This proposal summarizes AIESEC Romania's strategy for 2012-2013. It identifies the organization's strengths, weaknesses, opportunities, and threats through a SWOT analysis. It then outlines three strategic priorities: product development, market orientation, and efficiency on corporate development. Specific strategies are proposed for each priority, along with desired results by the end of the term. These include developing new products, strengthening local and international partnerships, conducting market research, and stabilizing processes. External opportunities that could support the strategies are also listed, such as partnering with alumni, companies, and other organizations.
General Questionnaire MCVP Sales AIESEC RO 12-13AdrianaMahu
The document is an application form from Adriana Mahu for the position of MCVP Sales AIESEC Romania 2012-2013.
1. Adriana outlines her motivations for the role, strengths, and key learnings including a focus on clear processes, cooperation, decision making, and working with diverse cultures.
2. She proposes strategies around long-term partnerships, product development, and account management to increase delivery, satisfaction, and retention.
3. External opportunities include partnerships with multinationals, companies expanding globally, and capitalizing on national projects and initiatives.
The document discusses AIESEC Romania's goals and strategies from 2010-2015. It addresses questions about leadership, SWOT analysis, key achievements and goals.
Some key points discussed are increasing quality over quantity, focusing on engaging more youth, driving collaboration with partners, and having a greater positive social impact. Achievements included shifting mindsets to focus more on exchange outcomes. Goals for 2013-2014 include national preparation plans, transition plans, creating projects relevant to student needs, and goal setting to motivate members.
National strategic plan AIESEC Romania 12 - 13alexnegurici
This document outlines AIESEC Romania's national strategic plan for 2012-2013. It includes the mission statement, measures of success, national drivers and key performance indicators, national initiatives supporting each driver, the national education conference cycle, complementary education activities, business intelligence models, local committee visits, and national rewards and recognition. It also lists the main services provided by the national management committee to the overall organization and local committees.
To ensure constant growth in quality and quantity of outgoing GCDP, the following steps will be taken:
1. Analyze performance over the last 3 years, identifying strengths like national partnerships, growth, and communication, and weaknesses like lack of national projects and low returnee participation.
2. Implement a segmented student market analysis to develop a diversified, tailored product offering addressing factors like academic background and location.
3. Maintain and optimize the current GCDP program with a clear value proposition focused on international opportunities, cross-cultural experience, volunteer impact, and personal development.
4. Employ a product-based marketing strategy targeting the GCDP offering to proper clients and speeding up
The document discusses strategies to improve AIESEC Romania's outgoing Global Internship Program (GIPo). It analyzes past performance and identifies bottlenecks. Key strategies proposed to address bottlenecks and achieve objectives include: 1) focusing marketing and project management on specific sub-programs; 2) improving collaboration between areas; 3) providing localization support and education; 4) enhancing EP selection, matching and servicing; and 5) developing sales capabilities for recruitment teams. The goal is to increase quality and quantity of GIPo realizations through constant growth.
Tania proposes strategies to increase the delivery rate and realization rate of outgoing GIPs in AIESEC Romania. She recommends focusing on subprograms like Global IT, Global Education, and Global Marketing which have strong market needs. She emphasizes improving branding, recruitment, preparation of members and EPs, and tracking systems. Tania analyzes past GIP performance and proposes ensuring full implementation of subprograms, tracking progress, and regular evaluations to maintain growth in quality and quantity.
The document summarizes a presentation by Image Reading Center, Inc. to NYCEDC. It introduces the company founders and staff, who have academic research experience. The company aims to provide a virtual imaging lab and cloud-based image transfer platform to improve quality control of clinical trial imaging data. Currently, 10-50% of imaging data may be rejected due to a lack of technical oversight. The company sees opportunities in both collaborating with academic researchers on proposals and grants, and providing vendor services to biotech, device, and pharmaceutical industry sponsors for technology implementation in clinical trials.
The document provides information on the current situation of the Global Internship Program (GIP) and External Relations (ER) areas in AIESEC Romania. It highlights several local committees (LCs) that are growing and implementing new initiatives, such as alumni advisory teams. It then asks five questions related to realization rates, new initiatives to address challenges, functional area drivers and KPIs, priorities for each quarter, and strategies to contribute to the country's budget and ensure financial sustainability. The respondent provides detailed answers to each question, outlining proposed strategies, priorities, and actions across multiple areas to support the growth and sustainability of AIESEC Romania.
