Specific Questions 1. Where will you bring innovation and where are you going to leverage on the work of your predecessors to ensure sustainable growth on Talent Developmentarea? Mention 3 initiatives that should be continued from previous terms and 3 initiatives you would change. Concerning the previous terms, there are things that should be kept and things that should be improved, or created, in terms of development of this area. Among the initiatives that should be continued are: - Full AIESEC XP – even though we are not focusing anymore on X+L strategy, this is an initiative started during the 2010-2011 term that should always be continued in order to ensure a total development of the people we have in the organization. To this purpose, I would work on Career planning for members and promotion of GCDP along with TMP and TLP and not separately, on the development of the reintegration process and conversion from International Programs to TLP or TMP. - Coaching from the NST for the VPs – during the 2010-2011 term, the NST members were coaching a number of LCVPs on Talent Management processes and they were a support for the MCVPTM in terms of knowing the local realities and coming with solutions or approaches directly. - Members’ Education Cycle Creation & Implementation – this is an initiative that is starting during this term and should be continued in the next one, in terms of implementation and downscaling at LC level. Among the initiatives that I would bring are: - Leadership Development Program – extension of TLP opportunities to more of our members through externally oriented projects, external preparation and fast prototyping. - Induction on programmes definition – we need to define what Induction on programmes means and how we can qualitatively deliver it to ensure that the members we recruit will not be lost afterwards. - National R&R system – Our members’ engagement to the organization is highly important so we must motivate them at all times. That is why we should focus on ways to facilitate their access to national and international conferences, GIPs of GCDPs, if they do not afford it and recognize their work and efforts in AIESEC in order to engage them to do even more. 2. Please present a GANTT chart of all the Talent Development activities during your MC VP term, 2012-2013. Leadership DevelopmentMonth Online Teams Recruitment Support Program & Mbs Members Education Motivation Create national initiatives NTTC & ROTMU National Congress Feedback from VPs for Spring for LDSMay Chair Elections & New Structure Recruitment Launch AIESEC RO R&R Planning Preparation & Guides system NTT & ROTMU Asess the Spring Recruitment Elections results and processes in every LC Platform preparation Preparation on LPM agendaJune and gather materials used; for VPs Leadership for EBs guidelines Present Engagement activities Materials and developed by the MC; processes sharing
between VPs Create the Recruitment Flow: - Selection One Guidelines - Selection Two Guidelines Support in LPMs for FA preparation - Selection Three Guidelines creating Leadership- framework for ITtT promotion and Create sample Recruitment based projects for pupils RockMeJuly final agenda materials: and students Assessment with Ebs - Interview guide template Support in Leadership concerning RockMe - Assessment Center template Preparation in LCs preparation - Sample agendas for RTSes or LTSes Create TTI objectives GCM usage preparation ITtT Recruitment Flow downscaling to International Congress Team Leader AwardAug. LC Visits from NST to LCs and adaptation Downscaling IC and Application Form Release LCVPs LC Visits from the NST coaches to agenda for RockMe support the implementation Launch Alumni Involvement of NSTs Unfold engagement activities in RockME Scholarship Program in RockMe every LC and support initiatives to RYLF preparation Team Leader ProgramSept. preparation bring students closer to AIESEC framework and Packaging and Market VPs physical meeting Develop induction activities for all feedback from alumni Segmentation for in RockMe programs and Ebs Recruitment Support in promotion at national Sample agenda for Recruitment support level through media partners Assess applicants for LTS/RTSes from VPsOct. Assess HR needs of each LC and Alumni Scholarship Support in external NST work on take measures to ensure support Program preparation for LCs - induction activities from MC or other LCs NTT, MC, NST VPs physical meeting Selection one – First week after Covered RYLF fees for in RYLF Recruitment Alumni Scholarship NTT delivery in RYLF, Selection two – During RTS/LTS or Program winnersNov. for newies RYLF after Leadership-based VPs preparation & RYLF preparation for newies – first agendas for RTS/LTS in coaching for MCC induction activity oldies track pipeline Assessment of Support in induction activities Recruitments in each unfolded by the LC Support in LC LC Asess the Autumn Recruitment functional area Assessment of the results and processes in every LC Leadership figures preparationDec. TD area at both local and gather materials used; present at LCCs Create framework for and national level - Feedback and improvement on SprinCo and feedback support for MCC Engagement activities developed from EBs Candidates by the MC;
