Year
| 2012
Be The
CHANGE
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Contents Personal details (Section 1) The AIESEC Experience (Section 2) Organization subsystems/systems/processes (Section 3) AIESEC Jaipur 2010-2011 (Section 4) General questions (Section 5) Terminologies Used
1.E.B.: Executive board 2.M.B.:Management board 3.T.L: Team Leaders 4.T.R:Task runners 5.M.S.S.:Membership Satisfaction Surveys 7.R.Y.L.C – Regional Youth Leadership Conference 8.J.N.C.: June National Conference 10.N.S.C.: National Strategic Conference 11.C.S.F.: Critical Success Factor 12.K.P.I.: Key performance indicators 13.GIP-TN: Global Internship Programme - Traineeship Nomineeship 14.GCDP-DT: Global Community Developmental Programme – Development Traineeship 15.GCDP-OGX: Global Community Developmental Programme - Outgoing Exchange 16.L.C.P – Local Committee President 18.ER: External Relations 19.TM: Talent Management 20.CIM:Communications and Information Management 21.MC: Member Committee 22.TTT: Train the Trainers Team 23. LTT: Local Trainers Team 24. MBM: Management Body Meeting
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
First Name Prashant Surname Bv Date & Place of Birth 09/03/1990 | Jamshedpur, Jharkhand Permanent Address N-136/4, Telco Colony, Near Plaza Market, Jamshedpur – 831004, Jharkhand Mobile Number 97-90-90-40-70 Primary & Secondary Email prashant9390.aiesec@gmail.com prash9390@gmail.com Current Position in AIESEC Chennai Vice President – Talent Management College & Course St. Joseph’s College of Engineering, B.Tech – Chemical Engineering 1. Enlist your academic/professional experiences outside AIESEC relevant for the position. Academic Qualifications • Completed Class 10 from Little Flower School, Jamshedpur with a 76% which followed ICSE Curriculum • Completed Class 12 from Sri Chaitanya, Hyderabad with an 88% which followed the ISC Curriculum • Currently pursuing my 7th Semester in B.Tech Chemical Engineering with a 7.98 cgpa Professional and Leadership Experiences Class Representative – Std 9 & Std 10 Was the Animator in my school’s Student Council Was an active member of my school’s Volleyball team Represented my college in various fests which were held Nationally and won laurels for my college in most of them • Designed the website for JET CHEM 2K11. It’s a National Fest conducted by my college for Chemical Engineers alone • • • •
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
2. Please give a list of your unaccomplished objectives in the organization. My Unaccomplished objectives in this organization are: 1.The knowledge flow: Although, MB and GB have a great view, about what is happening in all portfolios but they are not in position to generate opinions for the same. 2.Financial Sustainability and Transparency: After 2008, we needed a proper and defined structure of finance, which was implemented last year by Anirudh Deep (VP-F, 2010 & 11). Though we have done a good job by sustaining our LC financially, we lack majorly in being Transparent with our Finances. 3.Quality of Exchanges: We have Almost pioneered in terms of exchanges delivered for the year, but every intern whom I met personally told me to start focusing on quality also, as it will help us sustain and grow. 4. Client servicing: This was a best year till now, in terms of Client servicing, but we did not segment clients in terms of sectors. We have serviced most of our clients who are providing the major part of exchange to us, but not ALL of them. 5. Internship Experience: I have not been on an exchange or any international opportunity till now. This is something I regret not experiencing. 6.Interaction with EP’s and Interns: I have interacted with very few Interns & EP’s but still, the objective was to get in touch with all of them, which has not happened 3. Mention your 5 weaknesses that come in your way to be the perfect leader. Also, mention two of them you want to abandon and one you want to carry forward as an LCP. The areas which I need to improve on are • Being more patient and giving myself a break because I always want everything done at once. • I am too focused on my work and I need to find a way to strike a balance between tasks at hand and time to relax. • Short-tempered As LCP I do understand that the demands in terms of both time and patience will be so much higher. To facilitate a well rounded performance as LCP, I will first have to set some time apart for myself. I am sure that this will help me in the long run in striking that right work-life balance and curb from performing mechanically. Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
4. When was the last time you thought of leaving AIESEC? 18th June, 2011 was the day when the new VP-TM of AIESEC Chennai was about to be appointed. I had decided to resign from the organization after BKK 2011 got over, if I hadn’t got the post due to a few personal reasons. But thankfully, things didn’t go wrong and I got on to the Executive Body and lived my dream. Since then, the thought of quitting AIESEC never came to my mind. 5. What inspires impresses and influences you in life? How can you make sure you don't influence or impress rather inspire as a leader? “If you’re not doing anything different, you’re not doing anything at all” I have always considered myself to be an extremely optimistic person. I get inspired, impressed & influenced when I see someone having the courage to do something which no one had ever dreamt of. Someone having the potential to dream big and do things which have never been done before. You need to muster a lot of courage to do things which are not within our comfort zone and people who have the ability to do that… inspire, influence and impress me. I can assure you that I will not influence or impress anyone because frankly, I don’t know how to do that. When it comes to inspiring someone as a leader, I have a few set of principles and values which I live by. By not compromising on any of them and ensuring that I stick to my principles at any given point of time would definitely help in inspiring people. 6. What is the difference between ethics and objectives? Give instances when each of them breaks the equilibrium of an ideal state of their co-existence. Ethics : a set of values/ morals which we live by. Objectives : a set of goals which we have set for ourselves in the near future, which needs to be accomplished. Equilibrium State Broken Example – Before JNC/NLS, the scenario of every LC changes. We tend to forget our Ethics and concentrate more on our Objectives. We get sucked into the Number Game then and the only thing which matters then is to be the No.1. This is when there is Disequilibrium. Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
7. Enlist your three major regrets in life. (Not in AIESEC) “It is the inadequacies which define who we are” I regret • Disappointing my parents with the scores of all the entrance examinations I gave for the premier engineering colleges in the country. • Not pursuing my Bachelors in Media and Communication • Not being able to make enough friends in college. (it’s not really a regret, but I just felt like mentioning it )
THE AIESEC EXPERIENCE 1. In a chronological order, list your experiences on various stage of AIESEC Experience better defined in the form of roles and responsibilities taken in the organization. Dates
Position
Brief description of role & key activities performed This is was my first OC role in AIESEC and it was my first step towards experiencing what Leadership was all about. Conducted GD’s of over 500 people and recruited 105 members for our LC.
February 2011
Organizing Committee President – February Recruitments
March 2011
Organizing Committee Vice President Empower
June 2011
Responsible for ensuring that we have an Vice President – extremely efficient set of members in our LC, Talent Management talent tracking and alignment, pgs, appraisals, recruitments, RnR campaigns etc
Was responsible for getting members from my college for Empower 2011. I managed to get around 600 registrations, alone.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
2. List of the conferences you have attended. Year
Conference
Location
Role
September 2010
National Leadership Development Seminar
Jaipur
Delegate
June 2011
June National Conference Chandigarh
EB Member
Dec 2010 & July 2011
Local Congress
Delegate (2010) & EB (2011)
Chennai
3. Your 5 key specializations in AIESEC. Mention tangible achievements for each of them. Key Specializations
Tangible achievements
Managing Quality
Was the Quality Manager for CIM as a new recruit. Ensured that the Quality of AIESEC Chennai in the way we handled our stakeholders wasn’t compromised on.
Alumni Management
Ensured that every Alumni in the database given to me was contacted such that the case studies of all our Alumni’s could be made. Connected and reconnected with them to ensure sustained partnerships with our External Support groups.