General Questionnaire MCVP Sales AIESEC RO 12-13AdrianaMahu
The document is an application form from Adriana Mahu for the position of MCVP Sales AIESEC Romania 2012-2013.
1. Adriana outlines her motivations for the role, strengths, and key learnings including a focus on clear processes, cooperation, decision making, and working with diverse cultures.
2. She proposes strategies around long-term partnerships, product development, and account management to increase delivery, satisfaction, and retention.
3. External opportunities include partnerships with multinationals, companies expanding globally, and capitalizing on national projects and initiatives.
The document discusses AIESEC Romania's goals and strategies from 2010-2015. It addresses questions about leadership, SWOT analysis, key achievements and goals.
Some key points discussed are increasing quality over quantity, focusing on engaging more youth, driving collaboration with partners, and having a greater positive social impact. Achievements included shifting mindsets to focus more on exchange outcomes. Goals for 2013-2014 include national preparation plans, transition plans, creating projects relevant to student needs, and goal setting to motivate members.
National strategic plan AIESEC Romania 12 - 13alexnegurici
This document outlines AIESEC Romania's national strategic plan for 2012-2013. It includes the mission statement, measures of success, national drivers and key performance indicators, national initiatives supporting each driver, the national education conference cycle, complementary education activities, business intelligence models, local committee visits, and national rewards and recognition. It also lists the main services provided by the national management committee to the overall organization and local committees.
To ensure constant growth in quality and quantity of outgoing GCDP, the following steps will be taken:
1. Analyze performance over the last 3 years, identifying strengths like national partnerships, growth, and communication, and weaknesses like lack of national projects and low returnee participation.
2. Implement a segmented student market analysis to develop a diversified, tailored product offering addressing factors like academic background and location.
3. Maintain and optimize the current GCDP program with a clear value proposition focused on international opportunities, cross-cultural experience, volunteer impact, and personal development.
4. Employ a product-based marketing strategy targeting the GCDP offering to proper clients and speeding up
The document discusses strategies to improve AIESEC Romania's outgoing Global Internship Program (GIPo). It analyzes past performance and identifies bottlenecks. Key strategies proposed to address bottlenecks and achieve objectives include: 1) focusing marketing and project management on specific sub-programs; 2) improving collaboration between areas; 3) providing localization support and education; 4) enhancing EP selection, matching and servicing; and 5) developing sales capabilities for recruitment teams. The goal is to increase quality and quantity of GIPo realizations through constant growth.
Tania proposes strategies to increase the delivery rate and realization rate of outgoing GIPs in AIESEC Romania. She recommends focusing on subprograms like Global IT, Global Education, and Global Marketing which have strong market needs. She emphasizes improving branding, recruitment, preparation of members and EPs, and tracking systems. Tania analyzes past GIP performance and proposes ensuring full implementation of subprograms, tracking progress, and regular evaluations to maintain growth in quality and quantity.
The document summarizes a presentation by Image Reading Center, Inc. to NYCEDC. It introduces the company founders and staff, who have academic research experience. The company aims to provide a virtual imaging lab and cloud-based image transfer platform to improve quality control of clinical trial imaging data. Currently, 10-50% of imaging data may be rejected due to a lack of technical oversight. The company sees opportunities in both collaborating with academic researchers on proposals and grants, and providing vendor services to biotech, device, and pharmaceutical industry sponsors for technology implementation in clinical trials.
The document provides information on the current situation of the Global Internship Program (GIP) and External Relations (ER) areas in AIESEC Romania. It highlights several local committees (LCs) that are growing and implementing new initiatives, such as alumni advisory teams. It then asks five questions related to realization rates, new initiatives to address challenges, functional area drivers and KPIs, priorities for each quarter, and strategies to contribute to the country's budget and ensure financial sustainability. The respondent provides detailed answers to each question, outlining proposed strategies, priorities, and actions across multiple areas to support the growth and sustainability of AIESEC Romania.
Office Package and Workers Compensation Questionnaire - Chiropractic Insurancejessica01077
If you are looking for the Chiropractic Insurance the Chiropractic Protector Plan is the best you can get. It offers professional liability, practice insurance and risk management benefits for chiropractic physicians nationwide. Here is the application for Office Package and Workers Compensation Questionnaire.
