This document provides guidance for facilitating a conversation to establish new local structure at AIESEC based on the New Customer Flow (NCF). It outlines five steps: 1) Understanding the changes NCF brings and dividing work; 2) Setting performance goals; 3) Creating Tier 1 structure; 4) Adapting Tier 1 structure for lower tiers; 5) Validating the structure supports goals and creating an action plan. The overall goal is to co-create framework for key functions that supports NCF across organization tiers.

1. FACILITATE CONVERSATION ON
STRUCTURE BASED ON NCF
Lily Gu
Talent Management, AIESEC in Mainland of China

2. WHY
• The change of new customer flow is not only changing the online
system we’re using
• We need to adjust the operation process from local level to ensure
the new customer flow can be embedded into the whole organization
• TM as the function to facilitate organization HR capacity, L&D, should
take the role to facilitate the related change
• Since the new LC EB has just selected, facilitate the to work on new
function structure according to NCF would be one crucial role for TM.

3. HOW DO MC WORK ON LOCAL
STRUCTURE CHANGE?
• Final output:
• Co-create a framework of -
• oGCDP, oGIP, MarComm structures based on
different tiers

4. ~ASK STEP BY STEP~
• [Step 1] Ask: What change would NCF brings to
your function direction & operation?
To make it easier for discussion, you can
suggest your VP to create a timeline
picture first:
Imagine: form the start of the operation
till the end, what would happen in what
time (on an LC function level)?
Also asking:
With the change brought
from NCF, how many
parts can your function
work can be mainly
divided? What are they?
mkting consulting CSR
Re-intergrate
Example Late Jan Mar-Early Jun Jun-Sep Sep-Oct

5. ~ASK STEP BY STEP~
[Step 2] Ask:
• With NCF, How much
performance & quality would your
Tier 1 function achieve yearly?
• Based on this, in one operation
peak, how much workload would
this function have?
• Based on last question, what kind
of structure would this LC have?
[tips]
• Tier 1 LC would also
have higher productivity
• Bigger operation would
possibly need a process-based
structure
• Refer to AI suggestions

6. ~ASK STEP BY STEP~
[Step 3] Consolidation of Tier1 LC structure
• Check basic TXP criteria: 2 month? 3-6 team members?
(no more than 7-8)
• Do everyone have proper JD? Have work to do in the
whole timeline? Have learning?
• Where profile would this position need? Where would
this people go after this position?
• Final check: Does the productivity & quality generated by
this structure make sense?

7. ~ASK STEP BY STEP~
[Step 4] Create Tier 2-4 LC structure based on Tier 1
• Make structure smaller to fit the tier 2-4 LC reality
• merge the JDs in tier 1 structure when you don’t
need that much people for certain role
• Make it less process-based
• Final check for structure: is the performance/
productivity/quality goal reasonable based on the
structure

8. ~ASK STEP BY STEP~
[Step 5] Double Check
• With the whole new structure, can you
imagine how would your national operation in
a semester/an operation period looks like?
• Is it supporting your goal of future growth?

9. ~ASK STEP BY STEP~
[Step 5] Make it happen
• What action plan would we need to:
• Deliver the structure, let LC to discuss and
customize?
• Make the structure possible to operate in
local level?