Recruitments
Have played a major role in Recruitment this year. Playing the role of an OCP and an EBC gave me a lot of exposure into the HR world of hiring, and firing.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Team Management and Retention
AIESEC Chennai now enjoys the pleasure of retaining 7 0% of our existing members and 90% of the new recruits, which hasn’t ever happened earlier.
AIESEC Experience
Every member of our LC loves AIESEC and the work we do and also possess the ownership towards the LC
4. Divide your AIESEC Experience in two parts Successes and failures. Mention 3 each. Successes
Failures
Been able to discover things about Couldn’t complete my OC term for myself which I never knew existed. Balakalakaar 2011 Have grown and evolved as a person.
Given AIESEC Chennai its most hardworking MB and GB.
Couldn’t implement all the ideas I had for the LC after I got on to the EB role.
Retained most of our members.
Couldn’t deliver a perfect Feb Recruitment.
5. If we have to add/remove/replace/evolve stages in the AIESEC Experience, probably if any, what will that be? Current AIESEC Experience
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
The New AIESEC Experience
6. What are your opinions on the revised AIESEC Experience? Mention changes if any I have added ‘Understanding and Alignment to AIESEC’ as a stage to the Old AIESEC experience module as I feel there are people, as we have seen in the past, who quit the organization as they consider it to be a lot of pressure on them and most of them feel, that the work they do here isn’t of any use. Only if we could make them understand the importance of the work we do and how it has changed millions of us throughout the globe and also, align them such that they stick on to the organization and grow and become better individuals, the AIESEC Experience would be complete. Organizational Subsystems, Functions and Processes 1. What are the key successes and failures of year 2011-12? Evaluate the performance on the basis of the LC Focus areas SUCCESSES 1) Financial Stability Increase in stability of Finances. The fund raising standards were being redefined. There has been a gradual increase in terms of funds raised. Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Surplus was generated through events like Y2B and BKK. No MC debt anymore. 2) Membership Had a very good member retention after August Recruitment. Members were insisted to attend external forums that gave them immense knowledge and also better state of mind. Very hardworking and motivated members after Q2 The Management Body is one of the finest we have ever seen. 3) Exchange Ventured into Sastra University and NIT which I’m sure would benefit us to a major extent next year. SRM MoU signed. This will also help in boosting our exchanges. A new matching team was set up. This helped in the matching of not only GCDP-OGX forms but also GCDP-ICX. FAILURES 1) Financial Stability There was no transperancy in our Finances this year. Investment in Membership in the first two Quarters wasn’t of much value. Reimbursements were not provided to all. 2) Membership RnR model followed in the first two Quarters didn’t reap much benefits. As reimbursements weren’t provided, members were unhappy. Induction Process wasn’t defined until August 2011. 3) Exchange As the holiday period for most of students from Chennai was cut down majorly, exchanges were not facilitated. EP’s who got back from their internship were not reintegrated. Couldn’t show the proper number of X+L’s due to the email id issues. Few of the interns who came down to Chennai were not assigned any internship for the number of days they stayed in the city which affected other areas too.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
2. What are the top 3 Focus areas of AIESEC Chennai in 2012. The Top Focus areas for AIESEC Chennai in 2012 would be: 1) Ensuring that every process involved in Exchange and Exchange Support portfolio’s are followed strictly. 2) Ensuring that quality of Exchange (ICX and OGX) is not compromised on, as we tend to focus more on numbers and less on quality. 3) Ensuring that every member in the LC enjoys his/her AIESEC experience 4) Ensuring that a high amount of Discipline is followed in the LC 5) High amount of Transperancy 6) Ensuring that every stakeholder enjoys associating with AIESEC 3. Compare the role of AIESEC Chennai as an LC in National Association, AP GN and Global Plenary from years 2007, 2008, 2009, 2010 to what will be in 2012 In 2007: Piyush Chawla represented AIESEC Chennai on the MC | 73 Exchanges | Hosted NatCong | Won the award for The Most Progressive LC in the country In 2008:
Hosted June National Conference | 53 Exchanges
In 2009: Abhijeet Sunder represented AIESEC Chennai on the Member Committee | 60 Exchanges | Hosted National Congress | Growth in ER In 2010: Won the award for the Most Progressive LC in the country | Best OGX in the country | Most Progressive Finance in the country | Best ER in the country | 200 Exchanges 4. What would you want to start, stop and continue in AIESEC Chennai in terms of the relationship with and Satisfaction of our stakeholders: Members, Exchange Participants, Alumni, Clients and Parents? START Members Membership ID card. Member Satisfaction Documents (M.S.D) Strong Feedback Mechanism. Exchange Participants Use of reception packages. Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Induction drives for Incoming and Outgoing EPs: There should be proper induction for Both Incoming and outgoing EPs as they realize into an alien country just on our belief, how much do we justify that? “In meets out”: In meets out is a meeting of all incoming and Outgoing EPs where they discuss, about culture shocks, realities, etc. Alumni TTT (Train the Trainers Team) Clients The EB meeting their clients on a quarterly basis. Inviting them for all our events. Parents “Member Report Cards” to be mailed / sent by post to the respective parents such that they get an info as to how his/her child is performing and where he/she needs to improve on. It also helps us improve our brand image. Inviting them for all our events. STOP Members Spending huge amounts on RnR campaigns. Unsystematic induction process. Clients Unprofessional approach: We generally are not punctual, which also affects the relationship with our clients. Parents Not involving them in our activities. Not keeping them informed about their child’s whereabouts.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
CONTINUE Members Theme based LCM’s. Jives, Roll Calls etc. Exchange Participants Trainee Dinners & Meets. Inviting them for our External Forums. Re-integration. Alumni Inviting them for our external forums. Alumni dinner & meets. Clients Service Evaluation Documents (S.E.D’s) Inviting clients as Guest Speakers for our events. Capitalizing on referrals given by the clients.
5. Briefly analyze the current state of financial systems in the LC. How do you see the financial systems evolving in the coming year, what would be the changes you would want to bring about in the approach towards the current thought behind the financial Management. The current state of Finances in our LC is ideal but has a good scope of improvement. Financial Systems definitely needs to evolve next year as there is absolutely no transperancy in the LC. Members are unaware as to from where the money comes from, where it goes, how is the money being utilized, how much is being saved and for what purposes. So the financial system definitely needs to change. I’d definitely bring in a few major changes to the Finance portfolio. Those few changes would be monthly analysis of the Finances by the TTT, display of the financial position of the LC to the members every quarter, Minutes of the FTF meetings to be put up on the EB group.mention the processes, ideas or initiatives you will bring in to improve 6. Please the financial management in terms of:
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
- Financial accountability Proper Implementation of the Financial Task Force (FTF): The minutes and documented proof of the FTF meetings to be posted on the Executive Body group. The EB and GB have the right to know it and they shall be informed about the same during the course of the coming year. Complete financial accountability to be ensured. Other innovations are mentioned in the 2012-2013 year plan. Synergy between the EB and the FTF team every month for monthly review. Documentation is to be of utmost importance. - Realistic Budgeting Budgets to be made open to the scrutiny of the Executive Body Members and finalized during the progress of the concerned activity. After a budget is made, it needs to get approved by every single Executive Body Member and only then, will it be implemented. - Transparency and Financial learning. Mentioned in the previous question. - Cash tracking Checklist mechanism: The Cash Generated and spent will be evaluated and even a Discrepancy will result into serious repo cautions of the VP F and the FTF. Proper bookkeeping and Track of Finances will ensure no discrepancies. Online financial tool will be generated and The Inflow/outflow of all finances will be tracked, it will also help in Cash tracking. - Investment in membership. Budget of the year will be made in the presence of VP TM. Review of Investment in membership every month.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
- Profit maximization It is not our priority Profits will be ensured if we adhere to our planned budgets and implementation of the latter. - Automated financial governance Financial information to be provided on the AIESEC Chennai google group. Internal Audits.