Recruitment and section can be evaluated by using the following questionnairedesire120
This document contains a questionnaire to evaluate the effectiveness of recruitment and selection processes at an organization. It includes 16 questions across various aspects of recruitment and selection like the length of time working at the organization, how well positions are defined, how affirmative action needs are supported, the quality of applicants, interview and testing processes, training for hiring employees, finding candidates from non-traditional sources, and using competency models and innovative techniques in the selection process. Respondents are asked to completely agree, agree, disagree or completely disagree with statements about how recruitment and selection impacts employee turnover, morale, performance, and other factors.
The document is a survey from The Management Association of Illinois collecting compensation and benefits data from participating organizations. It instructs respondents to provide accurate salary and benefits information to help produce reliable survey results. It outlines how to complete the survey and provides contact information for questions.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
A questionnaire for training and development 3Rashi Joshi
This document contains a questionnaire for employees about an organization's training and development programs. The questionnaire asks employees their name, age, department, and contact information. It then asks a series of multiple choice questions about topics like whether training is considered part of the organization's strategy, preferred training methods, the effectiveness of induction training, how often training is conducted, and whether training helps improve various outcomes like employee motivation, productivity, and employee relations. The purpose is to gather employee feedback on the organization's current training programs.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
The document discusses compensation surveys, which are used by organizations to determine prevailing market rates and design competitive compensation strategies. It outlines the importance of compensation and benefits in motivating employees and reinforcing organizational culture. It then describes the objectives and types of compensation surveys, including standard and customized surveys. Steps for conducting an effective salary survey are also provided, such as determining an appropriate sample, comparing data accurately, and evaluating a survey's validity.
6. Specific Questionnaire Cosmin SanduCosmin Sandu
This summary provides the key points from the strategic document in 3 sentences:
The document outlines the candidate's strategy to achieve the budget for AIESEC Romania in the current economic climate, including customizing products to market needs, account management for current partners, and proposed strategic projects for the upcoming year. It also discusses improvements to products, market focus, pricing, and delivery models, and introduces two new proposed products. The candidate emphasizes collaborating with local committees to ensure quality delivery for national partners through training, accountability, and setting national standards.
Specific questions mcvp corporate developmentBogdanManeaM
The key strategies proposed to move AIESEC Romania towards its 2015 goals include focusing on national projects like the AIESEC Academy, market penetration through sub-programs like the Global Internship Program, and regional sales and education conferences. Specific steps outlined are continuing the Academy, assessing the IT and ET markets, holding raising campaigns targeting IT and ET programs, developing ET-based projects locally and nationally, and biannual regional conferences to educate local committees on raising, matching, and sub-programs. Regular webinars and local committee visits will also provide complementary education.
This document provides strategies to improve internship programs in AIESEC Romania. It outlines plans to decrease delivery times and increase realization rates for GIP programs through process analysis, career planning, recruitment timing, and national matching strategies. It also creates strategies to ensure growth in ET and TT programs by developing customized marketing messages, recruitment timing, and engagement of local committees. Finally, it recommends implementing GIP and GCDP as national projects to clearly position them in the market and provide a framework to align timelines, promotions, selections, and inductions across local committees.
The document outlines various checklists and considerations for improving different aspects of a leadership development program called GIP, including purpose-driven market segmentation to better target customer needs, increasing customer loyalty through improved processes and products, ensuring proper supply and demand alignment of sub-products and partners, developing talent capacity through optimized structures and training, improving conversion rates through data-driven marketing, and establishing clear leadership and purpose throughout all experiences. Key focus areas include partner retention, raising impact, tackling relevant market segments, and enabling bigger program delivery through optimized resources. Considerations span market analysis, communication flows, guidelines, CRM systems, KPI tracking, and pilot implementation.
This document contains a general questionnaire for an AIESEC Romania leadership position.
1. The first question asks about the applicant's motivation to apply and their experience growing personally and professionally in AIESEC.
2. The second question asks about the leadership that the world and Romania expects from AIESEC, and how AIESEC develops people and leadership skills.
3. The third question involves a SWOT analysis of AIESEC Romania and discusses opportunities to increase international experiences for Romanian students through university partnerships.
4. The fourth question evaluates AIESEC Romania's progress towards its 2015 goals and the focus of past terms in developing understanding and strategies to achieve the vision.
The document contains responses to questions asked of an applicant for an AIESEC Romania MC team position. In response to why they want to stand for AIESEC Romania, the applicant discusses their positive experiences and belief in the impact and power of the organization. They say they want to contribute their passion, innovation, problem solving skills, and experiences to the MC team. The applicant also expects to learn through being open to new experiences and discovering how to better develop and contribute to others.
