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This document appears to be from an AIESEC conference and discusses the organization's goals and vision. It includes: - Discussions around participants' experiences in AIESEC and how it has impacted them. - An explanation of AIESEC's vision of achieving peace and fulfillment of humanity's potential. - Details around their impact model of developing leadership through experiential learning opportunities for young people. - Their goal or "Big Hairy Audacious Goal" of engaging and developing every young person in the world by 2015. - Statistics and targets around scaling up their flagship programs like the Global Internship Programme and Global Community Development Programme.
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2015
In 2010, AIESEC set a mid-term ambition to deliver more life-changing experiences to more young people by 2015. This "Big Hairy Audacious Goal" or BHAG, aimed to engage and develop every young person in the world over the next 10 to 30 years. The 2015 statements outlined AIESEC's desired state for the next 5 years, with a commitment to leveraging the organization to move closer to achieving peace and fulfilling humankind's potential. AIESEC's impact model focused on developing leadership by providing experiential leadership development opportunities for young people globally.
Why + 2015 mb induction
This document discusses the key relevance and impact of AIESEC, an organization focused on leadership development. The main points are:
- AIESEC develops leadership for a positive impact on society through experiential leadership development programs like internships and volunteer exchanges.
- Their goal is peace and fulfillment of human potential. They believe providing these experiences to young people in a collaborative environment is the solution to challenges faced and what youth need.
- The document outlines AIESEC's goals to increase the number and quality of experiences provided by 2015 through improving programs, accessibility, and delivery while staying focused on developing strong, responsible leadership.
2.2. expansion visit aiesec 2015
The document discusses AIESEC's goals for 2015. It envisions AIESEC becoming a global youth voice, first choice partner, and having a cross-generational positive impact. To achieve this, AIESEC will focus on growing its physical and virtual reach, developing responsible and entrepreneurial leadership, and providing a collaborative environment and high-quality experiences. It will measure its success based on the number of leadership development experiences delivered and a program quality index. The measures of success are meant to help AIESEC achieve its goal of providing nearly one million leadership development experiences for young people by 2015.
AIESEC 2015 Session for AIESEC Nigeria
AIESEC 2015 document outlines AIESEC's goals and vision for the year 2015. It discusses:
- AIESEC's midterm goal of empowering 1 million young people worldwide with leadership experiences by 2015.
- How AIESEC plans to achieve this by providing experiential leadership opportunities to develop responsible and entrepreneurial youth.
- AIESEC's vision of realizing peace and fulfillment of humanity's potential.
The document breaks participants into groups to discuss questions around AIESEC Nigeria's goals for 2015, including becoming the top partner for leadership development, providing high-quality experiences, and engaging more young Nigerians.
Product Leadership (The AIESEC Way)
The document discusses the concept of "The AIESEC Way", which is described as both the manner and road that AIESEC aims to make a positive impact on society. It provides answers to questions about what AIESEC is, its vision, impact, and how it makes impact possible. The AIESEC Way focuses on engaging and developing young people worldwide through experiences like the AIESEC XP internal product. It pursues a strategy of product leadership by consistently delivering a superior experience to stakeholders and differentiating itself from competitors. The core product of AIESEC Experience is customized for different stakeholders while maintaining absolutes of an exchange experience and global learning environment.
AIESEC 2010
The document discusses AIESEC 2010, an international conference. It was held on unspecified dates and locations. The conference included sessions and moments to discuss AIESEC's goals of enabling young people to create positive change through international internships and leadership experiences. AIESEC aims to realize 8000 exchanges, have 9600 members complete leadership experiences, provide 5000 exchanges with leadership training, engage 40000 total members, and operate across 110 countries and territories by 2010.
4 visão 2015
This document outlines the mission, vision, and goals of AIESEC, an international youth organization. Their mission is "Peace and fulfillment of humankind's potential." Their 2015 vision includes becoming the most credible global youth voice, the first-choice partner across sectors due to their ability to develop leadership, and empowering members to create positive societal impact. This vision is supported by goals to engage and develop every young person in the world.
Value delivery overview
This document discusses value delivery and leadership development in AIESEC. It begins by asking what leadership means for AIESEC and how they will develop it in youth. It then discusses focusing on leadership development model (LDM) delivery to fulfill their promise. The document outlines what exchange participants want from their experience and how AIESEC can deliver a good experience through LDM. It describes the 4 qualities of the leadership model - empowering others, solution oriented, self aware, world citizen. It discusses using Net Promoter Score to measure value delivery and outlines support available for value delivery such as the Entity Control Board.
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2015
In 2010, AIESEC set a mid-term ambition to deliver more life-changing experiences to more young people by 2015. This "Big Hairy Audacious Goal" or BHAG, aimed to engage and develop every young person in the world over the next 10 to 30 years. The 2015 statements outlined AIESEC's desired state for the next 5 years, with a commitment to leveraging the organization to move closer to achieving peace and fulfilling humankind's potential. AIESEC's impact model focused on developing leadership by providing experiential leadership development opportunities for young people globally.
Why + 2015 mb induction
This document discusses the key relevance and impact of AIESEC, an organization focused on leadership development. The main points are:
- AIESEC develops leadership for a positive impact on society through experiential leadership development programs like internships and volunteer exchanges.
- Their goal is peace and fulfillment of human potential. They believe providing these experiences to young people in a collaborative environment is the solution to challenges faced and what youth need.
- The document outlines AIESEC's goals to increase the number and quality of experiences provided by 2015 through improving programs, accessibility, and delivery while staying focused on developing strong, responsible leadership.
2.2. expansion visit aiesec 2015
The document discusses AIESEC's goals for 2015. It envisions AIESEC becoming a global youth voice, first choice partner, and having a cross-generational positive impact. To achieve this, AIESEC will focus on growing its physical and virtual reach, developing responsible and entrepreneurial leadership, and providing a collaborative environment and high-quality experiences. It will measure its success based on the number of leadership development experiences delivered and a program quality index. The measures of success are meant to help AIESEC achieve its goal of providing nearly one million leadership development experiences for young people by 2015.
AIESEC 2015 Session for AIESEC Nigeria
AIESEC 2015 document outlines AIESEC's goals and vision for the year 2015. It discusses:
- AIESEC's midterm goal of empowering 1 million young people worldwide with leadership experiences by 2015.
