TM AIESEC SydneyTalent Management AIESEC Australia Talent Performance Award ApplicationJuly 2011
LC HR Plan The fresh-in-office EB under the guidance of the LCP of AIESEC Sydney, definitively sketched out the HR Plan before the start of the semester back in February. The HR plan was as follows: 35 members 5 X+Ls 10 Ls
The extremely enthusiastic and experienced EB under the guidance of the LCP of AIESEC Sydney adjusted the AIESEC HR Plan to make sure we aimed higher.
The new HR plan is as follows:
40 members 10 X+Ls 15 Ls TM
TM Recruitment We carried out a successful recruitment at the beginning of year. Mentioned below were the numbers we aimed to achieve at recruitment 600 O-week sign ups 70-100 attending info sessions 50 applications 35 members Numbers we achieved 300 O-week sign ups 160 attended info sessions 80 applications 48 members (includes retained members from 2010). We did not meet our target O-week stall sign ups, but we worked really hard towards pushing people to attend info sessions We also successfully converted a large number of expression-of-interest into applications. We believe we recruited some of the most enthusiastic people who turned out to become fantastic AIESECers.
TM Activ8 Conference
After a lot of brainstorming during Recruitment planning we decided not to have Personal Interviews during recruitment.
Instead, we decided to have a small scale conference to give our to-be members a chance to get a feel of the AIESEC culture.
Hence, we organized Activ8 Conference – where our only objective was to activate the AIESEC in each of our new members.
It was a very successful event and we believe it is one of the reasons we are very well bonded.
We had guest speakers from the MC as well
TM Retention Rate Members retained from 2010: 8 Members retained from Quarter 1 2011: 43 (out of 48) (does not include new members post-pocket recruitment. Retention rate: 90% During recruitment, we were not able to clearly decided whether to keep or let go some of the candidates who were not as impressive at the Selection Panel or Activ8 Conference. Hence, we decided to put them a 3-week probation. As result of which, we had to let some of the members go at the end of that probation period and hence, our retention rate was affected.
AIESEC Sydney has had 3 X+Ls so far. They are:
Sandra Yu (RTF Leader 2011. Went on exchange to Poland in summer of 2010)
Robert Pfeiffer (VPOGX 2009. Currently on exchange in Cambodia- 2011)
HanhDinh (RTF Leader 2009, OCP Pocket Recruitment 2011. Currently on exchange in Izmir, Turkey – 2011)
Thai Huynh (LCP 2011. Went on exchange to Poland in summer of 2010)
3 EB members expected to go on exchange in the summer of 2011 (expected to sit the first MRB of semester 2)
Steven Ly (raised as EP. Will be OCP for EP Buddy system)
To boost our X+L numbers, we will be running an X+L dedicated program in the second semester.
TM LC Culture and Bonding
The LC culture that we have developed this semester is extremely deep rooted.
The kind of bond we have formed as AIESECers at AIESEC Sydney has never been seen before.
Some of the LC Bonding events that we’ve organized so far are:
The AIESEC Sydney Amazing Race
Easter Show outing
Eating contest (as bizarre as this sounds, it actually happened)
Some of the events in the pipeline:
AIESEC Sydney Sports Day
X+L Training Day
All of the events that we have had so far have been very successful with a turn-up rate of almost 65%-70%
We have an LCM attendance of 77%
TM Leadership Positions This semester – we’ve had some of our fantastic members take up some really interesting leadership positions. Given below are the leadership positions we had this semester: RTF Leader: Sandra Yu OCP Alumni Night – Reuben George OCP Regional R&R – Kelly Nguyen OCP Pocket Recruitment – HanhDinh SLAP (Project) Coordinator – Giovanni D’urso EEE (Project) Coordinator – Reuben George
Leadership Positions in the pipeline:
OCP EP Buddy System OCP Regional Sports Day
TM Performance Analysis
This year, we decided to come up with our own Performance Analysis system.
So far, we were only basing our analysis on observations and Personal Learning Plans
As a result, we decided to have a TM member dedicated to this.
We have come up with an elaborate spreadsheet for each member with a detailed mathematical model to take each aspect of our member’s AIESEC Experience into consideration.
The general system is that we measure performance based on the member’s expectations from AIESEC.
The system includes both EB Assessment as well member Self Assessment and is largely based on the Global Competency Model.
TM AIESEC Mentorship Program
This is a program we started last year, and we’ve decided to carry it forward.
This year, this program is basically catered to the LCP, EB and the leaders of the LC.
Based on the feedback from the current participants of the program, we will extend it to the rest of the members as well as the region, next year.
This program starts in the second semester.
TM EP Buddy System
This program is basically aimed at integrating our large number of EPs into the LC.
This program starts from the second semester as OGX at AIESEC Sydney just finished EP recruitment and the last set of MRBs.
TM Alumni Integration
Integrating alumni with our LC is one of our main KPIs this year.
We successfully organized the Regional Alumni Night along with University Relations portfolio.
We also utilized the Alumni night as a platform to attract the Alumni to the Mentorship Program.
The mentorship program is one our most important Alumni Integration initiative.
TM Thank you for reading the application. We appreciate your due consideration - TM Team, AIESEC Sydney