The document summarizes interviews with three BIC directors - Luigi Campitelli of BIC Lazio in Italy, Joe Greaney of WestBIC in Ireland, and Pascal Hurel of Synergia in France - about their BICs' approaches to supporting internationalization, strategic alliances, financing, tools and best practices. Key points addressed include the importance of international cooperation from an early stage, facilitating partnerships between stakeholders, developing local networks of support organizations, and adapting services to local needs while sharing transferable tools and models. The directors provide examples of initiatives their BICs have created, such as business angel networks, startup competitions, and thematic incubators.
The document discusses strategies for increasing growth and quality of incoming exchange programs in various countries.
1) Key strategies for top performing countries include establishing clear project goals, addressing safety concerns through communication, focusing projects on relevant issues, and developing long-term partnerships with NGOs.
2) Plans to manage local committee talent include monthly coaching meetings, providing quarterly trainings recorded in an online database, and implementing tools to standardize processes like visa information and project templates.
3) Increasing quality in Romania involves an "exit form" survey about sending countries and hosting local committees, then promoting high-scoring committees through national platforms and partnerships.
Example of a Knowledge Audit for a tech startup by Mor SelaMor Sela
This document provides a knowledge audit of Best Communications Inc. (BCI), a venture-funded telecommunications company. It summarizes BCI's organizational context, including its business strategy of directly competing against larger incumbents across multiple market segments and geographies. The audit identifies BCI's implicit mission, vision, and values, and key strategic challenges as perceived by director-level managers, including improving agility, usability, quality, and reducing costs. It concludes that BCI's strategy of targeting numerous market segments concurrently with limited resources poses significant risks to its credibility.
The document provides an overview of AIESEC in Poland for the 2013-2014 term. It begins with an agenda and introduction. It then discusses the context of AIESEC in Poland when the new leadership team took over, including low MoS achievement, lack of recent audits, and governance issues. The document outlines the national strategic direction, including increasing capacity, customer orientation, and brand positioning. It also summarizes key area projects and MoS execution results. In the last section, the document discusses lessons learned and future plans of individuals on the leadership team.
Business Intelligence Competency Centers Best PracticesCapgemini
The study analyzed 17 major organizations that have established Business Intelligence Competency Centers (BICCs). 8 companies currently have a BICC while 8 more plan to create one. BICCs support the effective use of business intelligence across an organization and take on roles like user support, consulting, and prioritizing BI projects. Over half of the BICCs were established in 2011, indicating growth. Most BICCs have decision-making authority and high-level executive sponsorship. Common benefits of BICCs include better collaboration, increased BI use, and improved data quality, which can increase revenue and reduce costs.
The document discusses the role of the Chief Networking Officer (CNO) as a future leader who will help companies transition to becoming "virtual agile global networking enterprises". The CNO will manage a company's business networks by mapping out all internal and external resources, setting up partnerships, and implementing a continuous action plan. This will improve communication, efficiency, and competitiveness in a globalized business world where virtual companies can quickly gain brand recognition through their business networks.
The document provides an overview of knowledge management initiatives at the Food and Agriculture Organization (FAO), including a Knowledge Sharing Skills Programme and efforts to improve knowledge management in project supervision and design. The Knowledge Sharing Skills Programme aims to train 400 field-level stakeholders in knowledge sharing skills over 18 months. A review found that most projects report some knowledge sharing activities but rarely identify key themes or link to objectives. The document discusses improving reporting on lessons learned and knowledge management in project design.
Study of market potential for enterprise messaging solutionSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
The document outlines functional corporate development plans and initiatives to drive growth in global internship programs through external relevance and increased incomes, including developing market segmented products, national raising and sales campaigns, aligned events, and creating shared materials and databases to strengthen the corporate brand. Key performance indicators include the number of local committees involved, trainees raised and matched, incomes generated, and testimonials collected.
Office Package and Workers Compensation Questionnaire - Chiropractic Insurancejessica01077
If you are looking for the Chiropractic Insurance the Chiropractic Protector Plan is the best you can get. It offers professional liability, practice insurance and risk management benefits for chiropractic physicians nationwide. Here is the application for Office Package and Workers Compensation Questionnaire.
