The materials of the 1st ever iGIP OCP workshop.

1. iGIP OCP Workshop
+
MC LEGOS
BUILT TO LAST

2. 1.SDP Guideline
2.New GIP Portfolio
3.Supply Update
4.New JQ Template
5.TN Quality Standard
6.Simulation
7.Wrap up

3. 1.SDP Overview
2.Activeness Tracking tool
3.Q&A
Sales Development Program
Guideline

4. • Increase the number of TN realized
per member
• Increase customer satisfaction
• Achieve AIESEC 2015 big goal
Sustainable
growth for GIP
• Provide education plan to stretch
member capacity
• Provide audit system to keep track
member learning
Member
development

5. Content Expected outcome Customer
SDP
Education Plan
· what to learn (knowledge + skill
+ attitude)
· when to deliver
•Salesman
•Matcher
•Intern
service
member
Library
Materials
SAP Activeness Criteria
· Checklist on how to define an
active member
Sales Auditing Day
(SAD)
· define qualified salesmen
· provide next step
Sales star selection
Define and train potential
salesmen into sales auditor

6. Newbie Junior Senior Master
Salesman
Matcher
Intern
service
1TN Ra/ peak
>= 2 peak
2TN Ra/ peak
>= 2 peak
3TN Ra/ peak
>= 2 peak
6 weeks/ TN
>= 2TN
4 weeks/ TN
>= 3TN
2,5-3 weeks/ TN
>= 4TN
NPS: 60
(Promoter:
65%,
Passive: 30%,
Destractor:
5%)
NPS: 60
(Promoter:
70%,
Passive: 20%,
Destractor:
10%)

7. Salesman Topic PIC Implementation
Product
understanding
GIP und.
Sub-product und.
Compliance
VP+OCP Review+coaching+
training
Business
intelligence
VP Training
Skill Market research
Biz communication and
behavior
Presentation
Questioning and listening
Follow up
Objection handling
VP+OCP
MC
Review+coaching
Library + OCP
tracking
Training
Attitude Proactive learning
Customer centric
VP+OCP Review+coaching+
training

8. Activeness Tracking Tool
• Classify member level
• Goal setting and keep track
• Sales star selection

9. National iGIP
Portfolio

19. SUPPLY UPDATE
● iGIP GOAL: 116 Interns
● ET GOAL: 58 Interns (50%)
ET is currently a sub product in focus of iGIP
Vietnam

20. Timeline
SEPTEMB
ER
Goal:4
NOVEMBE
R
Goal :25
MARCH
Goal :10
JUNE
Goal :20
AFT 1. AFT
2. VN-NZ
Partnership:
● 20 EPs – 3 months
● 5 EPs – 6 months
1. AFT
2. ?
1. AFT
2. ?
Peak times of
Realization
From 1.7.2014 to 30.6.2015

21. Next Steps
MC
• Update EP information
every week (Monday)
• Track LC performance
• Deliver trainings to
VPs, OCPs.
• Matching Mania
LC
• Update TN information
every week (Monday)
• Update LC
performance
• Deliver trainings to
iGIP members
• Focus on raising TNs

23. I/New Job Questionaire Template
III/ Q&A + Input
II/ JQ Guideline

24. WHY?
 WHAT?
HOW?
New Job Questionaire Template
Eliminate misunderstandings
New adventages
JQ Guideline, Sales practices

25. Com pany Inform ation:-
Company Nam e:-Click here to enter text. Industry:- Click here to enter text.
Representative Nam e and Position:-Click here to enter text.
Representative contact details:-Click here to enter text.
Supervisor Nam e and Position:-Click here to enter text.
AIESEC Global Internship
Program
The future of your organization begins with the people working for you. For over
65 years AIESEC has provided young global talent to major companies, non-profits,
and start-ups for professional internships that can develop them into the leaders of
tomorrow.
For organizations, AIESEC provides flexibility and a strategic advantage--the
ability to w ork w ith future leaders that have specific academ ic backgrounds,
w ork experiences, and skills from over 100 countries in m ajor quantity or one
at a tim e at any tim e of the year
What can your organization achieve w ith tom orrow 's leaders on your side?
2013
AIESEC JOB QUESTIONAIRE
Contract No.: TN / HCMC / No121212
JQ No.: 1
Exchange Type
Global Talent Program (GTP)
Community Development Program (CDP)
Internship Description
Internship Title*
Administrator
In which department the intern will be working*
Logistics
Job/Task Description 1* (maximum 200 characters)
Daily: Be a catalyst to get all CNCD employees to start speaking English, Assist in Sales activities
including visiting customers with engineers
Job/Task Description 2* (maximum 200 characters)
Help CNCD revise website, English language, import, export
Job/Task Description 3* (maximum 200 characters)
Periodicially: Assist in Sales activities including visiting customers with engineers
Job/Task Description 4* (maximum 200 characters)
Job/Task Description 5 (maximum 200 characters)
Job/Task Description 6 (maximum 200 characters)
• Short: 3 pages
• Specific fields and detailed
information
• Easy to complete
• Long: >13 pages
• Summary input and assume
information
• Time consuming

26. JQ Guideline
 Supervisor Name and
Position
 Job Description
 Specific Working Conditions
 Key results expected from
the intern by the end of the
internship
?!!

