Sustainable Growth and Development The Journey Continues
Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Personal Questions First Name Surname Date & Place of Birth Permanent Address Mobile Number Primary & Secondary Email Current Position in AIESEC Chennai
College & Course
Sharan Nichani 31.10.1991 No. 16 Agasthiyar Nagar , Halls Road , Kilpauk ,Chennai - 10 +91 9840802295 firstname.lastname@example.org email@example.com Vice President Business Development and External Relations SRM University – Vadapalani B Tech. – Mechanical.
1. Enlist your academic/professional experiences outside AIESEC relevant for the position. Academic Qualification: Completed 10th grade with 80% from Chinmaya Vidyalaya, Taylors Road Chennai. Completed 12th grade with 80 % from Chinmaya Vidyalaya, Taylors Road Chennai. Currently pursuing my 5th Semester in Mechanical Engineering in SRM University. Professional Qualification: Was the team Captain for the Basket Ball and Football Team. Represented my school in various district and state level competitions. Won the Under 19 south zone badminton tournament. Was placed 4th nationally. Represented my school in various cultural competitions.
Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
2. Please give a list of your unaccomplished objectives in the organization. Unable to build a network within the corporate sector to the extent I planned to. Unable to sell a National Partnership with any organization. I haven’t yet gone for an internship. I do intend to go for an internship in the future. I have always wanted to facilitate an international conference. I will hopefully get an opportunity in the future.
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. Weakness: I Procrastinate work sometimes. Short Temper Perfectionist Not to jazzy Abandon: Procrastinating work Short temper Carry Forward Not to jazzy. I like keep stuff simple. Perfectionist.
Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
4. When was the last time you thought of leaving AIESEC? Since I was recruited in February 2010, I have never thought of leaving AIESEC. I joined AIESEC with the motive of investing my time into activities that help me develop as an individual. I had a good experience as a GB member but it’s my EB experience that took my learning curve to another level. I could not think of the leaving AIESEC because of the opportunities and the people in the organization. I would like to thank them for making my experience so brilliant.
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?
Simplicity and the little things in life inspire me. A person’s character and intent impress me. Hard work and determination influence me.
As a leader in order to inspire my team or LC, I need to have a clean motive and I need to be selfless. My positive intent and selfless approach will reflect in my job and actions.
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 are moral guidelines that one chooses to live in. Objectives are goals one sets to achieve. One must work within his ethics and moral values to achieve his goal. The ideal state of equilibrium breaks when ethics are ignored and overlooked to achieve the respective goals. A perfect instance is when LC’s in the past have projected exchange that was not delivered appropriately just to be ahead in the number game. The value of delivering experiences that impact people was neglected and overlooked.
7. Enlist your three major regrets in life. (Not in AIESEC) I had quit playing tennis on the professional circuit because of academic load. Unable to find time to learn how to play an instrument. Due to hectic schedules unable to make some time to play badminton and go to the gym on a regular basis.
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
Recruited in Feb 2010
Brief description of role & key activities performed
General Body Member
I was a member in department that specialized in Development Traineeship. Understood AIESEC’s Exchange Process in detail. I was in charge of raising and matching.
I was in charge of team that consisted of 6 individuals. My team leader term was for 6 months. During the period of 6 months as team leader, we contributed to the most exchanges in the year for my department.
OCP – ER September 2010 Balakalakaar 2010
I was responsible for fund raising for the event. I had an opportunity to lead a team of 5 members and delivered a good OC experience. The money raised during this event led to the Local Committee being DEBT FREE.
Vice President Business Development and External Relations.
I am responsible for developing AIESECâ€™s core business which is exchange. I am also responsible for bringing income at an enormous scale to ensure the Local Committee can sustain. I have the opportunity to develop products that can be sold to external organizations that help improve AIESEC Chennaiâ€™s external placement.
2. List of the conferences you have attended. Year
June National Conference
National Leaders Summit Behror
June National Conference
Kotpuli District , Rajasthan
July Local Congress 2011
3. Your 5 key specializations in AIESEC. Mention tangible achievements for each of them. Key Specialisations
Sales and Marketing
Tangible achievements Contributed to 14 DT raises and 10 ET raises during my General Body Term Contributed to 2 OGX Raises. As OCP ER lead a team that sold Balakalakaar for 9.20 Lacs that lead to the Local Committee achieving Debt Free status. Sold 4 Products this year that lead to an income of 25,00,000.