Recruitment and section can be evaluated by using the following questionnairedesire120
This document contains a questionnaire to evaluate the effectiveness of recruitment and selection processes at an organization. It includes 16 questions across various aspects of recruitment and selection like the length of time working at the organization, how well positions are defined, how affirmative action needs are supported, the quality of applicants, interview and testing processes, training for hiring employees, finding candidates from non-traditional sources, and using competency models and innovative techniques in the selection process. Respondents are asked to completely agree, agree, disagree or completely disagree with statements about how recruitment and selection impacts employee turnover, morale, performance, and other factors.
The document is a survey from The Management Association of Illinois collecting compensation and benefits data from participating organizations. It instructs respondents to provide accurate salary and benefits information to help produce reliable survey results. It outlines how to complete the survey and provides contact information for questions.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
A questionnaire for training and development 3Rashi Joshi
This document contains a questionnaire for employees about an organization's training and development programs. The questionnaire asks employees their name, age, department, and contact information. It then asks a series of multiple choice questions about topics like whether training is considered part of the organization's strategy, preferred training methods, the effectiveness of induction training, how often training is conducted, and whether training helps improve various outcomes like employee motivation, productivity, and employee relations. The purpose is to gather employee feedback on the organization's current training programs.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
The document discusses compensation surveys, which are used by organizations to determine prevailing market rates and design competitive compensation strategies. It outlines the importance of compensation and benefits in motivating employees and reinforcing organizational culture. It then describes the objectives and types of compensation surveys, including standard and customized surveys. Steps for conducting an effective salary survey are also provided, such as determining an appropriate sample, comparing data accurately, and evaluating a survey's validity.
6. Specific Questionnaire Cosmin SanduCosmin Sandu
This summary provides the key points from the strategic document in 3 sentences:
The document outlines the candidate's strategy to achieve the budget for AIESEC Romania in the current economic climate, including customizing products to market needs, account management for current partners, and proposed strategic projects for the upcoming year. It also discusses improvements to products, market focus, pricing, and delivery models, and introduces two new proposed products. The candidate emphasizes collaborating with local committees to ensure quality delivery for national partners through training, accountability, and setting national standards.
Specific questions mcvp corporate developmentBogdanManeaM
The key strategies proposed to move AIESEC Romania towards its 2015 goals include focusing on national projects like the AIESEC Academy, market penetration through sub-programs like the Global Internship Program, and regional sales and education conferences. Specific steps outlined are continuing the Academy, assessing the IT and ET markets, holding raising campaigns targeting IT and ET programs, developing ET-based projects locally and nationally, and biannual regional conferences to educate local committees on raising, matching, and sub-programs. Regular webinars and local committee visits will also provide complementary education.
This document provides strategies to improve internship programs in AIESEC Romania. It outlines plans to decrease delivery times and increase realization rates for GIP programs through process analysis, career planning, recruitment timing, and national matching strategies. It also creates strategies to ensure growth in ET and TT programs by developing customized marketing messages, recruitment timing, and engagement of local committees. Finally, it recommends implementing GIP and GCDP as national projects to clearly position them in the market and provide a framework to align timelines, promotions, selections, and inductions across local committees.
The document outlines various checklists and considerations for improving different aspects of a leadership development program called GIP, including purpose-driven market segmentation to better target customer needs, increasing customer loyalty through improved processes and products, ensuring proper supply and demand alignment of sub-products and partners, developing talent capacity through optimized structures and training, improving conversion rates through data-driven marketing, and establishing clear leadership and purpose throughout all experiences. Key focus areas include partner retention, raising impact, tackling relevant market segments, and enabling bigger program delivery through optimized resources. Considerations span market analysis, communication flows, guidelines, CRM systems, KPI tracking, and pilot implementation.
This document contains a general questionnaire for an AIESEC Romania leadership position.
1. The first question asks about the applicant's motivation to apply and their experience growing personally and professionally in AIESEC.
2. The second question asks about the leadership that the world and Romania expects from AIESEC, and how AIESEC develops people and leadership skills.
3. The third question involves a SWOT analysis of AIESEC Romania and discusses opportunities to increase international experiences for Romanian students through university partnerships.
4. The fourth question evaluates AIESEC Romania's progress towards its 2015 goals and the focus of past terms in developing understanding and strategies to achieve the vision.
The document contains responses to questions asked of an applicant for an AIESEC Romania MC team position. In response to why they want to stand for AIESEC Romania, the applicant discusses their positive experiences and belief in the impact and power of the organization. They say they want to contribute their passion, innovation, problem solving skills, and experiences to the MC team. The applicant also expects to learn through being open to new experiences and discovering how to better develop and contribute to others.
