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The document summarizes the state of various national student associations in India from January to April 2014. It provides statistics on the number of candidates placed through different associations and their national rankings. While some associations have sustained their positions, growth has been slow overall. The document recommends implementing strategies to simplify processes and empower local committees to help associations move up in the rankings. The goal is for all associations to be within the top 100 nationally by the end of the year.
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Agm expansions
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This document outlines the plans and targets for AIESEC Hyderabad's Outgoing Exchange – Global Community Development Program for 2013-2014. The vision is to provide leadership opportunities through international internships. The mission is to deliver 150 experiences to diverse students through 5 university partners. Targets are to raise 195 applications, match 170 students with positions, and realize 150 internships. Quarterly targets are outlined for raising applications and matching and realizing internships. Focus areas include university relationships, experiential delivery, and innovations. Action steps include online promotions, partnerships, and ensuring delivery rates. The document closes with synergies across AIESEC departments and growth comparisons to prior years.
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The document provides a quarterly update from April 1st to May 31st. It includes updates such as the release of an online registration newsletter, a report on a Matching Mania event, and two global recruitment efforts through an iGIP brochure in April. In May, updates included the release of videos for oGCDP and AIESEC Hyderabad, four new country partnerships, a five day Matching Mania event, a brand launch detailed in a newsletter, completing SOPs for an FRRO office, a finance newsletter, and two CIM webinars on finance and sales topics.
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Sona
- The document discusses supply and demand analysis for various universities and colleges in India. It provides statistics on the number of students (S) and trainees (TNs) for different locations.
- The top countries with available TNs are Turkey, Poland, Greece, Mexico, and the Czech Republic. The top backgrounds for TNs are international marketing, linguistics, and training and development.
- Various metrics are provided like relative growth rates, absolute growth, national standing, and net promoter scores for comparing the performance of different universities over time. Regions with high demand are identified along with strategies for capitalizing on available international trainee pools.
Imperium
The document compares sales, recruitment, and delivery targets versus actuals for April and May, showing significant improvement from 24% achievement in April to 80% achievement in May. Key performance indicators such as the number of learning/exchange partners, issues, and member satisfaction were also included, demonstrating progress toward organizational goals.
Finance
The document provides updates on various initiatives including Nexus, LC Day, recon programs, webinars on finance, and establishing a local support group. It outlines future plans such as focusing on receivables, portfolio investments, alumni engagement, and revising financial policies. The document also includes a brief statement of financial affairs showing bank balances, fixed deposits, and an updated tally of finances through May 24th.
Ascent
The HR global placement program for the second quarter achieved most but not all of its targets. It placed 30 people as targeted but fell short of targets for diversity and member to exchange ratio, achieving 28 and 6 versus targets of 50 and 10. Key measures of success were establishing 3 international exchange programs, maintaining a diversity score of 4, and achieving a high member satisfaction score of +59 on the Net Promoter Score.
Xecutive authority
Sales increased in April and May with 7 new clients added in April and 14 added in May, although targets were not fully achieved. One person was recruited for Country Inn & Suites in April and one for Innopark. In May, one person was hired for ITC Kakatiya Hotel and interviews were scheduled for two positions at Taj Falaknuma Palace and one at VIFL. Interviews remained to be scheduled for two positions at Pioneer Telecom Services and two at Innopark.
Lc day finances
The document outlines the income and expenses for LC Day finances. The sole source of income was Rs. 216,000 from del fees collected at Rs. 135 per student for 1600 students. Expenses totaled Rs. 216,000 and included items like beverages, balloons, chart papers, cold drinks, stationery, glasses, t-shirts, and chair expenses. The total income and expenses balanced at Rs. 216,000.
Job description
This job description outlines the responsibilities of a member on an F1 team, also known as a finance coordinator. Their key responsibilities include documenting and filing contracts, policies, agreements, reports, certificates, invoices, receipts, and vouchers. They also assist with budgeting, forecasting, bookkeeping, accounting, finance education, learning and development webinars. Additional duties are assisting the VP of finance with letter of credit administration, managing bank resources and receivables, tracking marketing campaigns, and conducting audits and reconciliations.
State of financial affairs
This document summarizes the state of financial affairs as of May 17th, 2014. It outlines receivables totaling over 5 lakhs from various clients and projects. Payments made in the period are also listed totaling over 1 lakh. Planned future investments and expenses are provided including office renovations and upcoming events. Miscellaneous updates on bank balances, fixed deposits and an appreciation for recent large receipts are also included.
The Fraternity
Talent management updates include: inducting new associate members to contribute to campus projects with job descriptions defined by talent management team leads; mid-quarter audits being released for the MLM department; a matching workshop conducted for the oGCDP department; a team minimum session delivered for the MLM of marketing; and talent leads working on educational videos.
The Origin
A new department was announced. Chinmaiy recorded a video for an EP that is now matched. Sanith and Yashwanth designed posters for an event called Matching Mania. The posters will feature a standard intern named Hiran. Yashwanth and Harsha Varma are creating a video about why interns should come to Hyderabad. Upcoming plans include standardizing the FRRO process with Saif's help, publishing intern case studies, and another Matching Mania event.