Product Packaging and Development
I created 3 products this year. The products were packaged and planned smartly which resulted in an income of 25, 00,000 to the organization. These products also improved the external visibility and relations with our stake holders.
Played a leading and facilitating role in organizing 3 events. All the 3 events that were organized were the best of its kind.
Trainee Relations and pick ups
During my term in the development sector, I handled trainee relations with the interns we hosted. I ensured our trainees had a good experience with their internship and in Chennai. I also picked up 5 trainees in the 2010.
Stake Holder Management
Been able to sustain partnerships and relations with stakeholders from2010. Also been able to create new stakeholders this year and sustain relationships with them.
The Business Development Approach
Initiated a new approach of creating products that revolve around AIESECâ€™s core product i.e. Exchange. The objective of this approach is to develop AIESECâ€™s core product and create support services for exchange. This will help improve Exchange income: ER Income.
Leading and Facilitating perfect Delivery of AIESEC Experience
Lead 6 teams and organizing committee since Feb 2010 and delivered a good learning experience to them.
4. Divide your AIESEC Experience in two parts Successes and failures. Mention 3 each. Successes
I was able to contribute to 14 DT Raises and 10 ET raises in 2010. I was also able to contribute to creating a Debt Free Local Committee.
I could not specialize in matching. I worked really hard but never had strong IR. Hence I could only contribute with 3 matches.
I have has a successful term as VP Business Development and External Relations. Over shot my year target and contributed an income of 25, 00,000.
AIESEC as an organization is about people and networking. The responsibilities and hectic schedule of my job havenâ€™t given me the liberty to network and connect with members of AIESEC Chennai to the extent I wished. This is one area I wish I could have more time to invest in.
I was determined to sell a national I had the responsibility of facilitating partnership with an external and organizing 3events this year. I organization this year. I worked really ensured all the 3 events were hard but unfortunately could not successful and its objectives were met. convert.
5. If we have to add/remove/replace/evolve stages in the AIESEC Experience, probably if any, what will that be? I feel the AIESEC Experience is perfect. I would not want to make any changes to it.
6. What are your opinions on the revised AIESEC Experience? Mention changes if any The revised AIESEC Experience is very similar to the previous one. It is an improvised version of the previous. It is very apt and works well with the current culture of AIESEC. I do not wish to make any changes in it.
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 Work culture and passion that exists in members Business Development and Development Sector being a sustainable portfolio Signing of MoU with SRM university and Sashtra Impact created by projects initiated by development sector. Stability achieved in Corporate Sector Reconstruction of Alumni Database and good re integration of Alumni with the LC. 2 successful Alumni events hosted. Information Management. Iman has taken this portfolio to the next level. 3 good events executed that improved AIESEC Chennai’s External Placement.
Failures TM Operations have been weak. Member tracking has been Poor. Poor financial management. Very high trainee losses. Unbalanced Ratio of Exchange income to ER income Knowledge Levels Synergies
2. What are the top 3 Focus areas of AIESEC Chennai in 2012.
Ensuring each and every member recruited has a brilliant AIESEC Experience. The current work culture and unity within the LC should be sustained. Every Stake holder associated with AIESEC should be satisfied and retained. Synergies and Operations.
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.
Contribution and role in 2007: The LC contributed to 73 exchanges. They were awarded Most Progressive LC award at NatCong. Piyush Chawla represented AIESEC Chennai on the MC. AIESEC Chennai hosted Natcong that year. Contribution and role in 2008: Contributed 53 exchanges. The LC hosted June National Conference. In 2008, the MC debt was created. Good representation from the LC at heroes 2008. Contribution and role in 2009: Contributed 60 Exchanges. Abhijit Sunder represented AIESEC Chennai on the MC. The LC hosted Natcong. Good events like ASD and BKK were organized. Contribution and role in 2010: Contributed to 200 Exchanges. Best OGX, best ER and Most Progressive LC award at NLS. 14 X+L’s. A Debt Free LC was created. The LC Hosted NatCong 2010. Advyit Varma represented AIESEC Chennai on the MC. Contribution and role in 2011: 170 realizations and still counting. Sustainable growth in ER and DT. SM team was introduced. Expansions into Sashtra and NIT. MOU signed with SRM. Stability was provided to the corporate sector. There was good representation at Unleash 2011. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
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? Stake holder Start Stop Continue Members
More recognition Opportunities to attend external learning forums. Quarter wise LC day Aligning Personal goals to organization goals. New RnR campaign CEEDs. Case Studies EP T Shirts Use EPs network for Raising.