7. What should be done to improve the following? - Information system (myaiesec.net) knowledge of members To improve the myaiesec.net knowledge of the members, it is required for the incoming Executive Body to possess thorough knowledge of the same. Importance of myaiesec.net to be reinstated at every department meet/ AIESEC meet. Training and guidance to be given. - Virtual platform optimization I as a strong believer in personal contact would rather not conduct meetings over the net as it makes the meeting impersonal and we as teenagers tend to skip meetings online nor do we give importance to virtual meets.
- Campaign management All LC campaigns and Events should have a Supervision of VP C and VP TM. The campaigns and events portray the brand of the LC externally and internally. Agenda manager of all events for the LC will be VP C, VP TM and their team. Campaigns must be properly structured and all details must be accounted.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
- Communication protocols and mechanism Every member should have a myaiesec.net id for communication in AIESEC Blog for Knowledge Management Emails should be the primary mode of communication 8. What are the areas where AIESEC Chennai will pioneer? Please go through Question number 2. 9. SWOT AIESEC Chennai at the end of 2011. Discuss your strategies for threats and weaknesses. STRENGTHS External Relations Strong membership after August Recruitment Events done in the year Alumni database Stakeholder Management Portfolio WEAKNESSES Investment in membership Trainee issues Lack of sufficient performing members in the first half Unable to completely capitalize on the corporate market Member Exchange ratio Involvement of our stakeholders OPPORTUNITIES Tracking of every single process Quality of exchanges Attendance at national conferences Review mechanism of all portfolios Short term OGX Induction process after recruitment Corpus funding from the LBoA Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
THREATS
Matching issues Unhappy trainees Lack of sufficient quality members in the next recruitment Unhappy clients
10. How will you ensure growth in External Relations next year? Give a list of your suggested ER products with corresponding potential market DIFFERENT from year 2011 for 2012. The only way to ensure growth in External Relations portfolio is by adhering to the following aspects:
Renewing partnerships which took place last year Working on an event at least 2 months in advance Delivering as promised to each and every client Delivering an event as per the scale of funds expected
I as LCP would not concentrate on any new ER products because I feel the products which already exist aren’t being properly capitalized on. We should make our projects stronger, such that they possess a name in the market, strengthen it and then innovate on new products. ER PRODUCTS Global Village Youth to Business – companies which deal with other companies for example, HR Consultancies, financial consultancies, telecom providers etc Balakalakaar – companies which focus on child based CSR investments Recruitments – companies which deal with students
11. How will you make sure that you are cultivating, developing and pipelining the middle level management? How can you make your MB as competent as your EB? List down strategies to ensure HIGH ACCOUNTABILITY amongst the MB of 2012-13.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
It is important to understand that the EB plays a role in providing direction and the MB is responsible to make sure that the directions being given are passed on and perfectly implemented. In order to make sure that the MB is cultivated and performs as expected, the following steps will be taken:
Management Body Inductions MBM’s on a regular basis ( at least 3 in a Quarter) MB reviews and planning to be done on a fortnightly basis Importance of MB to be explained and reiterated at all Local Committee Meetings MB RnR to be initiated MB to be given a lot more decision making authority Pipelining for the MB – TR (Task Runners) Sessions to be conducted by the MB Serious repo cautions for Non-Performance and Negative Leadership MB Endorsements by the EB
12. Give your plan to ensure HIGH amount of personal effectiveness and efficiency in at each level of Organizational Structure in 2010 in the order of LCP, Executive Board Members and Management Board Members, Project Managers, GB members and new recruits. PERSONAL EFECTIVENESS LCP -> Constant motivation -> Realistic approach towards goal. -> Capability to Motivate people. -> Crisis management -> Humbleness and Lively behavior. -> Conclusive Approach and Constant Self- monitoring EXECUTIVE BODY -> Consecutive team meetings -> Desired freedom and flexibility for their Portfolio (Under brand surveillance) -> Selection of Appropriate and Committed Team members. -> Generation of Competitive feeling ->Endorsement to all performing team members Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
MANAGEMENT BODY -> Team meetings -> Assigning motivated people as a team. -> Rewards and Recognition ->Endorsement to all performing team members -> Mentoring by EB members and Alumni
\
PROJECT MANAGERS ->Review in every 15 days. -> Endorsement to all performing team members GENERAL BODY ->Mentoring by EB members and Alumni. -> Sessions by EB to make GB understand the relevance of leadership opportunities NEW RECRUITS -> Assigning of proper Job role. -> Flowing AIESEC knowledge. -> Attendance at the national conferences. -> Attendance at the External forums and events. -> Virtual presence. -> Interaction with Internationals and Alumni. -> Sessions by Clients. ->Mentoring by EB members. 13. What do you think is the key motivation for the current membership and what are your plans to ensure motivation amongst the membership throughout 2012? The key motivation for the current membership in the LC is that they find AIESEC to be an amazing organization which helps them do things which not every individual gets the opportunity to do. They are also in sync with the fun part of the organization such as jives, roll calls etc and thus, they are highly motivated. My plans to ensure that all AIESECers from this LC are motivated is by aligning their personal goals to the organization such that they can relate to it and work on it. Ensuring that the M.S.S (Member Satisfaction Surveys) are being taken such that every member related issue can be sorted would help majorly in motivating them. Regular mentorship sessions by the EB members and Alumni’s would also help keep them motivated. Apart from this, the usual fun stuff would always exist. Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
14. How will you deal with lack of adherence to targets across the EB, MB and GB? Lack of adherence of targets will be viewed very strictly in 2012. The MB and GB should understand that AIESEC is a lot of fun but its equally important to work to get an experience out of it and grow as an individual. If a member is seen being consistently sloppy in his work and is not adding value to the organization or to himself, he or she will be shunned from the organization. The lack of adherence of targets across the EB shall not be disclosed for now. 15. AIESEC Chennai has faced a huge problem of lack of availability of sufficient ICX supply in Q3, affecting overall performance. How do you plan to make sure that forms are being matched continuously throughout the year? The lack of ICX supply has definitely has had a major downfall in Q3 this year which has affected the overall performance. The only way to ensure that the forms are being matched continuously throughout the year is by Making sure that the matching mails sent are more enticing such that people would want to view those rather than getting bored by looking at the length of the emails Ensuring that frequent matching manias happen Ensuring that every Exchanger participates in the Matching Manias Setting up a smaller team within the ICX departments/portfolio’s exclusively for matching Publicizing our matching manias to a major extent Increasing our IR These would definitely help in Matching continuously throughout the year.