The document summarizes interviews with three BIC directors - Luigi Campitelli of BIC Lazio in Italy, Joe Greaney of WestBIC in Ireland, and Pascal Hurel of Synergia in France - about their BICs' approaches to supporting internationalization, strategic alliances, financing, tools and best practices. Key points addressed include the importance of international cooperation from an early stage, facilitating partnerships between stakeholders, developing local networks of support organizations, and adapting services to local needs while sharing transferable tools and models. The directors provide examples of initiatives their BICs have created, such as business angel networks, startup competitions, and thematic incubators.
The document discusses strategies for increasing growth and quality of incoming exchange programs in various countries.
1) Key strategies for top performing countries include establishing clear project goals, addressing safety concerns through communication, focusing projects on relevant issues, and developing long-term partnerships with NGOs.
2) Plans to manage local committee talent include monthly coaching meetings, providing quarterly trainings recorded in an online database, and implementing tools to standardize processes like visa information and project templates.
3) Increasing quality in Romania involves an "exit form" survey about sending countries and hosting local committees, then promoting high-scoring committees through national platforms and partnerships.
Example of a Knowledge Audit for a tech startup by Mor SelaMor Sela
This document provides a knowledge audit of Best Communications Inc. (BCI), a venture-funded telecommunications company. It summarizes BCI's organizational context, including its business strategy of directly competing against larger incumbents across multiple market segments and geographies. The audit identifies BCI's implicit mission, vision, and values, and key strategic challenges as perceived by director-level managers, including improving agility, usability, quality, and reducing costs. It concludes that BCI's strategy of targeting numerous market segments concurrently with limited resources poses significant risks to its credibility.
The document provides an overview of AIESEC in Poland for the 2013-2014 term. It begins with an agenda and introduction. It then discusses the context of AIESEC in Poland when the new leadership team took over, including low MoS achievement, lack of recent audits, and governance issues. The document outlines the national strategic direction, including increasing capacity, customer orientation, and brand positioning. It also summarizes key area projects and MoS execution results. In the last section, the document discusses lessons learned and future plans of individuals on the leadership team.
Business Intelligence Competency Centers Best PracticesCapgemini
The study analyzed 17 major organizations that have established Business Intelligence Competency Centers (BICCs). 8 companies currently have a BICC while 8 more plan to create one. BICCs support the effective use of business intelligence across an organization and take on roles like user support, consulting, and prioritizing BI projects. Over half of the BICCs were established in 2011, indicating growth. Most BICCs have decision-making authority and high-level executive sponsorship. Common benefits of BICCs include better collaboration, increased BI use, and improved data quality, which can increase revenue and reduce costs.
The document discusses the role of the Chief Networking Officer (CNO) as a future leader who will help companies transition to becoming "virtual agile global networking enterprises". The CNO will manage a company's business networks by mapping out all internal and external resources, setting up partnerships, and implementing a continuous action plan. This will improve communication, efficiency, and competitiveness in a globalized business world where virtual companies can quickly gain brand recognition through their business networks.
The document provides an overview of knowledge management initiatives at the Food and Agriculture Organization (FAO), including a Knowledge Sharing Skills Programme and efforts to improve knowledge management in project supervision and design. The Knowledge Sharing Skills Programme aims to train 400 field-level stakeholders in knowledge sharing skills over 18 months. A review found that most projects report some knowledge sharing activities but rarely identify key themes or link to objectives. The document discusses improving reporting on lessons learned and knowledge management in project design.
Study of market potential for enterprise messaging solutionSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
The document outlines functional corporate development plans and initiatives to drive growth in global internship programs through external relevance and increased incomes, including developing market segmented products, national raising and sales campaigns, aligned events, and creating shared materials and databases to strengthen the corporate brand. Key performance indicators include the number of local committees involved, trainees raised and matched, incomes generated, and testimonials collected.
The document discusses recruitment challenges in the KPO (knowledge process outsourcing) industry in India. It notes that KPO requires deep domain expertise compared to BPO. While demand for KPO services in India is estimated to reach 180,000 employees by 2014, supply side constraints like a lack of skilled talent means the industry can currently only hire around 100,000. Recruitment and training are identified as the biggest supply side challenges. Universities need to focus more on developing practical business skills to prepare students for KPO roles. Businesses can help by partnering with educational institutions and implementing talent management programs.