Unnecessary expulsions Unplanned recruitment.
Stop raising students without pass ports.
Good Expectation setting.
Improve engagement with LC activities. Award for best performer in the LC to be given by Alumni
Stop getting in touch with alumni only for funds
Filling SED’s regularly. Case studies. Expectation Setting. Support Groups More engagement in the LC News letters Case Studies Improve transparency
Raising Undeliverable forms.
Members using AIESEC as an excuse for other activities.
Parents Meeting Post LTS
Culture and unity in the LC. Jives , roll calls Exit Interviews
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. In 2010, the financial condition of the LC achieved a certain extent of stability. By being DEBT FREE it had a small base on which the portfolio could grow. The current state of financial systems in the LC is very poor. Cash tracking was initiated late. Planning and budgeting has been inefficient. Quarter wise reports haven’t been released to the LC. Hence transparency has been minimal. In the month of August the LC also went into a debt due to lack of planning. No major steps were taken to control trainee losses. No steps were taken to improve the Exchange Income and ER Income Ratio. Signatories have not been changed. In 2012, financial management will be more efficient. Budgeting will be realistic and accurate. The budgets will be adhered to by the LC. Cash tracking will be handled by the finance team. A tracker will be maintained that contains details of department wise inflow. Quarter wise reports will be released to the LC. The finances of AIESEC Chennai will be transparent in 2012. A lot of focus will be given on the ratio of exchange income to ER income. This ratio will be improved by the end of 2012. Signatories will be changed by the Q1.
6. Please mention the processes, ideas or initiatives you will bring in to improve the financial management in terms of: - Financial accountability:
All financial decisions must be made at the Financial Task Force Meeting. Decisions made at FTF must be updated to the EB, MB and GB. To drive financial accountability to the LC through the EB. It is essential that the Local Committee is not driven by numbers but must also be accountable to contribute steady flow of income. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Bills/vouchers/invoices to be handed over to the Vice President Finance for every transaction made.
- Realistic Budgeting
Budget for the Local Committee to be made based on state of the LC and upcoming cash flows. The budgeting should be realistic and not ambitious to ensure positive cash flow. This approach of realistic budgeting keeps us prepared for all the expenditures the LC might occur. Events budgets to be made along with VP BD. Event budgets to be realistic and as accurate as possible as events are high source of income. The budget for RnR campaign should be made along with VP TM.
-Transparency and Financial learning. Financial transparency to the Local Committee is critical. Quarter reports of financial state of the LC must be released to the GB.
Financial reports of events will be released to the LC along with the Event Report. A session on finances of the Local Committee to be taken at department inductions. Importance of financial accountability for the LC has to be driven down through members in F dept and at LCMs.
- Cash tracking
A good initiative in 2011 was to have a department for F. This will help improve tracking. The department is responsible for tracking income from various exchange departments. This income is to be picked up at every department | team meets. The same structure has to be followed with Organizing Committees. Online trackers must be maintained by the finance department to keep a track of income generated by various departments
- Investment in membership.
30 % of surplus income to be invested in members of the Local Committee. This investment will be in the form of RnR Campaigns, subsidies, re imbursements, campaigns, LC day and LC events and conferences.
- Profit maximization Cost cutting to be done effectively. ER income to be optimized. Adherance to all event and conference budgets. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
- Automated financial governance Internal Audits Financial Information to be provided on web portal over which members of the LC can communicate.