16. What are your plans and strategies to ensure improvement of number of the number of matches and overall performance in the corporate sector? I personally feel that the Corporate Sector has a lot to improve on. AIESEC Chennai’s corporate sector has always seen a bad phase. Whether it was the unavailability of Raises or the major downfall in the matching scenario, AIESEC Chennai’s Corporate Sector has not been very unsuccessful. I just have one statement to make, Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
‘To understand the Corporate Sector, let’s start bringing in the professionalism which the corporate sector people have. And then, things will fall in place’ For plans and strategies, please go through the Year Plan. 17. How do you plan on taking forward the growth in the development sector and ensuring better performance in 2012? I’d say that the Development Sector has definitely been of a major boost to us in terms of exchanges. The usual processes involved in the DT sector remain the same , nothing much needs to be changed. The small changes which could add a lot of value to the DT sector and improve our performance would be on the way we handle our clients. I’m sure that this would ensure that the DT sector of AIESEC Chennai grows to a large extent. 18. State your plans regarding the Outgoing Exchange portfolio and how you plan on having a structured raising and matching system? In the Year Plan. Please go through. 19. What are your plans regarding stakeholder management? The Stakeholder Management Department was set up this year to ensure that every stakeholder enjoys associating with AIESEC Chennai and such that our brand value increases. But due to various reasons, the only stakeholder we concentrated on mainly were the trainees. Handling the alumni’s and clients started late. Though the SED’s were being filled, there was no absolutely no transperancy and the alumni database also hasn’t seen a major growth in the number. Parents, being our most important stakeholders were not concentrated on. These were a few major issues with the SM department this year. But I plan to correct the mistakes and ensure that every stakeholder enjoys collaborating with AIESEC Chennai in the coming years. 20. How do you plan on carrying forward the concept of sustainability started in the year 2011 and ensuring that each and every stakeholder is satisfied? Refer Year Plan.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
21. How do you plan on improving our brand and external visibility in the year 2012? The CIM department has done extremely well compared to the past, though the targets which were set at the beginning of the year are yet to be achieved. By following the same processes and working smarter on it, I’m sure that our visibility will increase. The other factors which would help in improving our brand and its visibility would be:
Publicizing our Virtual Network to a major extent Every event done by AIESEC Chennai should have PR partnerships Tie-up’s with local newspapers and magazines Tie-up’s with malls and theatres across the city Tie-up’s with youth hang out spots in the city. Ex- Mocha, CCD etc Publicizing it to our corporate clients Sponsorships for advertisements Having our own blog etc
Thus these are a few methods on improving our brand and our visibility. 22. What are your plans to ensure effective management of membership, talent tracking, appraisals, retention and overall engagement of members? Retention and effective management of membership can stabilized if we strictly follow these practices: Talent Induction Local Training Seminar is the first time, newly recruited members would be exposed to what AIESEC exactly is; this would be a common induction, which will then be followed up by a department induction, which the respective Vice Presidents would run through after allocating members. Talent Training and Skill building The following four phases would be followed to efficiently train and improve skill building among membership of AIESEC Chennai.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Talent Promotion It’s important for the LC to identify and promote the right talent by providing them the right opportunities, locally, nationally and internationally. For example, promoting NSD 2012, MC Workdays, etc and getting members to apply for the same. International positions such as facilitator for conferences, CEED opportunities, etc. will also be promoted, as this boosts and motivate members to continue in AIESEC. 23. How do you think members will benefit from being in AIESEC in Chennai apart from the regular experience they get? ‘ AIESEC – The World’s Largest Youth Run Organization ‘ in itself is a major recognition for them. Apart from the regular experience they get in the organization, the members of AIESEC in Chennai will learn real Professionalism, real Discipline and real Leadership. This is something which no other LC or no other organization could teach them apart from AIESEC. More importantly, The Local Committee of AIESEC Chennai 2012. 24. How do you think various stakeholders will benefit by engaging with AIESEC in Chennai? Mention the benefits that each and every stakeholder gets separately. This question has been answered in Question Number 4. 25. What are your plans of investment in infrastructure and office space Nice Question. Owing to the fact that our office in Mylapore exists only for the namesake, gives me a lot of food for thought. Investment in Infrastructure and office space shall be decided at the FTF meet. The LBoA will definitely be contacted regarding the same. It will be one of my major priorities though. 26. What are your expansion plans? Mention the name of the entity, if any and whether you plan on making it an official expansion in the year 2012. Though SASTRA and NIT have done really well post August Recruitment, I would not want to make it an official expansion this year. I’d want to give it more time to see whether things work out and if it’s able to boost our exchanges to a major extent, only then do I plan to take this expansion officially. As of now, I’d like to call it our unofficial entity. Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
27. Mention your plans to engage EB, MB and GB members in CEEDs, ILCEPs, International conferences and X+Ls? The plans to engage EB, MB and GB members in CEEDs, ILCEPs and International Conferences has already been mentioned in the ‘Talent Promotion’ part of Question 22. 28. Give a brief outline of the RnR system to be followed in the LC. I am happy with the OCTO-NOVA fest 2011 which was started by The TM Cell as it helps us keep a continuous track of the members in the LC and moreover, this campaign is not a month end campaign like ‘MAYhem Maddness’. This campaign aims to run continuously throughout the year ensuring that RnR is given to the members on a fortnightly basis. I’d like to follow a continuous RnR process for the LC members. RnR for the MB and for the various OC’s will be targeted. 29. How will AIESEC Chennai fall in line with national direction and the NSC 2015 goals. AIESEC Chennai has always been seen with huge respect in the national plenary and has always met its goals set. And when it comes to falling in line with the National Direction and NSC 2015 goals, I’m sure that AIESEC Chennai would have ‘Engaged and Developed every Young Individual’ it came across in the year 2012.
AIESEC Chennai: 2012-13 1. Comment on the Culture of AIESEC Chennai 2011-12. How has it evolved/changed/depleted from the year 2007? How will you ensure culture of excellence, dynamism, holistic experience, mutual cooperation and coexistence? How will you LEAD and MANAGE CULTURE? Our Culture has always have always been a benchmark for all local committee’s in India and in the world. We have always been viewed as an LC with smart and work oriented members. In the coming year, the LC Culture will be given a lot more emphasis and priority. In an organization like AIESEC it is very necessary to keep a track that every member is satisfied with the AIESEC experience. It is important that our culture is fully focused on personal development and performance. But we know we are still not at the best, in 2012, we will redefine the Culture of AIESEC Chennai and so, Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
In 2012 We are more Professional in our approach and Processes. Holding healthy and potential conversations. We strive for excellence with Ethics. We become less based on Alcohol and Cigarette’s. Time management: We don’t respect time in AIESEC, we need to Buck on this, and this will happen in 2012. Jiving at every LCM Getting Rid from Sarcastic and in disciplined atmosphere. Sustenance of the Competitive culture in the LC. 2. What legacy will you leave behind as an LCP for the generations to come considering the year 2012? I’m not saying that I’ll be the finest LCP AIESEC Chennai has ever seen. All I want to give AIESEC Chennai is the finest set of members who have followed every single procedure in carrying out every single duty and evolved as the finest individuals the country has ever seen. I leave behind My AIESEC Dream. My Dream that AIESEC Chennai should become that place, such that if you have not been a part of AIESEC Chennai, then your AIESEC experience is not complete. AIESEC Chennai creates a benchmark in all processes, and tell people ‘this is the way you should deliver’. This would be the legacy I’d like to leave behind as an LCP for the generations to come. 3. If at all you wish to bid for a conference in year 2012, which one will that be? How will you make sure that you generate maximum profit from it without it being interfering in your plans? I haven’t thought about bidding for a conference yet. If I plan to bid for a conference, it will be based on the LC’s performance during the course of the year. 4. Give your plans ideas and innovations to ensure that AIESEC Chennai has a high performing Q1. This year’s Q1 was not very successful as we did not have a proper base from 2010. But in 2012, it won’t be the case. The major ideas which would be implemented to ensure that AIESEC Chennai has a high performing Q1 would be: Mentoring of the Senior members in the LC before the New recruits join in February Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Publicizing our Matching Mania’s to a major extent Raising Drives to be initiated with full vigour Ensuring that every member does equal amount of work Tracking of every member in the LC Member Satisfaction Surveys (M.S.S) to be filled and the problems needs to be solved. Induction process for the new recruits to be defined well in advance Setting up of the TTT and the LTT to ensure that motivation levels of members are high These would be a few ideas and innovations which would help provide AIESEC Chennai with a high performing Q1 5. Give department wise exchange targets for Q1. QUARTER 1 COMMUNICATIONS AND INFORMATION MANAGEMENT • • • • •