- How AIESEC plans to achieve this by providing experiential leadership opportunities to develop responsible and entrepreneurial youth.
- AIESEC's vision of realizing peace and fulfillment of humanity's potential.
The document breaks participants into groups to discuss questions around AIESEC Nigeria's goals for 2015, including becoming the top partner for leadership development, providing high-quality experiences, and engaging more young Nigerians.
Product Leadership (The AIESEC Way)
The document discusses the concept of "The AIESEC Way", which is described as both the manner and road that AIESEC aims to make a positive impact on society. It provides answers to questions about what AIESEC is, its vision, impact, and how it makes impact possible. The AIESEC Way focuses on engaging and developing young people worldwide through experiences like the AIESEC XP internal product. It pursues a strategy of product leadership by consistently delivering a superior experience to stakeholders and differentiating itself from competitors. The core product of AIESEC Experience is customized for different stakeholders while maintaining absolutes of an exchange experience and global learning environment.
AIESEC 2010
The document discusses AIESEC 2010, an international conference. It was held on unspecified dates and locations. The conference included sessions and moments to discuss AIESEC's goals of enabling young people to create positive change through international internships and leadership experiences. AIESEC aims to realize 8000 exchanges, have 9600 members complete leadership experiences, provide 5000 exchanges with leadership training, engage 40000 total members, and operate across 110 countries and territories by 2010.
4 visão 2015
This document outlines the mission, vision, and goals of AIESEC, an international youth organization. Their mission is "Peace and fulfillment of humankind's potential." Their 2015 vision includes becoming the most credible global youth voice, the first-choice partner across sectors due to their ability to develop leadership, and empowering members to create positive societal impact. This vision is supported by goals to engage and develop every young person in the world.
Value delivery overview
This document discusses value delivery and leadership development in AIESEC. It begins by asking what leadership means for AIESEC and how they will develop it in youth. It then discusses focusing on leadership development model (LDM) delivery to fulfill their promise. The document outlines what exchange participants want from their experience and how AIESEC can deliver a good experience through LDM. It describes the 4 qualities of the leadership model - empowering others, solution oriented, self aware, world citizen. It discusses using Net Promoter Score to measure value delivery and outlines support available for value delivery such as the Entity Control Board.
MNC 2016 Value Delivery
This document outlines AIESEC India's roadmap for 2016, which focuses on operational excellence and customer intimacy. The roadmap includes delivering SDG-aligned projects, value to members, and internal branding. It also details plans for leadership development, including implementing the LEAD model to provide learning environments that develop qualities like empowering others, being solution-oriented, self-awareness, and having a world citizen mindset. A 4-step process is outlined for implementing the LEAD model at the local committee level, including training team members, creating a delivery plan, and tracking progress.
10214515 1. aiesec_way_toolkit
The document provides an internal guide for AIESEC members to better understand the organization. It contains explanations of key aspects of "THE AIESEC WAY" including what AIESEC is, its vision, impact, values, and how it operates. The appendix lists revisions and differences in statements over time as the AIESEC Way has evolved.
What is AIESEC - Product sheet
AIESEC is the world's largest youth-run organization that provides leadership development opportunities to young people through international internships, conferences, and networking. It engages over 80,000 young people every five years. AIESEC offers over 6,500 leadership roles, 350 conferences, and 4,400 professional international work experiences each year. The organization focuses on developing individuals' sense of responsibility, self-awareness, ability to challenge perceptions, and networking skills.
The AIESEC Experience
AIESEC provides global leadership experiences to develop peace and fulfill humanity's potential. It uses an experience called Engagement with AIESEC to spark interest in young people to develop themselves and contribute to a better world. Experiential Leadership Development enables learning from practical experiences in challenging environments. Finally, Life Long Connection embodies leadership in everyday life for those who participate in AIESEC's programs. Over 1.82 billion people have been part of the AIESEC experience globally.
RYLC 2015
This document is a delegate booklet for an AIESEC conference that aims to introduce delegates to AIESEC's mission and experiential leadership development experiences. Over four days, delegates will learn about AIESEC's value proposition, how to start their lifelong leadership journeys through personal assessment and developing leadership qualities, and how to participate in AIESEC exchanges as both customers and exchange deliverers. Delegates will also discuss the impactful stories generated through international exchanges and create mission plans to determine how they can develop and participate in experiential opportunities with AIESEC.
The ultimate lcp wisdom book
This document contains wisdom and insights from Local Committee Presidents (LCPs) around the world on leading AIESEC as a social enterprise. Some key points:
1) LCPs discuss the concept of AIESEC operating as a social enterprise, balancing social impact, sustainability, and financial goals. This allows AIESEC to have more freedom and opportunities to achieve greater impact.
2) Leading an LC is like being the CEO of a social enterprise. LCPs must focus on people, planet, and profit to take their committee from good to great.
3) Insights are provided on exploring local markets, asking "why not?" to spark innovation, and focusing on the core
AIESEC 2020
AIESEC dreams of addressing the world's needs through collaborative projects, responding quickly to global trends, and empowering innovative members to think creatively and act on new ideas. Their vision includes enabling local chapters to rapidly expand the number of exchanges they facilitate, ensuring everyone can experience AIESEC, and building a movement that engages and develops all young people worldwide through unlimited physical and virtual engagement.
1. AIESEC: The AIESEC Way
The document discusses "The AIESEC Way", which is both the manner and path that AIESEC aims to positively impact society. The AIESEC Way provides leadership opportunities, international internships, and participation in a global learning environment to enable young people to discover and develop their potential. It is comprised of values like activating leadership, enjoying participation, striving for excellence, and demonstrating integrity. The AIESEC Way is AIESEC's unique approach to empowering youth and fulfilling humanity's potential through peace.
AIESEC 2020 statements
The document outlines dreams for the future of AIESEC, an international student organization. It dreams of an AIESEC that addresses global needs through collaborative projects, responds quickly to trends, and encourages innovative thinking among members. The document also dreams of an AIESEC where local chapters can grow rapidly, everyone can experience AIESEC, and the movement engages and develops young people worldwide through unlimited physical or virtual engagement.