27. How to use?
Prepare +
understand
Utilize in
meetings
Collect input
+ Enhance
effectiveness
 Salesman/OCP:
use and
feedback for CLO
 CLO: enhance JQ
guideline and
collect feedback

28. ?!!
Q&A + Input

29. TN QUALITY
STANDARD

31. What to focus

32.  JD is the professional experience we
promise to the EP for their leadership
development
 Because a challenging JD is critical for
the outer journey of the EP

33. The Content
Understanding the issue
of JD Clarity in GIP
Role of Sending and
Hosting entity in solving
the JD Clarity issue
Key Activities in solving
the issue

34. What Our Customers Say about the JD Clarity Issue
EPs agree to one JD from the TN
form, but actually the JD is different
when they begin working, and not
something they would have agreed
to do
The salary the EP receives is
different than they agreed or
consistently paid late
EPs’ JDs are not challenging
enough or do not include enough
working hours, so the EP is not
learning and developing

35. What Our Customers Say
about the JD Clarity Issue
EPs agree to one JD from the TN
form, but actually the JD is different
when they begin working, and not
something they would have agreed
to do
The salary the EP receives is
different than they agreed or
consistently paid late
EPs’ JDs are not challenging
enough or do not include enough
working hours, so the EP is not
learning and developing
Supervision,
training, and
support for the
EP in their role
Implementatio
n of Standards:
Accurate JD
Clear salary
process that is
always followed
Throughout Process: RA – MA - RE

36. THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company,
Team, and Role
JD explanation and
clarification
Timeline of Activities
Goals of the Company
and Team
Area of Responsibilities
Key Activities
Agenda of activities
during the internship
Working Condition and
HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and
Team
At this meeting on the
first day of realization, go
through the TN form with
the company and the EP
to show how each point of
the JD will be lived by the
EP

37. What?
The EP’s JD matches the TN form JD or the realization
can be broken
The EP fully compensated
Who?
EP buddy ensures the EP’s JD matches the TN form.
MC monitors NPS comments to see where JD is an
issue
How?
EP buddy attends the first day of work with the EP to
ensure a clear JD. MC responsible is proactive when
EPs complain about JD
Implementation of
Standards:
Accurate JD

38. THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company,
Team, and Role
JD explanation and
clarification
Timeline of Activities
Goals of the Company
and Team
Area of Responsibilities
Key Activities
Agenda of activities
during the internship
Working Condition and
HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and
Team
At this meeting on the
first day of realization, go
through the TN form with
the company and the EP
to show how each point of
the JD will be lived by the
EP

39. What?
The EP has a supervisor who trains them, coaches them, and
supports them through their TN
Who?
TN Manager ensures this while raising
EP buddy ensures this upon realization
How?
At the first day or work meeting, the EP buddy ensures the
EP is clear on:
- their supervisor
- what support and training will be provided
Supervision,
training,
and support
for the EP in their
role

40. THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company,
Team, and Role
JD explanation and
clarification
Timeline of Activities
Goals of the Company
and Team
Area of Responsibilities
Key Activities
Agenda of activities
during the internship
Working Condition and
HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and
Team
At this meeting on the
first day of realization, go
through the TN form with
the company and the EP
to show how each point of
the JD will be lived by the
EP

41. What?
The EP understands how, when, and who will pay
them their salary, and this is always followed
Who?
TN Manager clarifies this while raising, EP
buddy ensures it happens during realization
How?
Determine in AIESEC or the company will pay
salary and when exactly it will be paid
Clear salary
process
that is always
followed

42. THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company,
Team, and Role
JD explanation and
clarification
Timeline of Activities
Goals of the Company
and Team
Area of Responsibilities
Key Activities
Agenda of activities
during the internship
Working Condition and
HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and
Team
At this meeting on the
first day of realization, go
through the TN form with
the company and the EP
to show how each point of
the JD will be lived by the
EP

43. 3. Clear Salary Process that is Always Followed
How much
Clarifying the salary process
When Who will pay (AIESEC or the company)?
LCs should have a
minimum salary that
allows the EPs to
afford basic
necessities and
decent accomodation
Salary CANNOT be
paid late
If AIESEC is paying the salary, the LC
must keep enough financial reserves t
pay their EPs’ agreed salaries for at
least the next month.

44. What to focus

45. THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company,
Team, and Role
JD explanation and
clarification
Timeline of Activities
Goals of the Company
and Team
Area of Responsibilities
Key Activities
Agenda of activities
during the internship
Working Condition and
HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and
Team
At this meeting on the
first day of realization, go
through the TN form with
the company and the EP
to show how each point of
the JD will be lived by the
EP

46. NOTICE
minimum of 6 weeks
maximum of 78 weeks
a minimum of 35 hours per week for gip
we don’t have any et tn more than 30 hours/ week
match gip and gcdp
A representative accompanies EP to the work
place on the first day of the internship. 1
meeting

47. SIMULATION TIME
MOCK MEETING using:
New GIP package
JQ question guideline
TN quality standard