7. What should be done to improve the following? - Information system (myaiesec.net) knowledge of members Conduct session during department induction. Webinars and seminars to be conducted for LC and Expansion. - Virtual platform optimization More webinars to be organized. Promotion of LC activities within the global network of AIESEC to be done more effectively. - Campaign management Member tracking has to be efficient. The campaign has to be uniform. IT should reward and recognize more LC members. - Communication protocols and mechanism This will be decided by LCP and EB 2012 and released to the LC. 8. What are the areas where AIESEC Chennai will pioneer? Business Development and External Relations: AIESEC Chennai was the best ER award in 2010. In 2011 a stronger base has been created and 3 brilliant events were organized. The ER target for the year has been overshot and new sustainable clients have been created. Talent Management: Talent Management has been very poor operationally in 2011. 2012 will evolve how talent management functions. The experience delivered to members will be the highest priority. Member retention will also be an area of high importance.
Membership and Culture: AIESEC Chennai has the smartest members within the national network. Interest level to learn and excel are sky high. The passion that exists today is unmatched in the national network. The work culture that exists should be carried forward. Organizing Events: AIESEC Chennai has witnessed 3 well executed events that improved our external positioning. This has to be carried on in the upcoming years. Outgoing Exchange: AIESEC Chennai has all the necessary resources in place to be the best in Outgoing exchange. In 2012, all plans have to be implemented efficiently and deliver numerous cultural exchange experiences.
9. SWOT AIESEC Chennai at the end of 2011. Discuss your strategies for threats and weaknesses.
Strong Membership, excellent work culture and unity within the Local Committee. Business Development becoming a sustainable portfolio. Stability in the Corporate Sector. Excellent events organized. Impact created by DT exchanges on the whole. Good projects initiated in 2011. Information Management has evolved and is very
Talent Management has been operationally weak. Trainee Flat losses. Synergies have been minimal. Knowledge Levels in the Local Committee Low ratio of active members to members recruited. Unstable ratio of ER income to Exchange Income Lack of financial Accountability..
University Expansions in Sashtra and NIT Trichy. Bulk Exchanges in Corporate Sector( National Clients) New RnR Campaign. New Operations in business development. Re construction of Alumni Database. 2 good alumni events organized. Alumni have been re integrated with the Local Committee.
Stakeholder Management. Financial Management Member Retention Insufficient Trainee Flats
efficient. Strength of The LBOA has been increased. Good IR has been set. Numerous LC-LC partnerships created. DT has grown sustainably and delivered good quality of exchanges. MoU signing with SRM University.
Strategies for weakness and threats: TM needs improve operationally. Member tracking has to be done more efficiently. Members recruited have to match member requirements. This will definitely improve the ratio of active members to members recruited. Forms have to be matched through the year. This will ensure consistency in realization. This will avoid trainee flat losses. Knowledge levels have to improve. Member hand books to be given. Webinars and seminars to take place at LCM. Department Induction needs to be well planned. If we stick to our plans to ensure sustainability in exchange, the ratio of ER income to Exchange Income will improve. Financial Management and Accountability – Please refer year plan. Member retention: One major key step would be to ensure members align personal goals to organization goals. Insufficient Trainee flats: Based on projections and financial state of LC , we will have to accordingly invest in trainee flats. 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. ER PRODUCTS Global Village in SRM Empower Foot prints and Balakalakaar Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Youth to Business Forum Lead MUN DT Projects Recruitments
According to my plan, I will continue hosting the 3 events that were organized in 2011. The 3 events were executed very well and should be annual events of AIESEC Chennai. In addition to these 3 events, 2 global villages will be organized.1 in SRM and 1 in Sashtra. Global Village is a interesting concept and will work well to boost OGX exchange. It is a unique event and aligns very well with AIESEC’s core product i.e. Exchange. It will be the perfect platform to showcase AIESEC’s internship opportunities and benefits to the student sector. With regards to DT projects, the Business Development team will be responsible to for selling it. Business Development Team and DT will synergize and conceptualize the project together. The Business Development Team will be responsible to sell it to an organization who’s CSR initiatives align with the projects. This will be the new Standard Operating Procedures that will be implemented in 2012. A LEAD MUN will be organized with our main University Expansion. Recruitment will be clubbed with Empower and July Lcong and be sold.