Chapter 1 AIESEC Way
The document discusses the "AIESEC Way", which is both a description of how AIESEC aims to positively impact society and the path they are taking to achieve their vision. Their vision is to provide an international platform that enables young people to discover their potential and develop leadership skills through experiential learning opportunities like international internships and participation in a global community. Key aspects of the AIESEC Way include English as the official language, using the approved logo from 1990, and adhering to the AIESEC Code of Ethics. The document encourages taking on a leadership role on the 2016 Executive Board of AIESEC UC.
AIESEC Way Toolkit
The document summarizes the evolution of The AIESEC Way, which is AIESEC's guide for its purpose, vision, and values. It traces the development of The AIESEC Way from its origins after World War 2 to the present day. Key points discussed include AIESEC shifting its focus from skills development to leadership development, updating its statements to better reflect its current approach of engaging and developing every young person in the world, and revising its values and vision statements over the years to unite its global membership.
Creative Notes: Bridal Wear
These Creative Notes are a compilation of highly creative ideas, curated and commented on by Puneet Bhatnagar, the creativity trainer India looks up to for inspiration.
Happiness as a business model - Delivering Happiness Carlos Piera Serra
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Carlos Piera "Global Happiness Navigator" vastaa Delivering Happiness -organisaation maailmanlaajuisen partneriverkoston rakentamisesta. Hän kertoo, miksi onnellisuus on tärkeää liiketoiminnassa sekä siitä, mitä DH tekee, miten ja miksi.Education day
The document summarizes the history of AIESEC from 1946 to 1976, highlighting several milestones:
1) In 1946, founding members started building the organization and defined its identity in 1948 and 1949.
2) By 1949, 89 students participated in exchanges and exchange was defined as the core activity.
3) Through the 1960s, the number of student exchanges grew rapidly, reaching over 2,000 by the end of the decade.
4) Seminars were introduced in 1961 to complement the exchange experience.
AIESEC Melbourne OGX Award July 2012
In the first six months of 2012, AIESEC Melbourne's OGX team achieved extraordinary results with the highest number of applications, raises, matches, and realizations in the organization's history. This included a 229% increase in raises, 300% increase in matches, and 125% increase in realizations compared to the same period in 2011. The team implemented new initiatives like regional specialization, a winter recruitment campaign, and a Facebook marketing campaign to drive these strong results. Notable achievements included establishing a large summer pipeline, strengthening exchange culture on campus, and successfully reintegrating returned exchange participants into leadership roles.
AIESEC MU OGX National Awards July 2012
In the first six months of 2012, AIESEC Melbourne achieved extraordinary growth in its Global Citizen Development Program (GCDP), with the highest numbers of applications, raises, matches, and realizations in the local committee's history. New initiatives like regional team structures, a winter GCDP campaign, and a Facebook campaign helped drive this growth. The document focuses on the quantitative successes of the GCDP in the first half of 2012 and new approaches taken to improve the program.
2. What | United Kingdom | OGX | NSC2014 Output
This document outlines an agenda for an OGX training session. It includes a history class reviewing past OGX metrics, introductions of the OGX team members Lubka and Roxana, and a review of the OGX process using different creative methods. The agenda also involves speed dating, presentations, and planning for upcoming commitments over the summer.
AIESEC Mongolia Info Session
AIESEC is a global student-run organization with 86,000 members across 124 countries that provides leadership development and international exchange opportunities to young people. The information session agenda outlines what AIESEC is, the experiences members and leaders gain, and an alumni's personal story. It also details the local committee structure, exchange programs for global community development and internships, and the application process.
Recruitment
The document provides guidance on using various recruitment strategies and campus resources for an AIESEC recruitment training. It discusses revising elevator pitches, using social media like videos and blogs by past exchange participants, targeting specific student groups, and leveraging campus resources like department advisors, common areas, and mass email lists to promote AIESEC internship opportunities. The goal is to recruit effectively through concise, engaging messaging and tapping into existing student networks and activities.
United Kingdom | Marketing and Communications | NSC2014 Output
The document provides guidance to AIESEC UK marketing and communications officers (MaC) on planning their activities and outputs over their term. It emphasizes setting clear goals and deadlines using a calendar or timeline format to break work down into smaller, quantifiable chunks. Examples are given of specific tasks and goals MaC officers could include on their calendars to plan their work until the end of their term. The document also discusses learning about best practices from AIESEC chapters globally and integrating marketing strategies with other functions.
Bd er
This document outlines the year plans and targets for Business Development & External Relations at AIESEC Hyderabad for 2013-2014. It includes quarterly targets for fundraising events and products. The total fundraising target is 26 lakhs (2.6 million rupees) through events, all season products, projects based on exchange, and new exchange program realizations. Support will also be provided to alumni networks and other support groups.
AIESEC IIT KGP OGX
This document provides an overview of the Out-Going eXchange (OGX) program through AIESEC. It defines an international exchange as involving the physical exchange of a student between member countries for 8-78 weeks. The top 10 exchange countries are listed. The OGX process involves raising awareness, matching students with opportunities, preparing them logistically and culturally, facilitating the exchange, and assisting with reintegration upon return. Key aspects of being an effective OGXer include teamwork, recruitment, matching students using the online system, ensuring realization of exchanges, and reflecting on the program's impact.
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MNC 2016 Value Delivery
This document outlines AIESEC India's roadmap for 2016, which focuses on operational excellence and customer intimacy. The roadmap includes delivering SDG-aligned projects, value to members, and internal branding. It also details plans for leadership development, including implementing the LEAD model to provide learning environments that develop qualities like empowering others, being solution-oriented, self-awareness, and having a world citizen mindset. A 4-step process is outlined for implementing the LEAD model at the local committee level, including training team members, creating a delivery plan, and tracking progress.
10214515 1. aiesec_way_toolkit
The document provides an internal guide for AIESEC members to better understand the organization. It contains explanations of key aspects of "THE AIESEC WAY" including what AIESEC is, its vision, impact, values, and how it operates. The appendix lists revisions and differences in statements over time as the AIESEC Way has evolved.
What is AIESEC - Product sheet
AIESEC is the world's largest youth-run organization that provides leadership development opportunities to young people through international internships, conferences, and networking. It engages over 80,000 young people every five years. AIESEC offers over 6,500 leadership roles, 350 conferences, and 4,400 professional international work experiences each year. The organization focuses on developing individuals' sense of responsibility, self-awareness, ability to challenge perceptions, and networking skills.