Matching workshop
The document discusses matching different employees (EPs and TNs) based on their traits and country specifications. It lists the traits of 3 EPs and 2 TNs - the EPs vary in their personalities and whether they have specific country preferences, while the TNs differ in manager support and flexibility. The document encourages being innovative in matching, discussing options like AFT, DAAL files, supply and demand, and social media matching. It suggests international relations could be the most fruitful approach and encourages catching them all.
Sola treadstone
The document summarizes the status of various metrics and goals for The Treadstone organization. It indicates that 29% of fundraising targets have been achieved to date. While some board appointments and structure have been implemented, client retention activities and receivables are still pending. The document outlines goals to increase fundraising and sort the board of advisors by a upcoming meeting. Key strategies proposed include training sessions, increasing sales volume, and incorporating innovation. An implementation timeline is provided targeting fundraising, event, and youth event funding goals by the end of the second quarter. Areas of strength for the organization are noted as networking, sales skills, emotional intelligence, and trend analysis.
Function sola
This document discusses key performance indicators for AIESEC in Hyderabad across several areas in Q2 including contribution to sales, media engagement, collaborations and alliances, ELD support activities, online activities, branding, and more. It also discusses metrics for international and local programs delivered, growth percentages, NPS and RR scores, financial sustainability, talent capacity, and pilot projects. The document aims to evaluate AIESEC Hyderabad's performance and measure success against objectives for the given quarter and year.
Cim april lc day
The document summarizes the activities and accomplishments of MoS including network branding, corporate communication, developing and using IM tools. It highlights deliverables such as brochures and booklets. It also notes some areas that did not work out such as fully delivering on some partnerships. It proposes focusing on project implementation, internal branding, and LEC going forward to further develop competencies around global mindset and proactive learning.
Tm sola
This document discusses a fraternity and highlights several areas including talent capacity, program delivery, recruitment quality, and an associate membership project. It notes things that did not work well such as the local education cycle, retention, and tracking mechanisms. The way forward includes implementing effective tracking mechanisms, operational training, and the local education cycle. The document also mentions competencies developed like a global mindset, entrepreneurial outlook, and emotional intelligence.
Vistaar
This document summarizes an organization's performance over a period of time. It achieved 2 out of a target of 5 OGX and 0 out of a target of 5 ICX. Highlights included selecting new leadership, raising funds, delivering events and webinars, and conducting recruitment and training. Areas for improvement included an unsuccessful campaign and lack of parental support. The way forward includes goals of membership growth and exchange realizations through targeted strategies like regular matching events, trainings, and expansion visits over the next month.
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- 2. SONA : State Of National Associations
- 3. Content • Current Stats • Relative Growth • How far from no. 1 • National Standing • T vs. A • NPS and RR • Strategy that contributed • Way forward
- 4. GCDP ICX GIP ICX GCDP OGX GIP OGX Raise 180 78 70 33 Match 40 27 20 7 Realization 16 12 7 4 Current Stats Note : The stats are from 1st of January 2014 to 25th of January 2014
- 5. 125 18 52 137 27 34 180 40 16 0 20 40 60 80 100 120 140 160 180 200 Raise Match Realization 2012 2013 2014 GCDP ICX
- 6. 129 15 17 98 19 20 78 27 12 0 20 40 60 80 100 120 140 Raise Match Realization 2012 2013 2014 GIP ICX
- 7. 38 10 2 77 27 9 70 20 7 0 10 20 30 40 50 60 70 80 90 Raise Match Realization 2012 2013 2014 GCDP OGX
- 8. 12 1 1 23 0 1 33 7 4 0 5 10 15 20 25 30 35 Raise Match Realization 2012 2013 2014 GIP OGX
- 9. Hyderabad No. 10 10 20 30 40 50 60 70 80 90 GCDP ICX GCDP OGX GIP OGX GIP ICX 40 21 7 27 89 61 7 27 Hyderabad No. 1 HOW FAR FROM NO. 1
- 10. NATIONAL STANDING Programme National Standing GCDP ICX No. 2 GIP ICX No. 1 GCDP OGX No. 7 GIP OGX No. 1 NOTE : THE ABOVE STANDING ARE CONSIDERED ONLY FOR THE NUMBER OF MATCHES ON SYSTEM FROM JAN 1ST 2014 – APRIL 25TH 2014
- 11. 0 20 40 60 80 100 120 140 GIP ICX GIP OGX GCDP ICX GCDP OGX 52 9 130 40 27 7 40 20 Targets Achieved Targets VS Achieved
- 12. • NPS 70 • RR 50% • NPS 100 • RR 21% • NPS 14 • RR 31% • NPS 31 • RR 50% GIP ICX GCDP ICX GCDP OGX GIP OGX N P S
- 13. Local Committee Projections Standing Baroda 61 9 Bangalore 110 6 Chandigarh 95 7 Delhi University 305 1 Delhi IIT 165 2 Hyderabad 113 4 Jaipur 86 8 Mumbai 110 5 Kolkata 162 3
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- 15. Inferences : - Growth at slow pace - Programs are sustaining their positions but with a merge difference - Simplified process not been empowered - Implement strategies
- 16. Way forward : iGIP - #111 oGIP - #18 iGCDP - #300 oGCDP - #100