Engaging Media for ‘Recruitments’ and ‘Empower’ Documentation of each and every process Myaiesec.net training to be given to every member in the LC 30 Media articles to be out. 3 partnerships to be signed
TALENT MANAGEMENT
Jan 1st week – OC Recruitments in place Jan 2nd week – OC work on Recruitment continues. (GD’s) Jan 3rd week – OC work continues (GD’s/PI’s) Jan 4th week – OC work (GD/PI’s) Feb 1st week – New Recruits. LTS. Feb 2nd week – Regional Youth Leadership Conference (RYLC) Feb 3rd week to March 4th week – Members allocated in the departments. They start work. Members recruited – 80 GD’s – 400 Mentorship to be of utmost importance Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
EXTERNAL RELATIONS
Product –Global Village Exchange target – 40 Fund Raising – Rs. 3,00,000 Estimated expenditure – Rs. 1,50,000 Target market for fundraising – Companies which deal with students. For example – The Chopras, Infysec, TED, FedUNI
STAKEHOLDER MANAGEMENT Making sure that the S.E.D’s filled at the end of Q4 2011 are reviewed Ensuring that the complaints from our clients are corrected Every VP will be incharge of meeting the clients at the beginning and the end of the quarter Trainee Management to start simultaneously Ensuring that each and every client is satisfied with service provided Keeping a check on the trackers of every department/portfolio Making sure that the processes involved in their working are according to the SOP’s GCDP- OUTGOING EXCHANGE
Research on EP/TN aspects Careful selection of top 30 partner countries Raising drives Synergy with TM for raises during Recruitment Synergy with the OC Empower for raises MoU to be signed with Sastra University Working on Colleges in the city, SRM, Sastra and NIT for Summer realizations EP Re-Integration Ensuring Quality in every process undertaken R-M-R Split : 120-95-20
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
GIP – CORPORATE SECTOR
Main focus on Matching previous year forms Small scale raising drives Realizations from previous year forms Meeting of clients and ensuring that they are happy with the service Ensuring Quality in every process undertaken R-M-R Split: 30-18-15
GCDP – DEVELOPMENTAL AND EDUCATIONAL SECTOR
Matching forms of previous year Raising Drives Meeting of clients and ensuring that they are happy with the service Ensuring Quality in every process undertaken R-M-R Split: 30-25-15
GCDP – DEVELOPMENT AND EDUCATIONAL SECTOR (PROJECTS)
Matching forms from the previous year Raising drives for the first 2 months Planning for the projects to be run in the next quarter Preparing and Conceptualizing it Meeting of clients and ensuring that they are happy with the service Ensuring Quality in every process undertaken 6. How will you make sure that you are optimizing your performance as an LC in Q3 which has seen a major drop in performance throughout AIESEC India in 2011?
Explaining the answer sector-wise: GCDP-OGX: Q3 happens to be of crucial importance because this is the period which decides the amount of crucial importance because this period decides the amount of winter realizations which happen GIP-TN: Raising forms for winter realizations and matching of all the forms raised within this quarter as matching in Q4 is very difficult. Y2B, an ICX based event is also planned which will help in optimizing the performance Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
GCDP-DT and ET: Genesis, a DT based project will be held then which will help in boosting our performance. 7. What is your Theme? My Theme for 2012 would be:
AIESEC CHENNAI:
Be The
CHANGE
8. What according to you will be the role of the LCP of AIESEC Chennai in Focus Commission 2012-13? The LCP of AIESEC Chennai will have the following role in the Focus Commission 2012-2013: To represent AIESEC Chennai and its views in the Focus Commission To ensure that every national decision is made in accordance with AIESEC in Chennai’s interests To ensure that the LC’s key activities and key innovations are being showcased 9. What is your plan or Alumni Relations in year 2012? How will you make sure you have an access to the biggest ever pool of alumni? What structural changes you need to have in OS to make sure LC has amazing Alumni Relations? Alumni Relations will be maximized through the following:
Formation of TTT Alumni Re-integration Alumni events Alumni Mentoring
Please go through the enclosed LC plan for a detailed description.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
10. What are your innovations across all portfolios for the year 2012? My major innovations for the year 2012 would be:
High Discipline Levels among the members Professionalism to be reinstated Formation of the TTT (Train the Trainers Team) Formation of the LTT (Local Trainers Team) Member Satisfaction Surveys (M.S.S) Quarterly display of the finances to the GB Transperancy Review Mechanism for all portfolios MB Endorsements by the EB
For other innovations, please go through the Year Plan. 11. What is your proposed Organizational Structure of year 2012? Mention EB, MB, GB structure. Please Find Attached. 12. Design LC calendar for 2012. Please Find Attached. 13. Attach your LC plan. (Use appendix) Please Find Attached. 14. NATCONG 2013 and AIESEC Chennai. My NATCONG 2013 Vision would be:
AIESEC Chennai becomes the fastest growing LC in terms of ALL Portfolios Over 50 X+L’s delivered Best Middle Level Management Best Delegation Award
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
General Questions 1. Why did you decide to run for LCP, AIESEC Chennai for any other responsibility in or outside AIESEC? Opportunities multiply when they are seized; I define opportunities not for the spectrum of just myself but also for the local committee as a whole. I am applying for this prestigious role because I firmly believe the only way of finding the limits of the possible is by going beyond them into the impossible. AIESEC has successfully created a homogeneity within the diverse population of the world bringing together like-minded youth who believe that positive change within the environs that we inhabit is possible through collective will and ability driven by the strategy of collaborative processes Applying for the position of LCP marks a progression in my AIESEC experience. Right from that first responsibility that I was assigned at AIESEC to the various demands that my previous position as VP exposed me to, I have grown both personally and professionally and now feel that I am ready to take on larger responsibilities. 2. What is your style of leadership? How can you conclude that what AIESEC Chennai needs is an LCP like you? My style of Leadership would be ‘Modesty’. My past AIESEC Experiences have taught me that we might be part of The World’s Largest Youth Run Organization but at the end of the day, we are still the youth. And we tend to make mistakes. And instead of covering them up, we need to be modest enough to accept it and learn from it, to ensure that such mistakes are not repeated and we become better individuals in the process. This would be my style of Leadership If members of AIESEC Chennai want to experience a lifetime of a change in their personalities and not just in the way they work, then I’m sure that I deserve to be the LCP of AIESEC Chennai. I assure you that by the time my term gets over, every AIESECer from Chennai is going to be a changed and a better individual in all aspects.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
3. Why should you be not selected as the LCP of AIESEC Chennai 2012? In case that happens, what is your plan B. Remember there must be a plan B. If I am not selected as the LCP of AIESEC Chennai 2012, then I’d wish to Re-Term as the Vice President-Talent Management. If not, my AIESEC Experience would come to an end. 4. Your AIESEC Chennai DREAM! I dream of AIESEC Chennai to produce a new generation of AIESECers who are a class apart from any other individual present anywhere throughout the globe. I dream of AIESECers from Chennai being highly matured individuals with not only the focus to dream big and achieve the impossible but also are Ethical in every way possible. After all, it’s the principles we live by which define who we are.
5. What role can AIESEC Chennai play in addressing issues like Global Warming, Youth in politics, fighting financial slowdown and building global harmony? The importance of having the youth address global issues has become increasingly important as we being the youth of the country have every right to voice out our opinion, work on it such that they get eradicated eventually. AIESEC Chennai can make it’s opinions count by hosting developmental projects based on issues of national and global relevance. It is important to show that the world that we as AIESECers might be young but we have tackled global issues in the past and we strive to continue the same.