Jan. Improve the Recruitment Flow, if necessary: - Selection One Guidelines VP TD Transition Assessment of NST - Selection Two Guidelines Leadership preparation template for the and NTT - Selection Three Guidelines for fast trackers newly elected VPs - Preparation on Recruitment (webinars) for newly elected TD VPs TTI Objectives and GCM preparation Recruitment Flow downscaling to LC Visits from NST to Team Leader Program LCs and adaptation LCVPs Packaging and MarketFeb. LC Visits from the NST coaches to SprinCo National Trainers Segmentation for support the implementation Congress Recruitment Unfold engagement activities in every LC and support initiatives to bring students closer to AIESEC Improve Induction activties for programs TLP Selection in Assessment in LCs for Support in promotion at national Recruitment mbs preparation andMarch Transition level through partners RTS/LTS agendas on guidelines for RTS/LTS Assess HR needs of each LC and programs agendas take measures to ensure support from MC or other LCs Selection one – First week after Recruitment Selection two – During RTS/LTS or Develop new national Support in FAApril Transition after intiatives on LDS preparation for LCs Support in preparation for newies – NTT delivery, webinars Support in induction activities Present new nationalMay Transition National Congress unfolded by the LC initiatives on LDS in NC 3. How will you manage the communication strategy of AIESEC Romania on TMP and TLP taking into consideration the local and national recruitment campaigns, projects, initiatives and other campaigns? Concerning the communication strategy of AIESEC Romania on TMP and TLP, a very good collaboration with MCVP Communication, concerning the message that we want to transmit to students is necessary. Since most of the LCs will not have a VP Communication in their EBs, this proper collaboration is even more necessary. This implies: creating a desired profile for TMP and one for TLP and market segmentation, in order to see where to emphasize on TMP and where on TLP. Furthermore, we need to assess the situation in every LC, to make sure that the recruitment process both on promo and selection can be applied and successful. Along with Recruitment planning, we need to plan ahead and come up with Engagement activities to ensure our results. For this, we need to assess what has been happening in each LC so far, what works and what doesn’t and create proposals from there. The most important thing is to work from transition and establish these things in time, because the number of members we will have working for all of our organizational objectives depends on it.
In my personal opinion, the fact that this autumn AIESEC Romania managed to align all of the LCs andpromote the same message tells us that the first step in this sense has already been made, so it isonly a matter of ensuring it continues on the next term as well.4. How will you work on implementing the new structure and what other measures will you take inorder to allign AIESEC Romania to the 2015 vision on Talent Development area or on any others?In terms of implementing the new structure, a very good collaboration with the MCVP OrganizationalDevelopment is required, to establish the healthiest accountability system and preparation for thenewly elected EBs, considering the very big differences in structure at local level. For this purpose,we must focus on technical preparation about the platform and the processes regarding it that arechanging, about directions from AIESEC International and from the MC team. Furthermore, we musttry to create an alignment at LC level, in terms of where they stand in the implementation of thestructure. Concretely, we need to support the LCs that are having difficulties regarding the structureand use the LCs that are already functioning according to it in order to reach a balance.In terms of AIESEC 2015, as MCVP Talent Development I would focus on the Engagement stagequality, to sustain the recruitment process (initiatives, strong promotion of AIESEC among students).Furthermore, in order to provide responsible and entrepreneurial leadership, I will focus on theLeadership Development Program, in terms of extending it to a larger group of members, insupporting initiatives and fast prototyping, external preparation and development throughexternally-oriented projects (with students, especially). In terms of being the first-choice partner forcompanies, I intend to work with the MCVP Alumni Development to develop a healthy Heading forthe Future process and increase that pipeline of former members we provide for our companies.5. Please present your working methodology with the 3 