AIESEC UWA has experienced significant growth over the past year in areas such as exchange, leadership roles, membership retention and member to exchange ratio. This growth is due to efforts such as cross-functional initiatives to develop member skills, establishing a strong middle management structure, prioritizing exchange in recruitment and activities, implementing an intranet learning system to retain knowledge, and developing leadership and financial sustainability strategies. Plans are in place to continue this growth trajectory into the future through ongoing exchange partnerships, tapping new markets, and coaching another local committee.
The I'm an AIESECer 2.0 will equip a growing network of over 30,000 young people in over 100 countries to share their stories on how to be changemakers.
Imagine if everyone could tell the story?
Personal Goal Setting session is important for every new member in AIESEC UGM. It helps members to reflect about their values and personalities, also write down the goals that they want to achieve.
Introduction to Talent Management department for new members of AIESEC UGM. Expected output of this session is to give a knowledge about each departments in AIESEC UGM, so new members will be able to choose preferred departments they want to join.
Resumo Inteligente do Livro O HERÓI E O FORA-DA-LEI, de Margaret Mark e Carol S. Pearson. Como construir marcas extraordinárias usando o poder dos Arquétipos. Primeira Parte.
The I'm an AIESECer 2.0 will equip a growing network of over 30,000 young people in over 100 countries to share their stories on how to be changemakers.
Imagine if everyone could tell the story?
Personal Goal Setting session is important for every new member in AIESEC UGM. It helps members to reflect about their values and personalities, also write down the goals that they want to achieve.
Introduction to Talent Management department for new members of AIESEC UGM. Expected output of this session is to give a knowledge about each departments in AIESEC UGM, so new members will be able to choose preferred departments they want to join.
Resumo Inteligente do Livro O HERÓI E O FORA-DA-LEI, de Margaret Mark e Carol S. Pearson. Como construir marcas extraordinárias usando o poder dos Arquétipos. Primeira Parte.
The 2010 Annual Report of the Caribbean Examinations Council (CXC) summarizes the major activities and accomplishments
during the year. The report highlights the Council’s success in administering its major examinations; it speaks to the
accomplishments in each of the five Strategic Goals in 2010
Enhanced Lifestyles has continued to strengthen its unique position as a member-governed disability services organisation in 2020-21. We made significant structural developments to improve our quality, compliance, and sustainability.
Know more visit https://enhancedlifestyles.com.au/2022/03/30/annual-report-20-21/
Application for the position of VP GCDPi AIESEC Colombo SouthKavindu Jayawardana
The application form for the position of Vice President Global Community Development Program Incoming (GCDPi) of AIESEC Colombo South for the term 2014/2015
Workforce Solutions for North Central Texas (WSNCT) has made significant progress toward our vision to be the recognized leader in building tomorrow's workforce.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
4. Exchange AIESEC UWA has grown 225% in exchange realisations over the last 12 months. This is due to a combination of drawing upon the synergies between the the portfolios, ensuring entire LC participation and enthusiasm, generous reward and recognition policies, an organised training schedule, and a detailed recruitment plan to ensure a skilled and active member base. Incoming Exchange Incoming exchange has been extremely active over the last 12 months, both with member activation, and our engagement of external stakeholders through the our various marketing avenues. Outgoing Exchange Outgoing exchange has done sensationally well, hitting record results in both quality and quantity. This is thanks to our improved brand presence on campus, our focus on sending members on exchange, our integration of EPs, our relationships with other LCs due to our presence in AIESEC internationally, and our information management structure to ensure the retention of knowledge.
6. Exchange and Leadership Currently, our X+L results for the past year stand at 7. In 2009-10, our local committee had only realized 2. This represents a250% growth in our X+L results. Synergy within AIESEC UWA is done extremely successfully and it is evident from our strong performance and growth. We encouraged active sharing of the X+L experience, captured by the many effective social media streams utilised by AIESEC UWA. This active experience sharing begins at Time 0, during recruitment. We also have an X+L Subsidy with the LC-portion of Exchange Fee being subsidised for the 6 EB, relative to the percentage of MOS goals hit. Additionally, we implement our EP integration as soon as the EP passes MRB. This is done through social events and LCMs. This is equally applicable for incoming Eps, where we had 19 members pick up our intern from the airport this month.
8. Leadership Roles Over the past year, the number of leadership opportunities available at UWA has grown substantially through our initiatives. We have established a strong middle management structure though the introduction of Team Leaders. Rather than being an extra hierarchical layer in the committee, Team Leaders are empowered, and recognized for their responsibility and are considered the future of the committee. Meanwhile, the EB is then able to concentrate on strategy, rather than operations, and focus on growth, rather than simply performance. This strong middle management structure is further supported by the strong leadership culture and strong trust between members and leaders and the establishment of the UWALT. Additionally, the LC has created short-term leadership roles such as Organising Committee President of our AIESEC UWA Connect Breakfast. These teams are selected per application and are inter-portfolio based. This creates a strong leadership culture within our committee and gives additional opportunities to all our members to upskill themselves and fulfills their potential.