ATD MD Healthcare and Public Health Talent Development Community of Practice ...William Brantley, PhD, PMP
The presentation discusses the growing importance of citizen developers in healthcare organizations and how they can help rapidly develop applications. However, citizen developers need training in essential skills such as design thinking, stakeholder management, and product development to ensure their work aligns with organizational goals. The presentation provides examples of healthcare applications developed through citizen development and recommends establishing a capabilities academy to train citizen developers.
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General questionnaire
1. General Questionnaire
1. Why have you decided to stand for AIESEC Romania? What will be your contribution to the MC team and
what do you expect to learn from the experience?
I choose AIESEC Romania because this is the country where I want to bring an impact. I feel that I can’t let go of this country, of
the people that are here and of AIESEC in Romania. This organization helped me grow a lot. In here I discovered a dream, friends,
challenges, what means to be better and to grow. I know that experience will bring me closer to my dream, to what I want to become
as a person. Secondly AIESEC Romania started a really huge change process in the structure, in the mindset of the hole organization,
in the direction that we want to go and in the things we want to achieve. I want to be part of the team that consolidates the
changes that were made in AIESEC in Romania on ’11-’12 term.
Besides the professional contribution that I will bring to the MC team on my area and on several other, the personal one is far the
most important. Personally, I am an optimistic person, full of energy and joy that can light up the atmosphere if there is needed,
I am a person on whom you can rely on whenever you need it, last but not least I am a person that challenges things, and I will
always bring another perspective upon things.
Regarding the things that I will learn from this experience, well there are a lot. First I will learn more about myself, about who I am in
relationship with other people. My creativity will have a boost because there a lot of things that need to be improved, strategic
thinking, how to operate better under stress and hot to be a better leader for the people that relay on me and expect me to lead
them and bring out the best in them and in the area that they manage.
2. Create a proposal for AIESEC Romania 2012-2013 strategy that should cover the next points (a,b and c):
a. Make a SWOT (strengths, weaknesses, opportunities, threads) of AIESEC in Romania. The points above have to
be evident in the plan you create and the correlation between them too.
Strenghts Weaknesses
Recruitment on programs Realization rate on GIP incoming
Preparation on leadership skills in national conferences Low members efficency on sales
External orientation mindset from the national level Low number of applicants on L positions
Use of BOA Corporate and Alumni at national level Lack of presence of the NST teams at local level
2 new LCs Misaligment between the LCs EB structure and the MC structure
Partnership on Grow with the Ministry of Education Financial sustainability of the MC
National partnership with Tata Discrepancy in the level of development of the LCs
First MC in CEE on TMP and TLP EwA and LLC are not defined
Growth on GCDP Lack of market research
Quality of the internships Internal focused projects
New clustering system Few OGX/ICX projects realized through European Voluntary
2. Service
Opportunities Threats
Implementation of the new structure Work and Travel, Erasmus
BOA of alumni in each LC Image of Romania in the international network
Romanians in MCs abroad Economical crysis
EVS accreditation Strong competition from other NGOs
VP Alumni Development in most of the LCs Exams, Vacation
National education cycle Big difference between supply and demand ( GIP mostly)
Grants providers GIP not being legal
3‰ Student’s financial capacity decreasing
Foreign investors
Companies budgeting in Q1, Q3
Other NGOs
GIP, GCDP accreditation by the Universities
b. The 3 main priorities for your area(s) based on the general SWOT analysis. What strategies would you propose
for each one and what results would you like to see in each of those priorities at the end of your term.
c. The external opportunities you can capitalize from your position to get the vision you propose in point
(b).
Priorities Strategies Results External Opportunities
Corporate Development Advisory Team At least 50 % of the LCs have
at local level implemented a CDAT at local
level
Establish a product development plan 100% implementation of the
that includes all the steps to be followed product development plan
in order to develop a new product
Product Develop a framework for national 1 national project implemented
Development products on GIP and Sales, that can be in 70% of the LCs
customize according to local market 2 national raising campaigns
reality
Work together with MCVP OD in all the projects must be based
establishing a criteria on the product on a market research ( in CD we
development plan talk about market research on
the corporate market and the
3. platform myaiesec.net)
Develop a new initiative with the MCVP At least one new National Alumni Network
Talent Development to help us explain Financial Partner BOA
better which is the competitive Companies in the LGP
advantage that we have as an Alumni
organization among other NGOs on the New companies that we
market. want to have as partners
Audit the projects planning (make sure All the LCs are paying their Partnership with a
that the LCs are aware of the periods taxes in time Company that does
when they need to pay their taxes) Market research
together with MCVP Finance. Partnership with
Local market research and needs 100% implemented in all LCs Business Centers
assessment Strong collaboration between Partnership with
MC and AIESEC Bucharest Chamber of Commerce
Market research on the platform 100% implemented in all LCs and Industry
LC2LC & MC2MC partnerships At least one international Partnership with
partnership realized Listafirme.ro
Market Business event Participation at 1 event/month International Network
Orientation by all the LC and MC Platform
50% of the LCs organized one
BE
Corporate development mindset –create Each LC has at least one project
and develop products for our partners that generates incomes
needs 1 new national product
developed
Stabilizing the know-how Develop an education cycle on
functional area at national level to
be implemented
Recruitment and selection based on
a sales profile.