The AIESEC Experience
AIESEC provides global leadership experiences to develop peace and fulfill humanity's potential. It uses an experience called Engagement with AIESEC to spark interest in young people to develop themselves and contribute to a better world. Experiential Leadership Development enables learning from practical experiences in challenging environments. Finally, Life Long Connection embodies leadership in everyday life for those who participate in AIESEC's programs. Over 1.82 billion people have been part of the AIESEC experience globally.
RYLC 2015
This document is a delegate booklet for an AIESEC conference that aims to introduce delegates to AIESEC's mission and experiential leadership development experiences. Over four days, delegates will learn about AIESEC's value proposition, how to start their lifelong leadership journeys through personal assessment and developing leadership qualities, and how to participate in AIESEC exchanges as both customers and exchange deliverers. Delegates will also discuss the impactful stories generated through international exchanges and create mission plans to determine how they can develop and participate in experiential opportunities with AIESEC.
The ultimate lcp wisdom book
This document contains wisdom and insights from Local Committee Presidents (LCPs) around the world on leading AIESEC as a social enterprise. Some key points:
1) LCPs discuss the concept of AIESEC operating as a social enterprise, balancing social impact, sustainability, and financial goals. This allows AIESEC to have more freedom and opportunities to achieve greater impact.
2) Leading an LC is like being the CEO of a social enterprise. LCPs must focus on people, planet, and profit to take their committee from good to great.
3) Insights are provided on exploring local markets, asking "why not?" to spark innovation, and focusing on the core
AIESEC 2020
AIESEC dreams of addressing the world's needs through collaborative projects, responding quickly to global trends, and empowering innovative members to think creatively and act on new ideas. Their vision includes enabling local chapters to rapidly expand the number of exchanges they facilitate, ensuring everyone can experience AIESEC, and building a movement that engages and develops all young people worldwide through unlimited physical and virtual engagement.
1. AIESEC: The AIESEC Way
The document discusses "The AIESEC Way", which is both the manner and path that AIESEC aims to positively impact society. The AIESEC Way provides leadership opportunities, international internships, and participation in a global learning environment to enable young people to discover and develop their potential. It is comprised of values like activating leadership, enjoying participation, striving for excellence, and demonstrating integrity. The AIESEC Way is AIESEC's unique approach to empowering youth and fulfilling humanity's potential through peace.
AIESEC 2020 statements
The document outlines dreams for the future of AIESEC, an international student organization. It dreams of an AIESEC that addresses global needs through collaborative projects, responds quickly to trends, and encourages innovative thinking among members. The document also dreams of an AIESEC where local chapters can grow rapidly, everyone can experience AIESEC, and the movement engages and develops young people worldwide through unlimited physical or virtual engagement.
Chapter 1 AIESEC Way
The document discusses the "AIESEC Way", which is both a description of how AIESEC aims to positively impact society and the path they are taking to achieve their vision. Their vision is to provide an international platform that enables young people to discover their potential and develop leadership skills through experiential learning opportunities like international internships and participation in a global community. Key aspects of the AIESEC Way include English as the official language, using the approved logo from 1990, and adhering to the AIESEC Code of Ethics. The document encourages taking on a leadership role on the 2016 Executive Board of AIESEC UC.
AIESEC Way Toolkit
The document summarizes the evolution of The AIESEC Way, which is AIESEC's guide for its purpose, vision, and values. It traces the development of The AIESEC Way from its origins after World War 2 to the present day. Key points discussed include AIESEC shifting its focus from skills development to leadership development, updating its statements to better reflect its current approach of engaging and developing every young person in the world, and revising its values and vision statements over the years to unite its global membership.
Creative Notes: Bridal Wear
These Creative Notes are a compilation of highly creative ideas, curated and commented on by Puneet Bhatnagar, the creativity trainer India looks up to for inspiration.
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Carlos Piera "Global Happiness Navigator" vastaa Delivering Happiness -organisaation maailmanlaajuisen partneriverkoston rakentamisesta. Hän kertoo, miksi onnellisuus on tärkeää liiketoiminnassa sekä siitä, mitä DH tekee, miten ja miksi.What's hot (13)
Happiness as a business model - Delivering Happiness Carlos Piera Serra
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Education day
The document summarizes the history of AIESEC from 1946 to 1976, highlighting several milestones:
1) In 1946, founding members started building the organization and defined its identity in 1948 and 1949.
2) By 1949, 89 students participated in exchanges and exchange was defined as the core activity.
3) Through the 1960s, the number of student exchanges grew rapidly, reaching over 2,000 by the end of the decade.
4) Seminars were introduced in 1961 to complement the exchange experience.
AIESEC Melbourne OGX Award July 2012
In the first six months of 2012, AIESEC Melbourne's OGX team achieved extraordinary results with the highest number of applications, raises, matches, and realizations in the organization's history. This included a 229% increase in raises, 300% increase in matches, and 125% increase in realizations compared to the same period in 2011. The team implemented new initiatives like regional specialization, a winter recruitment campaign, and a Facebook marketing campaign to drive these strong results. Notable achievements included establishing a large summer pipeline, strengthening exchange culture on campus, and successfully reintegrating returned exchange participants into leadership roles.
AIESEC MU OGX National Awards July 2012
In the first six months of 2012, AIESEC Melbourne achieved extraordinary growth in its Global Citizen Development Program (GCDP), with the highest numbers of applications, raises, matches, and realizations in the local committee's history. New initiatives like regional team structures, a winter GCDP campaign, and a Facebook campaign helped drive this growth. The document focuses on the quantitative successes of the GCDP in the first half of 2012 and new approaches taken to improve the program.
2. What | United Kingdom | OGX | NSC2014 Output
This document outlines an agenda for an OGX training session. It includes a history class reviewing past OGX metrics, introductions of the OGX team members Lubka and Roxana, and a review of the OGX process using different creative methods. The agenda also involves speed dating, presentations, and planning for upcoming commitments over the summer.
AIESEC Mongolia Info Session
AIESEC is a global student-run organization with 86,000 members across 124 countries that provides leadership development and international exchange opportunities to young people. The information session agenda outlines what AIESEC is, the experiences members and leaders gain, and an alumni's personal story. It also details the local committee structure, exchange programs for global community development and internships, and the application process.