10. Members AIESEC UWA has run an extremely successful recruitment campaign in 2011 with a 100% member retention rate since the induction of our new members. This is a drastic improvement from last year’s retention rate of 27.68%. This represents a 268% growth. Through cross-functional initiatives, members are able to develop themselves in skills across all areas of the committee. In addition, this cross-functionality builds LC culture, rather than a segregated culture based on portfolio.
11. Member : Exchange Efficiency We based our member selection on the Global Competency model and alignment of the AIESEC way to create organisational citizenship and ensure members are “AIESECers” rather than simply AIESEC members. Core to this is the representation that AIESEC is not simply about leadership, but also about Exchange. This has been drilled into our members from day one, starting at the information session for recruitment. The members were given an opportunity to enter into two streams, “Member” or “X+L”, and the X+Ls were given recruitment priority, and the opportunity to sit an interview whereby the MRB and the member interview were combined in one. Additionally, Exchange has been a part of the everyday, with numerous information sessions, EP talks, and promotional activities. In fact, approximately 90% of members want go to on exchange, with 70% hoping to go in 2011. 2009-2010: 1.5:1 2010-2011: 2.1:1 AIESEC Australia National Awards July 2011
12. Sustainability of Growth and Performance Sustainability has been a huge focus of AIESEC UWA for the past 12 months. This has come through in the areas of exchange, leadership, membership, and finance. We’ve also extended our reach to other campuses including ECU in Perth, and ANU in Canberra. Information Management One of the best ways to ensure sustainability is to ensure that knowledge is passed from generationto generation. We’ve overcome this through two ways. Firstly, we ensured that the entire LC is on board with our every single MOS by implementing a matrix structure within our organisation. This ensures that Incoming Exchange and Outgoing Exchange results are everyone’s responsibility, and Marketing and Communications, Talent Management, and Finance all have crucial roles to plan in order to ensure our results. Additionally, we also have interportfolio teams working together regularly to ensure LC cohesion. Secondly, we have implemented an Intranet Learning System which works to both inform and train members to ensure transparency within the organisation.
13. Sustainability of Growth and Performance Membership Base We have a fantastic membership base who are extremely keen to play an active role within AIESEC. This is mostly due to our recruitment plans, where we got 1018 signups during orientation week, and went through a process of self-selection, to ensure that the candidates were well informed of AIESEC and what was expected of them. This, and our ongoing reward and recognition plan, training schedule, and on the job learning has resulted in 45 members (85% attendance) going to State Conference and 34 members (64% attendance) flying over to Queensland for July Conference.This also means that we’ve fostered a strong leadership pipeline. Leadership Our strong X+L culture has lead to a significant portion of our members keen to take up a leadership role. We have fostered this through promoting a range of attractive short term leadership roles, enabling the development of key skills. Furthermore, we have supported our members through the establishment of UWALT (UWA Leadership Team) which creates a community of peers, as well as recognition of leadership, and the availability of a range of leadership training and regular, individual coaching.
14. Sustainability of Growth and Performance Leadership Pipeline Our strong member and leadership base has resulted in a great leadership pipeline whereby we have 6 candidates for LCP and 16 for EB for 2012 (this is before the JulyCon hype as well). We know this because we are engaged with our most important stakeholders, and we want to help them achieve to their maximum potential. Financial Policy Our financial policies ensure that our LC will be sustainable and healthy for years to come. Even though we’ve done extremely well through our sponsorship, ($20,000 from the VC), the amount is not a once-off fee, and we can expect his support in future years. However, we understand the importance of income through exchanged based activities. So much so in fact, that we have 2 budgets, one for operational funds based purely on exchange activities, and one for investments. We hope that through our investments, we can move to a future where we can rely entirely on income through exchange.
15. Sustainability of Growth and Performance Exchange Even though we’ve grown phenomenally in our exchange results in the past 12 months, there is no reason to suspect that this growth will not continue. This is because we have ongoing partners for ICX (Chamber of Commerce, Faculty of Natural and Agricultural Sciences, the International Centre ) and 3 warm accounts expecting to realise in the next 6 months. Furthermore, we have just started tapping into the student base for OGX, and we are expecting more results through holding on campus events, developing partnerships with other student organisations and faculties on campus, and through our website. We’ve also tapped into a new market at ECU, whose staff are extremely keen to develop a relationship with AIESEC. ANU AIESEC UWA has agreed to host ANU and coach them in their activities. This is not only because we want to help them out and ensure the transition of knowledge throughout Australia, but we also want to give our own members the opportunity to engage with members throughout Australia.