Welcome to
2012!! Be the CHANGE Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
AIESEC Chennai | LOCAL COMMITTEE YEAR PLAN | 2012-2013 Quarter 1 (January, February & March) Talent Management Transitions OC Recruitment Applications to be released – December 4th week OC Recruitment to start work Jan 1st week Group Discussion and Personal Interview evaluation sheets to be improvised on (if necessary) Setting up an HR partner (ex- Ma Foi, Gemba School of HR etc ) Slots for GD’s and PI’s to be framed well in advance New recruits to be come in by Feb 1st week Induction for members going for RYLC Portfolio Induction agenda’s to be designed before inductions take place Member Satisfaction Surveys (M.S.S) to be made M.S.S to be released at the end of every month Designing of a new and enticing RnR process and implementing it Formation of a new MB Appraisals and its feedbacks to be worked on EP Re-integration with GCDP-OGX Formation of the TTT Mentorship Sessions by the Alumni and the EB Member Retention to be of high importance Review of AIESEC in SASTRA (membership – unofficial entity) OC for Y2B to be set after August Recruitments and tracking for the same to start External Relations Transitions Capitalization on Perspective Clients of last year for the Year long branding.
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Planning for Combined meeting of Board and Council in month of February Working with SRM university for Global Village No. of exchanges through Global Village - 50 At least 3 board meetings with individual Board Members Working with the VP-TN’s and starting a CSG Coming up with better ER products Incoming CEEDs for ER FTF meet minutes to be uploaded on to the EB google group Youth to Business 2012 Number of exchanges - 20
Communications and Information Management
Transitions Publicity for Recruitments ( 10 Media Articles ) 5 partnerships to be signed Designing the AIESEC Chennai Booklet for our EP’s Myaiesec.net coaching to every member in the LC (pre and post recruitment) Documentation of every process Knowledge Management Publicity for Global Village (15 media articles ) Synergy Investment in branding (if any) with VP-F Newsletters for alumni’s, clients and parents Communication protocol review within the LC Presence of External Forums
Finance
Transitions Financial decisions to be made at FTF meetings 5 FTF meets Documentation Budgets to be planned according to the state of the LC’s finances Transperancy
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Sessions on Financial Management to be taken regularly Cash tracking to be made open to the scrutiny of the GB members Re-imbursement model to be planned and implemented (with VP-TM) Global Community Development Programme –Outgoing Exchange Quarter 1 Target: 120-95-20 (R-M-R)
Transitions Careful selection of top 25 Exchange countries Professionally designed promotion materials Re-Integration of EP’s Building IR Raising Drives Synergy with TM for raises during recruitment Initiation of Impact Week with VP-ER to boost the exchanges Induction for new members Extensive training on raising pitch and the usage of myaiesec.net MoU to be signed with SASTRA University
Global Community Development Programme – Development and Educational Sector Quarter 1 Target: 30-20-15 (R-M-R)
Transitions Careful selection of top 25 Exchange countries Professionally designed promotion materials Structured IR plan Extensive Raising Drives Induction for new members Extensive training on raising pitch Extensive training on the usage of myaiesec.net Meeting all our clients at the end of the Quarter Cultural integration between the VP and the EP (every week)
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Global Internship Programme – TN (Corporate Sector) Quarter 1 Target: 30-18-15
Transitions Selection of top 15 Exchange countries Professionally designed promotional materials Short, compact and more enticing method of sending emails to be introduced Matching drives to be of primary importance Small-scale Raising Drives Extensive training on Raising pitch Myaiesec.net to be taught to every single member thoroughly Increasing IR Meeting all our clients at the end of every quarter Cultural integration between the VP and the EP (every week Initialization of a Corporate Support Group (C.S.G) Stakeholder Management Improvisation in the S.E.D’s (if required) Improvisation in AIESEC Chennai TCU’s and making changes (if required) Agenda planning for Parents meet after the LTS Membership Report Cards by synergizing with VP-TM Evaluation of the S.E.D’s Trainee Management Alumni re-integration Addition of alumni to the Alumni Database Alumni based event Trainee based event Ensuring that the VP-EP interactions happen regularly Ensuring that quality issues aren’t a botheration by synergizing with The TM Cell in tracking Keeping a check on the Discipline levels of the LCP, EB, GB, New Recruits, Alumni’s, Trainees etc Planning and implementation of the LC based events (LCM’s, LC Days etc)
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Documentation of every process
Quarter 2 (April, May & June)
Talent Management Working on the Appraisal feedbacks Checklist Mechanism (review) of all portfolio’s by the TTT Additions to the TTT Members to be added to the MB Frequent MBM’s RnR to be implemented separately for the MB and for the OC of all events conducted in this Quarter MBM agenda to be planned well in advance Membership ID Cards to be in place Applications for the LTT to be out LTT to be formed M.S.S issues to be resolved Member Retention – defining new ideologies Mentorship Sessions by Alumni and the EB. Inductions for members going for June National Conference (JNC) Review of AIESEC in SASTRA (membership – unofficial entity)
External Relations
Balakalakaar 2012 – June 2nd week Number of Exchanges - 35 Capitalization on Perspective Clients of last year for the Year long branding Expanding the Board At least 3 board meetings with individual Board Members CSG to be in place Corpus funding from the Board Partnerships
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Incoming CEEDs for ER Defining new and better ER products External Sessions for the EB, MB and the GB are arranged for Communications and Information Management
Constant Brand Check for the LC Online presence of our LC increases Knowledge Management Matching Manias for the LC (bettered and sturcutured) Attendance at External Forums Newsletters for alumni’s, parents and other clients (with VP-TM and VP-SM) Reviewal of the Member Report Cards and changes to be made before they are sent to the parents (with VP-TM and VP-SM) Partnerships to be signed A new set of case studies, photograph’s etc through media for gaining visibility Events to be publicized on networking sites Myaiesec.net wiki’s, news feeds, classifieds etc to be made Documentation of every process
Finance
Budget reviewed by the TTT and then by the LBoA FTF review by the EB and the TTT for the Financial Health Check of the LC Re-imbursement model to be implemented FTF meets to be updated to the EB Investments to be made in subsidies, RnR Campaigns, LC Events, Conferences etc Transperancy Sessions on Financial Management to be taken regularly Cash tracking to be made open to the scrutiny of the GB members
Global Community Development Programme – Outgoing Exchange Quarter 2 Target: 45-40-105 (R-M-R) Extensive Matching process to start Peak Realization Period
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Strengthened and structured IR Striking LC-LC partnerships Implementation of “In meets out” Correcting the mistakes made in the previous quarter
Global Community Development Programme – Developmental and Educational Sector Quarter 2 Target: 30-22-25 (R-M-R)
Extensive Raising Drives Matching to be of primary importance Building IR Planning better projects for the coming quarters Peak Realization period Meeting all our clients at the end of the Quarter Cultural integration between the VP and the EP (every week) Correcting the mistakes made in the previous quarter
Global Internship Programme – TN (Corporate Sector) Quarter 2 Target: 25-25-15 (R-M-R)
Matching to be the main focus Raising drives Meeting all our clients at the end of the Quarter Cultural integration between the VP and the EP (every week) Correcting the mistakes made in the previous quarter IR Building
Stakeholder Management
Membership Report Cards by synergizing with VP-TM Evaluation of the S.E.D’s Trainee Management Alumni re-integration Addition of alumni to the Alumni Database Alumni based event
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Trainee based event Ensuring that the VP-EP interactions happen regularly Ensuring that quality issues aren’t a botheration by synergizing with The TM Cell in tracking Keeping a check on the Discipline levels of the LCP, EB, GB, New Recruits, Alumni’s, Trainees etc Planning and implementation of the LC based events (LCM’s, LC Days etc) Planning for July Local Congress Documentation of every process
