and ensure quality of intern service
• Homestay and accommodation manager:
Manage and provide intern accommodation
• Buddy GCDP manager:
Manage interns buddy and ensure good living and working
experience for interns
• Multicultural environment
• Divers experience with different positions.
• New cultures discovery
• Social issues knowledge
• Experience of working with
companies, universities and NPOs.
• Practicing business calls, business meetings and
• Communication and networking skills
Which benefits can our members gain?
Why: Role in AIESEC1
What: Responsibility and Structure
How: Real experience
Add your text in here
Role in AIESEC
Image to partner
4. How?1. Who I am?
External Relations is playing a role
as a leading and supporting team.
• Global Talent Program
ER wants to deliver the best experience to interns and
support the company’s growth in term of HR.
• Business relationship
ER wants to expands and maintain AIESEC’s network in
• LC Revenue
ER ensures the financial sustainability of AIESEC through
Global Talent Program and raising sponsorship.
ER raises venue partners in order to support AIESEC’s
ER contributes to AIESEC’s direction and sustainable
development by delivering exchange program and getting
support from local companies.
Currently ER has 10 people. We need more 6 talents in Sales and
Gain professional experience
Improve personal skills
Boost your limits
TM roles in LC
TM structure &
Traits of a TM
in contributing to organizational goals/vision/direction
• Ensure strong leadership pipeline
• Ensure quality & quantity of AIESEC members
• Boost up exchange result
Ensure quantity & quality of AIESEC Experience
Vice President of
Executive 2 …
Our Key Responsibilities
Do Marketing for AIESEC
Transfer knowledge from
generations to generations
Assure information flow in the
internal to external LC
Protect AIESEC Brand internally
Marketing & Information Management
Consists of promotional activities
which drive LC results
- Processing and storing of LC data
- Develop & utilize Knowledge Management
- Develop & manage internal
• OUR MISSION IN LC
• WHAT DO WE REALLY DO
• THE WAY WE DO IT
• Our MISSION
– Organization development
– Organization sustainability
– Based on financial aspect and organizational direction by:
• Managing organizational activities in financial aspects
• Investing in organizational HR and activities to support the
OUR MISSION IN LC
WHAT DO WE REALLY DO
THE WAY WE DO IT
• OUR STRUCTURE
• OPPORTUNITIES WE OFFER
• OUR VACANCIES
Vice President of
OGX Manager iGCDP Manager
iGIP & TMP/TLP