Recruitment
The document provides guidance on using various recruitment strategies and campus resources for an AIESEC recruitment training. It discusses revising elevator pitches, using social media like videos and blogs by past exchange participants, targeting specific student groups, and leveraging campus resources like department advisors, common areas, and mass email lists to promote AIESEC internship opportunities. The goal is to recruit effectively through concise, engaging messaging and tapping into existing student networks and activities.
United Kingdom | Marketing and Communications | NSC2014 Output
The document provides guidance to AIESEC UK marketing and communications officers (MaC) on planning their activities and outputs over their term. It emphasizes setting clear goals and deadlines using a calendar or timeline format to break work down into smaller, quantifiable chunks. Examples are given of specific tasks and goals MaC officers could include on their calendars to plan their work until the end of their term. The document also discusses learning about best practices from AIESEC chapters globally and integrating marketing strategies with other functions.
Bd er
This document outlines the year plans and targets for Business Development & External Relations at AIESEC Hyderabad for 2013-2014. It includes quarterly targets for fundraising events and products. The total fundraising target is 26 lakhs (2.6 million rupees) through events, all season products, projects based on exchange, and new exchange program realizations. Support will also be provided to alumni networks and other support groups.
AIESEC IIT KGP OGX
This document provides an overview of the Out-Going eXchange (OGX) program through AIESEC. It defines an international exchange as involving the physical exchange of a student between member countries for 8-78 weeks. The top 10 exchange countries are listed. The OGX process involves raising awareness, matching students with opportunities, preparing them logistically and culturally, facilitating the exchange, and assisting with reintegration upon return. Key aspects of being an effective OGXer include teamwork, recruitment, matching students using the online system, ensuring realization of exchanges, and reflecting on the program's impact.
Global Talent - OGX Support
This is a template for LCs to use for info sessions. They should be customized according to LC realities, and there are with links to additional resources as well as some suggested points to elaborate on in the slide "comments" throughout the presentation. A cool thing to do would be to incorprate the content into a Prezi to add a little twist to the delivery method.
Global citizen - OGX Support
This is a PPT template for LCs to use for info-sessions. They should be customized according to LC realities, and there are with links to additional resources as well as some suggested points to elaborate on in the slide "comments" throughout the presentation. Another cool thing to do would be to use the content and create a Prezi .
AIESEC OGX Intro
AIESEC is the world's largest student organisation, but it is far more than just that. Here is a look at what AIESEC does, and how it does it...
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United Kingdom | Marketing and Communications | NSC2014 Output
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This document discusses AIESEC's Global Community Development Programme (GCDP). It provides leadership development opportunities for young people through international volunteer experiences. Young people volunteer with organizations focused on community development for 6-78 weeks. They gain cross-cultural experience and can make a positive social impact. The program aims to develop entrepreneurial and responsible leadership. Host organizations benefit from volunteers who can help support their initiatives and projects. The document outlines the customer flow process and how the experiences align with AIESEC's goals of developing youth leadership worldwide.
Our Ambition
This document outlines plans to create images of the future for AIESEC in Portugal in 2015. It provides background on AIESEC's past strategic plans from 1999 to 2010 that set ambitious goals and visions. The group will follow a process of individual envisioning, discussions in pairs and groups, and consolidating ideas to develop 3 images of the future for how AIESEC Portugal can achieve the global goals of being a leading global youth voice, first choice partner, and creating cross-generational positive impact by 2015. The document guides participants through visualization, idea sharing, drawing concepts, and selecting a team to finalize the images of the future.
Around the world expro - pdf
This document appears to be a transcript from an AIESEC conference or training. It discusses AIESEC's goals of engaging and developing every young person in the world (BHAG), and achieving certain targets by 2015 related to the scale and quality of its programs (GIP, GCDP, TMP, TLP). Participants are asked to consider what achieving the 2015 goals would mean for their local entities and countries. The document encourages participants that achieving the 2015 goals can have a positive global impact and that AIESEC can achieve its ambitious goals by working together around the world.
The AIESEC way
The document outlines AIESEC's vision, mission, and approach to providing experiential leadership development opportunities for young people globally. Specifically, it discusses:
1) AIESEC's goal of enabling young people to discover and develop their potential for leadership and positive social impact through international internships and global programs.
2) The four main programs offered - Team Member Program, Team Leader Program, Global Internship Program, and Global Community Development Program - which provide cross-cultural experiences, access to a global network, and opportunities for personal and professional growth.
3) AIESEC's vision of engaging and developing every young person in the world by 2015 through these experiential leadership development experiences.
W hy
The document discusses the need for new models of leadership given today's complex, interconnected world. It describes AIESEC's mission to develop leadership through providing experiential learning opportunities for young people. AIESEC's goal is to engage and develop every young person worldwide by 2015 through their leadership development framework. The document emphasizes AIESEC members becoming the leaders that the world needs by fully contributing to and experiencing AIESEC's advanced leadership model.
AP Summit: LDM + GCDP
1. The document discusses a global community development programme that aims to develop entrepreneurial and responsible leadership through international volunteer experiences.
2. It describes the experience of a communications student from Sydney, Australia who joined AIESEC and participated in various leadership programmes and exchanges in countries like Cambodia, Indonesia, and India.
3. These experiences opened their eyes to the world, developed a strong sense of responsibility, and expanded their network across many regions - demonstrating how such programmes can have a remarkable impact by aggregating individual stories of growth and development.
Relevant AIESEC
The document discusses how AIESEC, a youth organization, can remain relevant to young people in a changing world. It suggests that AIESEC should focus on representing youth voices, advocating for issues important to young people, and creating opportunities aligned with the challenges youth identify. To do this effectively, AIESEC needs to understand key trends affecting youth through research like "youth speak." It also must determine how to represent all young people, not just university students, and influence policies through strategic partnerships. The goal is placing youth at the center of AIESEC's work so it can enable action and inspire young people to address issues they care about globally.