Quarter 3 (July, August & September)
Talent Management OC for Recruitments to start work – July 1st week Group Discussions And Personal Interviews to take place the following weeks Slots for GD’s and PI’s to be decided before hand External involved for conducting GD’s LTS and Induction planning Local Training Seminar (LTS) – Aug 2nd week Department Inductions planed earlier to be implemented Inducting members going for Regional Youth Leadership Conference (RYLC) Working on the Appraisal feedbacks Checklist Mechanism (review) of all portfolio’s by the TTT Members to be added to the MB Frequent MBM’s RnR to be implemented separately for the MB and for the OC of all events conducted in this Quarter MBM agenda to be planned well in advance Membership ID Cards to be in place Applications for the LTT to be out LTT to be formed M.S.S issues to be resolved
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Member Retention – defining new ideologies Mentorship Sessions by Alumni and the EB Correcting the mistakes made in the previous quarter External Relations
Board meeting Corpus funding from the Board Partnerships Incoming CEEDs for ER Defining new and better ER products External Sessions for the EB, MB and the GB are arranged for Continuous correspondence and involvement in the LC’s activities
Communications and Information Management
Recruitment support ( virtual promotions and online visibility ) Media articles for the events conducted Partnerships signed Constant Brand Check for the LC Online presence of our LC increases Knowledge Management Matching Manias for the LC (bettered and structured) Attendance at External Forums Newsletters for alumni’s, parents and other clients (with VP-TM and VP-SM) Online presence and connection with all clients
Finance
Re-imbursements for members (based on performance) Market dues – recovery mechanism FTF meetings to happen. Minutes to be on the EB group Financial Health Check of the LC by the TTT and the EB Transperancy Sessions on Financial Management to be taken regularly Cash tracking to be made open to the scrutiny of the GB members
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Global Community Development Programme –Outgoing Exchange Quarter 3 Target: 60-30-20 (R-M-R)
Review of the selected top 25 Exchange countries Professionally designed promotion materials changes to be made (if required) Re-Integration of EP’s Building IR Raising Drives Synergy with TM for Raises during recruitment Induction for new members Extensive training on raising pitch and the usage of myaiesec.net
Global Community Development Programme – Development and Educational Sector Quarter 3 Target: 30-20-18 (R-M-R)
Review of the selected top 25 Exchange countries Professionally designed promotion materials – changes to be made (if required) Structured IR plan Extensive Raising Drives Induction for new members Extensive training on raising pitch Extensive training on the usage of myaiesec.net Meeting all our clients at the end of the Quarter Cultural integration between the VP and the EP (every week) Correcting the mistakes made in the previous Quarter
Global Internship Programme – TN (Corporate Sector) Quarter 3 Target: 25-18-15 (R-M-R)
Review of the selected top 15 Exchange countries Professionally designed promotional materials Short, compact and more enticing method of sending emails to be introduced Matching Mania’s to be of primary importance Raising Drives
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Extensive training on Raising pitch Myaiesec.net to be taught to every single member thoroughly Increasing IR Meeting all our clients at the end of every quarter Cultural integration between the VP and the EP (every week) Corporate Support Group (C.S.G)to be active
Stakeholder Management
Improvisation in the S.E.D’s (if required) Improvisation in AIESEC Chennai TCU’s and making changes (if required) Agenda planning for Parents meet after the LTS Membership Report Cards by synergizing with VP-TM Evaluation of the S.E.D’s Trainee Management Alumni re-integration Addition of alumni to the Alumni Database Alumni based event Trainee based event Ensuring that the VP-EP interactions happen regularly Ensuring that quality issues aren’t a botheration by synergizing with The TM Cell in tracking Keeping a check on the Discipline levels of the LCP, EB, GB, New Recruits, Alumni’s, Trainees, the TTT and the LTT. Planning and implementation of the LC based events (LCM’s, LC Days etc) Documentation of every process
Quarter 4 (October, November & December) Talent Management Working on the Appraisal feedbacks Checklist Mechanism (review) of all portfolio’s by the TTT Members to be added to the MB
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Frequent MBM’s RnR to be implemented separately for the MB and for the OC of all events conducted in this Quarter MBM agenda to be planned well in advance Membership ID Cards to be in place Applications for the LTT to be out Sessions to be conducted by the LTT for the GB and New Recruits M.S.S issues to be resolved Member Retention – defining new ideologies Mentorship Sessions by Alumni and the EB. Inductions for members going for June National Conference (JNC) Review of AIESEC in SASTRA (membership – unofficial entity) Pipeline Management for the EB and the MB Transitions External Relations
Youth to Business 2012 – October 2nd week Number of Exchanges - 20 Capitalization on Perspective Clients of last year for the Year long branding At least 3 board meetings with individual Board Members 2nd JBM to happen CSG to be active in its working Corpus funding from the Board Partnerships Incoming CEEDs for ER Defining new and better ER products External Sessions for the EB, MB and the GB are arranged for Pipeline Management - TR Transitions
Communications and Information Management Media articles for Y2B 2012 Constant Brand Check for the LC
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Online presence of our LC increases Knowledge Management Matching Manias for the LC (bettered and structured) Attendance at External Forums Newsletters for alumni’s, parents and other clients (with VP-TM and VP-SM) Reviewal of the Member Report Cards and changes to be made before they are sent to the parents (with VP-TM and VP-SM) Partnerships to be signed A new set of case studies, photograph’s etc through media for gaining visibility Events to be publicized on networking sites Myaiesec.net wiki’s, news feeds, classifieds etc to be made Documentation of every process
Finance
Budget reviewed by the TTT and then by the LBoA FTF review by the EB and the TTT for the Financial Health Check of the LC Re-imbursement model to be implemented FTF meets to be updated to the EB Investments to be made in subsidies, RnR Campaigns, LC Events, Conferences etc Transperancy Sessions on Financial Management to be taken regularly Cash tracking to be made open to the scrutiny of the GB members
Global Community Development Programme – Outgoing Exchange Quarter 4 Target: 80-60-45 (R-M-R)
Extensive Matching process to start Peak Realization Period Strengthened and structured IR Striking LC-LC partnerships Implementation of “In meets out” Correcting the mistakes made in the previous quarter Pipeline Management Transitions
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Global Community Development Programme – Developmental and Educational Sector Quarter 4 Target: 20-15-10 (R-M-R)
Extensive Raising Drives Matching to be of primary importance Building IR Planning better projects for the coming quarters Peak Realization period Meeting all our clients at the end of the Quarter Cultural integration between the VP and the EP (every week) Correcting the mistakes made in the previous quarter Pipeline Management Transitions
Global Internship Programme – TN (Corporate Sector) Quarter 4 Target: 15-15-10 (R-M-R)
Matching to be the main focus Raising drives Meeting all our clients at the end of the Quarter Cultural integration between the VP and the EP (every week) Correcting the mistakes made in the previous quarter IR Building Concentrating on the outputs of Y2B 2012 to ensure that our reach increases Capitalizing on the Y2B outputs Pipeline Management Transitions
Stakeholder Management
Membership Report Cards to be sent to the parents by synergizing with VP-TM Evaluation of the S.E.D’s Trainee Management Alumni re-integration Addition of alumni to the Alumni Database
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
Alumni based event Trainee based event Ensuring that the VP-EP interactions happen regularly Ensuring that quality issues aren’t a botheration by synergizing with The TM Cell in tracking Keeping a check on the Discipline levels of the LCP, EB, GB, New Recruits, Alumni’s, Trainees, the TTT and the LTT Planning and implementation of the LC based events (LCM’s, LC Days etc) Planning for July Local Congress Documentation of every process Pipeline Management Transitions
TOTAL NUMBER OF EXCHANGES IN 2012-2013:
510 – 378 – 313 AIESEC CHENNAI: LC INTERNAL AFFAIRS S.O.P TO BE MADE.