Efficiency on Monthly meetings with my VPs
Corporate Coaching the VPs whenever needed
Development Complete use of the National CRM Each LC uses the CRM 100%
Stabilizing the processes Create standards for each
process aligned at national level.
R&R System Award the LC that succeeded to
have a growth on quality and
4. numbers on the Corporate Area.
(Keep the Sales and GIP Award and
also include the Best Corporate
Award).
3. What is the role of MC? What should be the role of MC? What actions can you take as an MC team to fill the gap?
The role of the MC team has been to develop a strategic plan to provide national direction for the country, support and consultancy
for the country, and last but not least had an operational role, audit the information in the tracking system, create and develop the
NST, sales for the MC, agenda and conference manager of the national conferences.
The ideal role of the MC team should be to make sure that all the LCs aim for the same goal, feel connected to the vision and direction
of AIESEC Romania, and that the country grows as a network.
This year I think that we managed to come closer to this ideal role by having the LCPs team closer to the MCP and by developing
together the vision and directions for AIESEC in Romania. Next year we should focus more on bringing together all strategic body of
each LC (EB teams) to establish together, for each area, what we should do in order to work better, how we can align in processes and
message in the whole country, how can we grow as a network. From my perspective we should do this during the National Congress.
4. What strategies does AIESEC Romania need to follow to increase performance for the ELD programs? Please
specify at least 3 strategies for Domestic Programs (TMP&TLP) and 3 strategies for the International Programs
(GIP&GCDP).
In this moment AIESEC Romania is the first MC in CEE on TMP and TLP. This is a thing to be proud of but in the same time we
should think about how to increase the performance and quality of these programs and also of the GCDP and GIP.
Team Member Program & Team Leader Program Global Community Development Program & Global
Internship Program
For each program design a complex description of the competencies and behaviors developed by the person who takes this
opportunity. It should contain stages of development on each competency and behaviour. This description can be used in evaluating
the level of development of the member who takes the program. It should also help him/her know better which is the program that
he/she can take in order futher in their development as a change agent.
Create a standard interview guide and selection method for each program. This one can be customized by the LCs taking into
consideration the requirements of the project/ initiative/ company/NGO/or other activity that they are developing.
Create a forum (national AIESEC community) for the Reintroduce the National ICPS that can be done in the same time
people in Ewe. All the young person who want to know with NC. Trainers can be the returnees.
better what AIESEC is, to receive preparation on certain Search for countries that have projects in the same period as we do, in
topics, to read about other members experiences, to interact this way we can establish international partnerships both on
with other young people from their city, to share their ideas incoming and outgoing GCDP.
5. about positive change. Because they already know about Develop a National Corporate Internship Project. We can find
AIESEC, have some knowledge ( participated at webinars), countries that have similar corporate and student markets as we do,
want to create a positive change, we can recruit from this establish international partnerships with those countries ans start the
pool of people for TMP and TLP when necessary. project in the same time in both countries.First we do the corporate
raising campaigns in the country and afterwards we do recruitment.
5. What are the competitive advantages that AIESEC Romania has in the international network? What can we do to
maintain and/or increase them?
The competitive advantage is an advantage that an organization has over competitors. AIESEC Romania places among the first
choices to develop your potential because of our qualitative national projects, strong human resources strategy,
qualitative reception activities, the challenging work environment and the quality of the members that go abroad (
GCDP, GIP, MC abroad).
There is always place for more :D To increase them we can provide a better education for our members, challenge
ourselves more, dare to aim high, work on the quality of the proccesses, position ourselves in the international
network, share all the GCP with the international network, try to raise a GEP to put Romania on the map, develop
international partnership and use more the platform.