AIESEC Purpose
This document provides information about AIESEC, including its purpose of developing leadership through international exchange experiences. It discusses the trends and challenges facing the world that require new leadership. AIESEC believes leadership can be developed by providing experiences that make people world citizens, self-aware, empower others, and are solution-driven. It promotes an "inner and outer journey" for personal and professional growth. The document outlines AIESEC's vision of engaging and developing every young person to have a positive global impact and fulfill humanity's potential. It discusses AIESEC's strategic plan and goals for leadership programs and experiences in 2015.
AIESEC Leadership Model for EPs
This document discusses AIESEC's mission of developing young global leaders through international volunteer experiences. It emphasizes that AIESEC focuses on leadership development, not just superficial experiences or trying to directly solve all the world's problems. AIESEC provides inner and outer journeys to help members develop leadership skills that can make a positive impact on society. The goal is to cultivate responsible and entrepreneurial leaders who can help create a more peaceful world where human potential is fulfilled.
Victoria de mello mcp application, aiesec in brazil 2014-15
Here are the key points I would highlight in response to your question:
1. AIESEC in Brazil achieved 2015 when it became truly recognized as the leading youth leadership development organization in the country, known for providing practical, hands-on experiences that empower young people to take action and make an impact.
2. To achieve this, AIESEC needs to significantly expand its reach within Brazil, partnering with universities, companies, NGOs and government institutions across diverse regions to offer its programs to many more young people from all backgrounds.
3. The quality and impact of the experiences must be strengthened through improved training, coaching, monitoring and evaluation of outcomes. Participants' leadership skills and contributions to society should be clearly demonstrated.
AIESEC WAY
The document discusses AIESEC, a global student-run organization. It describes AIESEC's vision of realizing humankind's potential through peace and empowering youth. Members can gain leadership experience through opportunities like international internships, team projects, and community development programs. The organization's values center around empowering youth leadership through an integrated international experience.
The leader we create
An average student joined AIESEC and tried different areas within the organization, taking on roles of increasing responsibility such as vice president and team leader. AIESEC enabled this person's leadership development journey and helped them take a stand on issues they care about. The document suggests AIESEC helps create lifelong leaders by giving young people opportunities to learn and develop others through real-world experience.
AIESEC: The Clarity of What
The document discusses AIESEC's purpose of achieving "Peace & Fulfillment of Humankind's Potential". It notes that peace means avoiding conflict from cultural/religious differences and living in harmony while respecting others. AIESEC's "How" is developing leadership qualities in experiences to guide future leaders through difficult situations. It questions if a leader who experienced AIESEC would handle protests differently. The "What" is delivering experiences and an inner/outer journey that develops leadership qualities in members and customers. It emphasizes that leadership development must be the focus of every experience for AIESEC to deliver on its mission. It concludes that developing leadership in each person is how AIESEC works to achieve its goal of a more
10210112 essence and_progress__final
The document discusses reconnecting with the essence of AIESEC and understanding the relationship between The AIESEC Way, the BHAG, AIESEC 2015, and the AIESEC Experience. It addresses the major challenges facing the world today like awareness of global issues and empowering young people. The AIESEC Experience and engagement with AIESEC should align with the organization's essence as expressed in The AIESEC Way and BHAG of engaging and developing every young person globally.
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Victoria de mello mcp application, aiesec in brazil 2014-15
Victoria de mello mcp application, aiesec in brazil 2014-15
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Closing plenary
The document discusses strategies for functions to collaborate across regions to grow sustainably. It focuses on the importance of back offices, addressing detractor issues, and CEM initiatives. A key message is that leadership requires facing challenges and delegating accountability to empower teams and maximize performance during summer peak seasons while building a sustainable talent pipeline.
Gen2015
The document discusses taking responsibility for the growth of AIESEC by taking a leadership role in society through AIESEC activities and knowing the action steps to have a bigger impact after a conference. It emphasizes being a role model to one's team, valuing leadership through storytelling, and ensuring the term in one's AIESEC role is meaningful by making an impact.
Lead team building (final)
The document outlines an objectives for a session on building successful teams. The session aims to help delegates understand what makes a successful team, how to overcome common teamwork challenges, and how to empower team members. Attendees are asked to define a successful team and share challenges they have faced on teams and how those challenges were overcome, with a focus on delegation and empowerment of members. The session is designed to be informal over coffee.
Customer loyalty
The document outlines the objectives of a session which are:
1) Ensuring all members see the importance of quality while increasing quantity.
2) Delegates know the main CLO and CLS strategies for the summer peak.
3) Delegates apply action steps for quality improvement immediately after the conference.
Grow back office (final)
The document discusses the importance of synergy between front office and back office teams, especially during summer peaks. It notes that alone, front office cannot achieve goals and needs support from back office functions. The document encourages drawing a synergy map within one's local cluster and having discussions to get both teams on the same page in supporting each other. The overall message is that ambitious goals require collaboration between front office and back office.
Strategies ogx
The document outlines a plan for an organization to promote matching opportunities through various initiatives from May to August. It includes hosting a "matching mania" event in May to intensely match participants. In subsequent months it plans to match all opportunities, update details online, promote opportunities through newsletters and events, and collect stories and highlights from past participants. The goal is to promote opportunities year-long through various engagement and outreach activities.
Together we have and together we can
This document outlines the objectives and agenda for a session on regional collaboration. The session aims to:
1) Understand the general country practices of other countries and how they apply to OGX Vietnam;
2) Exchange functions and ideas to grow or support regional collaborations;
3) Define clear action steps for delivering existing collaboration projects.
The document prompts attendees to think of possible regional initiatives to match current employment programs and training needs, boost employee pay and engagement through regional raises, and engage partners in company events. Three action steps identified are matching available forms, pursuing regional pay raises, and engaging partners in events. Goals to achieve through these steps will also be outlined.
Day 2 morning plenary
The document discusses empowering local communities (LCs) to maximize performance during the summer peak season and have a sustainable pipeline. It describes sessions at a conference in Hanoi that focused on leadership, growth, collaboration, and sustainability. Attendees provided feedback that the sessions were well-prepared with insights, but that some solutions discussed may not work in practice and discussion time was limited. Suggestions were made to find energizers for tired people, allocate more reflection and dance time, and encourage interactions between attendees.