on-line teams you will have to manage(VP’s, NST and NTT).As MCVP Talent Development, the number of people one has to work with is big, and hard tomanage. That is why, concerning all the three teams, planning ahead is the key.Concerning the VPs team, the most important thing is to have that physical meeting in NationalCongress and establish together the next steps we’re going to make. That is also higly important forgetting to know all of them and find out more about the LC situation on Talent Development and soon. In terms of ongoing communication, monthly online meetings should be a must, in order to keeptrack of the progress or need of assisstance of each LC. The TD e-mail group is also a must because iteases the communication process and transparency. To increase efficiency, I would encourage toolsand documents sharing from an LC to another, in order to maybe also gain some GCPs.For the National Support Team, it is important to elect the Chair in due time and meet physically tocreate a plan for the next year and break it into pieces and initiatives. The involvement at team levelshould be minimum, because the Chair is there to facilitate, but the very important part is to keeptrack of his/her activity and make sure that he/she benefits from all the needed support andinformation from me.The National Trainers’ Team should also keep its NTTC who will have to be elected from the beginnig,a few months before IttT and with whom, as is the case of the NST Chair, a phisical planning meetingis necessary to ensure that everything will go accordingly.
With all of these teams I would also focus on access to external preparation like: professional trainers for the NTT, HR companies delivery in conferences for the VPs team or HR school and access to HR companies and alumni specialized in this field for the NST team. 6. Please present the Educational plan for AIESEC Romania for the next term. The Educational plan for AIESEC Romania should focus, in the next term, on the following major topics: - Functional Area preparation for members and specialists (after Recruitments) - Leadership Development preparation for members to become specialists, specialists and EBs (May-June for EBs, RYLF preparation) - Preparation in support of the new structure implementation and guidelines from AI (In National Congress and LC Visits before LPM) - AIESEC knowledge for new members (after Recruitments) - Project management & prototyping for specialists and members (before LPM and whenever there’s need in a certain LC). - When creating an education cycle, we must have in mind the following steps: Identify key Create an Develop Analyze Create a milestones ideal AIESEC specificmembership timeline of education XP flow frameworks cycle 7. Please present the Recruitment plan for AIESEC Romania for the next term. Autumn Recruitment 2012 plan: Month Activity June Asess the Spring Recruitment results and processes in every LC and gather materials used; Present Engagement activities developed by the MC; July Create the Recruitment Flow: - Selection One Guidelines - Selection Two Guidelines - Selection Three Guidelines Create sample Recruitment materials: - Interview guide template - Assessment Center template - Sample agendas for RTSes or LTSes August Create TTI objectives GCM usage preparation Recruitment Flow downscaling to LCs and adaptation LC Visits from the NST coaches to support the implementation September Unfold engagement activities in every LC and support initiatives to bring students closer to AIESEC Develop induction activities for all programs October Support in promotion at national level through partners
Assess HR needs of each LC and take measures to ensure support from MC or other LCsNovember Selection one – First week after Recruitment Selection two – During RTS/LTS or after RYLF preparation for newies – first induction activityDecember Support in induction activities unfolded by the LCSpring Recruitment 2013 plan: Month ActivityDecember Asess the Autumn Recruitment results and processes in every LC and gather materials used; Feedback and improvement on Engagement activities developed by the MC;January Improve the Recruitment Flow, if necessary: - Selection One Guidelines - Selection Two Guidelines - Selection Three Guidelines - Preparation on Recruitment (webinars) for newly elected TD VPsFebruary TTI Objectives and GCM preparation Recruitment Flow downscaling to LCs and adaptation LC Visits from the NST coaches to support the implementation Unfold engagement activities in every LC and support initiatives to bring students closer to AIESECMarch Improve Induction activties for programs Support in promotion at national level through partners Assess HR needs of each LC and take measures to ensure support from MC or other LCsApril Selection one – First week after Recruitment Selection two – During RTS/LTS or after Support in preparation for newies – NTT delivery, webinarsApril-May Support in induction activities unfolded by the LC