Welcome to
2012!! Be the CHANGE
Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
AIESEC CHENNAI | LOCAL COMMITTEE STRUCTURE | 2012-2013 LOCAL COMMITTEE PRESIDENT
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Manifesto for the Office of The Local Committee President | AIESEC Chennai 2012 | Prashant Bv
BE the journey from 1986 to 2012, AIESEC CHENNAI has witnessed growth it never thought it would. We have broken all records, shattered all mindsets and achieved the impossible. And for me, it has been no roller coaster ride. There have been times when de-motivation has thrashed my face but the unseen face of AIESEC Chennai 2012 has kept me alive.
THEre was something thought about the year 2012 in the year 2006 and since then, we have never looked back. Thereafter started the journey to achieve it. And in the process, we have Contemplated, Enforced and Pioneered it. Then it was sustained and lived in the Era of Excellence. All these faces have AIESEC Chennai carry the Legacy and now, it has fallen on our generation to Deliver 2012. Its time to Change.
CHANGE doesn’t mean changing the way we do work. It means, Change in the way we live life. Change to become better individuals. Change to learn real Discipline, real Professionalism and real Leadership. And show the world that, This is the way we deliver. This is the way we live life. This is AIESEC CHENNAI On this regard, I take pleasure in being the candidate for The Office of The Local Committee President of AIESEC in Chennai 2012.
Date: 11/7/2011
To whomsoever it may concern
It has been my sheer pleasure to have known Prashant since quite some time now. From what I know of Prashant, he is quite clinical when it comes to his approach towards AIESEC and his line of functions. He has had quite a varied experience in his brief stint at AIESEC Chennai. In this brief stint, he has been through numerous team experiences which signify his level of commitment and pro-activity. As someone who became Vice President Talent Management halfway through the year, he has been a quick learner and has been better at implementation. He quickly grasps concepts and ideas and moulds them well enough to suit his reality. He is one of those people who understand their local reality and need to the fullest and always directs his thoughts in making a better LC environment. From Balkalakaar to CIM to TM, he has been quite versatile in his choice of work so far in his local committee which leaves no doubt in me about his knowledge and understanding of how things work in a local committee/organization like AIESEC. It is these qualities of Prashant that make me believe in his thoughts and deeds. I would like to endorse Prashant BV as a very able applicant for the post of Local Committee President of AIESEC Chennai 2012-13 and wish him all the best with his candidature.
Regards,
Anand Bhardwaj Director – West & Central Region Director – Talent Management AIESEC India 2011-12
AIESEC India, c/o Godrej Soaps, Gate no. 2, Eastern Express Highway, Vikhroli West, Mumbai 400079
To Whomsoever it may concern
I write to you today as Prashant's commission mate on the TM commission in AIESEC India. As a part of the TM commission Prashant is a smart, innovative and proactive thinker who always has the interests of the LC and and the commission in mind. From my interactions with Prashant I can say he is a smart, passionate and insightful AIESECer. One of the few genuine people I have come across in my AIESEC journey. I endorse him as a candidate for the LCP of AIESEC in Chennai, and wish him all the very best. Regards, Nayana Ranjan Vice President – Talent Management AIESEC Hyderabad
Date-11/11/2011
To Whomsoever it may concern
I write to you today as Prashant’s commission mate on the national TM commission. From my very first interactions with him I could establish that he was a smart, honest and passionate AIESECer who cared deeply for his portfolio and his Local Chapter. Prashant is a proactive and consistent contributor to the national TM commission in terms of both ideas and operations. He also is a very social person, which is a necessary skill to be LCP. As a VP TM I know one of the biggest attributes you gain is your ability to feel empathy to people and I know for sure Prashant will be a smart, kind and empathetic leader of his Local Chapter. It is with this I endorse him as a candidate for LCP of AIESEC in Chennai. Regards, Varun Pawar Vice President AIESEC Hyderabad
13th November, 2011 To whomsoever it may concern Sub:- Letter proposing Prashant B.V’s application for Local Committee President 2012-2013. I, Sandeep Shivaram, would like to take the privilege to endorse Prashant B.V as an applicant for the prestigious post of Local Committee President of AIESEC in Chennai for the year 2012-2013.
„You can never be a great leader, only a better leader” Since Prashant’s induction into this organization in the August of 2010, he has shown great determination and courage to be that better leader.
My first impression of Prashant were that he was an extremely intelligent person with raw talent and an incredible potential to grow. Through furthur interactions with him, I realized that, he had not only proved to me but also to the local committee that he was a force to be reckoned with. With his increased performance and insatiable curiousity to learn more, Prashant had fulfullied everything he had set out to achieve except the president of AIESEC in Chennai. The above is proof enough that Prashant B.V is more than a capable candidate for this honorable post. With this said, I endorse Prashant B.V’s application for the post of Local Committee President. Yours sincerely, Sandeep Shivaram Alumnus AIESEC Chennai.
Date – 12/11/2011 To Whomever it may concern I know Prashant as an individual who was one of the first few people from St. Joseph’s College of Engineering to buy an AIESEC form. He had the passion in him to work for the organization from the first day of his LTS. His growth from being a Quality Manager to the Vice President-Talent Management of AIESEC in Chennai, in a span of a year is something truly commendable. He has committed himself to AIESEC Chennai and has challenged mindsets and at the same time shown maturity and capability as one on the finest Executive Body member in AIESEC Chennai today. He proved himself with every opportunity undertaken by him in the organization and has succeeded in almost every task given to him. I hereby thoroughly endorse Prashant Bv on his candidature to be The Local Committee President of AIESEC Chennai 2012-2013. Regards,
Sarfaraz Syed Alumni (Team Leader – Stakeholder Management) AIESEC Chennai India
To whomsoever it may concern 11th November 2011 Subject: Endorsement for the post of Local Committee President Prashant is a devoted member of AIESEC Chennai. With an eagerness to learn new things and grow with experience, he has shown keen interested in the activities of the organization. He does not only stand out as a key performer in the portfolio that he deals with, but also works towards progress of the entire local committee. I’m sure that Prashant has the required attitude, knowledge and skill to apply for the post of Local Committee President and be a source of inspiration to the whole LC. It is commendable to note that he successfully aligns his personal interests to those of the organization. He has shown continuous enthusiasm and ensured his presence in all activities of AIESEC Chennai. As a man of latent talent endowed with the gift of great rapport among peers, he will be suited for the post of Local Committee President. It gives me great pleasure to endorse his application for the post of Local Committee President. I wish him all the best. Yours sincerely, Nischal Sharma Vice President – Outgoing Exchange AIESEC Chennai 2011
To whomsoever it may concern Date : 9th November 2011 Subject : Endorsement for the post of Local Committee President 2012 Prashant B V has stood out as one of the most passionate members of AIESEC Chennai. Endowed with the gift of earnestness to learn and the skill to accomplish goals, he has played a significant role in ensuring the smooth running of the Local Committee. Determination and commitment are his greatest assets that he puts to best use. He has taken up many responsibilities willingly and performed them to his best potential. He has proven time and again that he can be trusted and delivers results with excellence. Having the art of motivating others, he has redefined the dreams and aspirations of many members in this organization. He has effectively aligned his personal and professional pursuits and evolved as an individual through the AIESEC experience. Working alongside him as a part of the Executive Body 2011 has been a great experience. With an incredible foresight and vision for the progress of AIESEC Chennai, he has inspired confidence in many. As a proactive person, he will ensure his efforts are in the best interests of the local committee. His decision to apply for the post of Local Committee President 2012 has overwhelmed me and it gives me great pleasure to endorse his application. I wish him the best. Yours Faithfully Swetha Viswanathan Vice President AIESEC Chennai