Day 1 evening plenary
The document discusses an AIESEC event in Hanoi, Vietnam. It talks about telling stories of change to envision how Vietnam could develop in the future. Members are responsible for creating a good environment for developing other members by being role models and demonstrating value-based leadership. The event inspired actions through storytelling and bringing professionals into AIESEC. Attendees were given a form to provide feedback on why attending was worthwhile, what they would start doing, and how engaged they were in the sessions, as well as suggestions for improvement.
Story telling
This document provides tips for selling time by using storytelling techniques. It recommends placing the customer in the scene by bringing them into the story, creating curiosity to engage them, and having a conversational style to connect with them. The document also mentions exercising storytelling skills.
Lead cases
This document outlines an exercise for team leadership development. It includes instructions for role-playing different leadership scenarios in small groups. Three scenarios are provided that involve addressing team performance issues, handling broken promises, and setting future goals when members leave. Participants are instructed to discuss each scenario from the perspective of their role in 2-3 sentences. At the end, they are prompted to reflect on lessons for their own leadership style and goals for the future.
Lead ideal cards (final)
The document describes an activity where participants trade cash and "ideal cards" representing values to become the richest. After reflecting on the values they ended up with and those that guide their behaviors, the document discusses value-based leadership, defining it as leading through one's own values while considering others. It provides steps for developing value-based leadership through self-reflection, balance, confidence, and humility.
Coaching and team development (draft)
This document discusses leadership styles and developing team members at different stages of competency and commitment. It presents a model of 4 stages of development based on competency and commitment, and 4 corresponding leadership styles based on the level of directive and supportive behaviors from the leader. The goal is for leaders to understand how to adjust their leadership to help members achieve goals and learn based on the members' development levels.
Around the world
This document appears to be from an AIESEC conference and discusses the organization's goals and vision. It includes:
- Discussions around participants' experiences in AIESEC and how it has impacted them.
- An explanation of AIESEC's vision of achieving peace and fulfillment of humanity's potential.
- Details around their impact model of developing leadership through experiential learning opportunities for young people.
- Their goal or "Big Hairy Audacious Goal" of engaging and developing every young person in the world by 2015.
- Statistics and targets around scaling up their flagship programs like the Global Internship Programme and Global Community Development Programme.
Day 1 morning plenary
This document provides guidance for empowering local community (LC) leaders to maximize performance during the summer peak season and maintain a sustainable pipeline of new customers. It outlines four blocks of focus - LEAD, GROW, COLLABORATE, and SUSTAIN - and within the LEAD and GROW blocks lists tips for participants which include sitting with someone new, taking notes, approaching facilitators as humans, asking questions if unsure, sharing experiences, respecting speakers, and enjoying the conference activities.
Day 1 morning plenary
The document provides guidance for empowering local community (LC) leaders to maximize performance during the summer peak season and maintain a sustainable pipeline of new customers. It encourages attendees to introduce themselves to someone new, take notes during sessions, approach facilitators with questions since they are there to help, ask questions if anything is unclear, share knowledge with others, respect speakers, and enjoy the conference activities and music.
Draft of presentation
This document discusses gender and leadership over time. It notes that in the 1970s, popular press portrayed women as inferior leaders compared to men. However, by the 1990s, researchers found evidence that women can be highly effective leaders, as seen in female CEOs of major companies. The document also questions why women remain underrepresented in elite leadership roles despite evidence of women's effectiveness. It discusses how perceptions of gender and leadership have changed as more women take on prominent leadership positions in business and politics.
Women matter mar2012_english
This document summarizes a report on gender diversity in European companies. It finds that while women's representation on corporate boards has grown in recent years, it remains lower on executive committees. Most companies have initiatives to promote gender diversity but have yet to see significant results. The best performing companies show high management commitment, carefully monitor gender representation, and address mindsets to support diversity. However, women remain underrepresented at senior levels across industries due to leaks in the talent pipeline as they advance.
Sample draft PwC partnership proposal
This document proposes a partnership between AIESEC, an international student organization, and PwC, an accounting firm. The partnership would provide PwC access to AIESEC's global talent pool of interns and alumni, help raise PwC's brand awareness, and allow for potential CSR collaboration. Key aspects of the partnership include providing interns for PwC offices globally, endorsements from AIESEC alumni working at PwC, and engagement opportunities between PwC and AIESEC members over the course of the year.
Sessions and outputs ilead 2014
The document outlines the agenda for the ILEAD 2014 conference in Hai Phong over 4 days. Day 1 focused on understanding the current world and driving action with purpose. Day 2 covered topics like innovative mindsets, leadership, decision making, and time management. Day 3 discussed social business models and commission outputs. Day 4 also included commission outputs and discussions around marketing and putting people first. Other sections covered conference rules and a closing message.
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Working with data is a challenge for many organizations. Nonprofits in particular may need to collect and analyze sensitive, incomplete, and/or biased historical data about people. In this talk, Dr. Cori Faklaris of UNC Charlotte provides an overview of current AI capabilities and weaknesses to consider when integrating current AI technologies into the data workflow. The talk is organized around three takeaways: (1) For better or sometimes worse, AI provides you with “infinite interns.” (2) Give people permission & guardrails to learn what works with these “interns” and what doesn’t. (3) Create a roadmap for adding in more AI to assist nonprofit work, along with strategies for bias mitigation.
原版制作(英国Southampton毕业证书)南安普顿大学毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(英国Southampton毕业证书)南安普顿大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
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一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作(DPU毕业证书)德保罗大学毕业证Offer一模一样
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作(Hope毕业证书)利物浦霍普大学毕业证文凭证书一模一样
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
AHMR volume 10 number 1 January-April 2024
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.
Monitoring Health for the SDGs - Global Health Statistics 2024 - WHO
The 2024 World Health Statistics edition reviews more than 50 health-related indicators from the Sustainable Development Goals and WHO’s Thirteenth General Programme of Work. It also highlights the findings from the Global health estimates 2021, notably the impact of the COVID-19 pandemic on life expectancy and healthy life expectancy.
Practical guide for the celebration of World Environment Day on june 5th.
Land degradation, desertification and drought resilience. UN ENVIRONMENT PROGRAMME -WORLD ENVIRONMENT DAY 2024.
Transit-Oriented Development Study Working Group Meeting
This presentation on TOD best practices and model zoning was shared with the Cuyahoga County TOD working group on June 5, 2024.
快速办理(Bristol毕业证书)布里斯托大学毕业证Offer一模一样
学校原件一模一样【微信：741003700 】《(Bristol毕业证书)布里斯托大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
RFP for Reno's Community Assistance Center
Property appraisals completed in May for downtown Reno’s Community Assistance and Triage Centers (CAC) reveal that repairing the buildings to bring them back into service would cost an estimated $10.1 million—nearly four times the amount previously reported by city staff.
Awaken new depths - World Ocean Day 2024, June 8th.
UN WOD 2024 will take us on a journey of discovery through the ocean's vastness, tapping into the wisdom and expertise of global policy-makers, scientists, managers, thought leaders, and artists to awaken new depths of understanding, compassion, collaboration and commitment for the ocean and all it sustains. The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
State crafting: Changes and challenges for managing the public finances
Presentation at Resolution Foundation event putting the public finances into context ahead of the next election.
在线办理(ISU毕业证书)爱荷华州立大学毕业证学历证书一模一样
学校原件一模一样【微信：741003700 】《(ISU毕业证书)爱荷华州立大学毕业证学历证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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Practical guide for the celebration of World Environment Day on june 5th.
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Awaken new depths - World Ocean Day 2024, June 8th.
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State crafting: Changes and challenges for managing the public finances
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Around the world
- 2. Pawel Gorski MCP AIESEC in Vietnam
- 4. AIESEC has changed us.
- 5. Pair and share in 15 minutes
- 6. What was my most powerful experience in AIESEC? How has that experience changed me? If many more people lived that kind of experience, how would the world look like? 15 min
- 7. In AIESEC, we are only focused on achieving high numbers, GOALS YES NO
- 9. What AIESEC envisions: Peace and fulfillment of humankind’s potential
- 10. WHY? AIESEC exists? Peace & Fulfillment of humankind’s potential HOW? we make it possible? Developing value-based leadership among youth WHAT? do we do to develop leadership? Global Internship Programme Global Community Development
- 11. What We Envision:Peace & Fulfillment of Human Kind’s Potential What We Envision:Peace & Fulfillment of Human Kind’s Potential Our Impact Model Develop Change Agents by providing Experiential Leadership Development Opportunities for Young People Our Impact Model Develop Leadership by providing Experiential Leadership Development Opportunities for Young People
- 12. After 60 years…
- 13. What We Envision:Peace & Fulfillment of Human Kind’s Potential What We Envision:Peace & Fulfillment of Human Kind’s Potential AIESEC 2010 MoS Our Impact Model Develop Change Agents by providing Experiential Leadership Development Opportunities for Young People Our Impact Model Develop Leadership by providing Experiential Leadership Development Opportunities for Young People
- 14. What could challenge us to grow bigger?
- 15. Engage and develop every young person in the world
- 16. What We Envision:Peace & Fulfillment of Human Kind’s Potential What We Envision:Peace & Fulfillment of Human Kind’s Potential Our Impact Model Develop Change Agents by providing Experiential Leadership Development Opportunities for Young People BHAG: Our Aspiration in the Market to push us forward Engage and Develop Every Young Person in the World Our Impact Model Develop Leadership by providing Experiential Leadership Development Opportunities for Young People AIESEC 2010 MoS
- 17. A bigger and better AIESEC
- 18. What We Envision:Peace & Fulfillment of Human Kind’s Potential What We Envision:Peace & Fulfillment of Human Kind’s Potential AIESEC 2015 MoS Our Impact Model Develop Change Agents by providing Experiential Leadership Development Opportunities for Young People BHAG: Our Aspiration in the Market to push us forward Engage and Develop Every Young Person in the World Our Impact Model Develop Leadership by providing Experiential Leadership Development Opportunities for Young People AIESEC 2010 MoS
- 20. Scale and Quality of TMP Experiences Scale and Quality of TLP Experiences Scale and Quality of GIP Experiences Scale and Quality of GCDP Experiences
- 21. 2011 2012 2013 2014 2015 GIP (NPS) 5,500 (-) 7,000 (-) 9,000 (-) 13,000 (43) 17,000 (48) GCDP (NPS) 12,500 (-) 18,500 (-) 22,500 (-) 30,000 (40) 38,000 (48) TMP (NPS) 70,000 (-) 81,000 (-) 100,000 (-) 126,000 (*) 155,000 (*) TLP (NPS) 23,000 (-) 27,000 (-) 33,000 (-) 42,000 (*) 52,000 (*) 1) Quality measures are by Standards (% of Experiences meeting 100% of standards) and Satisfaction (Net Promoter Score) 2) *For TMP and TLP NPS targets are being set
- 22. In AIESEC, we are only focused on achieving high numbers, GOALS YES NO
- 23. Do you know any challenges that other organizations or countries have taken on similar to AIESEC 2015?
- 27. We choose to go to the moon in this decade, not because it is easy, but because it is hard. Because that goal will serve to organize and measure the best of our energies and skills,
- 28. because that challenge is one we are willing to accept, one we are unwilling to postpone, and one we intend to win
- 29. On July 20, 1969 . . . “One small step for man, one giant leap for mankind”
- 30. 2015 is a challenge for us to be the best AIESEC we can be
- 31. 2015 is a dream of a generation of bold AIESECers
- 32. 2015 is about AIESEC continuing a tradition of achieving our ambition
- 33. 2015 is a promise to become an organization that one day can bring your experience to the whole world
- 34. Stand Up
- 35. In one sentence, what is the difference you want to make for your country?
- 36. IMAGINE 10 min Write it down as the front page headline!
- 37. IMAGINE 10 min In a group of 5, share your magazine cover
- 38. IMAGINE 10 min In your group, share what does 2015 mean to you?
- 40. We can achieve it together
- 42. 20 minutes Listen 10 minutes Free Space
- 43. Current: AI Business Development Manager 1314 Past: MCVP Business Development, AIESEC Vietnam 1213 LCP, AIESEC Hanoi 1213 @
- 44. Current: I-Grad Management Trainee, InterContinental Hanoi Westlake Past: LCVP Finance, AIESEC FTU Hanoi1213
- 45. Current: Auditor, KPMG Past: MCVP OGX, AIESEC Vietnam 1112 LCP, AIESEC Hanoi 1011 @
- 46. 10 minutes Free Space