Global Village in SRM
The management of SRM University is interested to host a Global Village. They have also agreed to fund the project. Any company dealing with students could be targeted. Educational Consultancies, Telecom Companies, Banks (student load offers), Insurance companies. Any company can be targeted for this entire project. The pass 2 years have given us a very strong base to work on. The project on the whole could be sold to a company whose CSR values and objectives are aligned towards education and development. Any company dealing with students and corporate sector can be targeted. The market for an event like this is huge. Sectors like real estate, telecom companies, automobile sector, student consultancies, HR consultancies can be targeted. July Recruitments can be clubbed with Empower and Sold. August Recruitment can be clubbed with July Lcong. Selling Data base is one option to raise money for recruitments. This product requires high levels of synergy and planning to execute perfectly. It has to be conceptualized together and time lines have to be planned keeping in mind, the minimum time it takes to realize the interns for the project and to sell to the project to a company. Another method of operating is, the Business Development Team can align with a companyâ€™s CSR initiatives and develop a project for them. Once sold, the DT sector can outsource the required interns for the project. This can be sold to student consultancies that operate around the university expansions.
Foot Prints and Balakalakaar
Youth To Business Forum
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.
In 2011, empowering the MB was an important focus area. This was executed perfectly by the respective Vice Presidents. 2011 has the best MB AIESEC Chennai has ever seen. However, there is room for improvement. The MB of AIESEC Chennai has potential to achieve and deliver a lot more. AIESEC Chennai has very strong and motivated MB. With regards to the new members that will be on the MB for 2012, certain measures can be taken to ensure the MB is competent and efficient.
MB inductions in January. MB to be involved in quarter wise planning and review. MBM’s to be held fortnightly. MB tracking, performance and RnR to be handled by respective VP and VP TM only. MB day will be organized in each half of the year. Best MB member award to be given at LCong. VP – TL meets to take place weekly. Team Meetings to take place weekly. Minutes of the meeting to be sent to the respective VP post meeting. Top 2 performing team award to be given at LCong. MB can be part of commissions at National Conferences.
AIESEC is voluntary organization. It is essential responsibilities are assigned aptly to the right people. The most important thing to focus on is to deliver a good leadership and team experience. The MB of 2011 has played a significant role in the success of 2011. It’s essential this culture has to be carried forward and the MB of 2012 can take this LC to the next level.
12. Give your plan to ensure HIGH amount of personal effectiveness and efficiency in at each level of Organizational Structure in 2012in the order of LCP, Executive Board Members and Management Body Members, Project Managers, GB members and new recruits. Strategies to ensure HIGH amount of personal effectiveness and efficiency at each level of organizational structure in AIESEC Chennai for 2012-2013 . 1. LCP: The LCP of this LC has to be the epitome of efficiency and discipline. It comes a responsibility and not by choice. The LCP is accountable to the entire LC and the MC. His actions could make or break the year. The LCP should use his experience to his fullest and should have the best sense of discretion in the local committee. 2. EB: The executive body of 2012 will take AIESEC Chennai forward in the upcoming year. They have a lot of responsibilities and duties to fulfill as an AIESEC’er and a student. My plan to ensure high personal effectiveness and accountability is : In detail transition to EB of 2012. Transition not just about details of portfolio, but duties and responsibilities as a Vice President and Executive Body Member. EBM’s to take place weekly. EB reviews fortnightly. RnR for the EB. Team days every quarter for review and planning. Endorsements for Executive Body Members. LCP to have individual meetings with EB members fortnightly. Actions will be accountable to the LCP and LC.
3. MB: MB meetings on fortnightly basis. MB reviews on fortnightly basis. A separate RnR for MB. Mentoring for MB members. Actions accountable to respective VP, LCP and LC. 4. Project Managers: Weekly review meeting to be held. Meeting to be chaired by Executive Body Co ordinator. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Actions will be accountable to the Project Team and members on the team.
5. GB Members:
Team meet and department meets to be held regularly. Mentoring. RnR. Member appraisals. Actions will be accountable to Department and members on the department.
6. New Recruits:
Mentoring and Coaching. Focus on knowledge levels Aligning personal goals to organization goals Proper talent allocation Member appraisals Campaigns and RnR Actions accountable to team and department
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? Factors for high motivation level in the Local Committee
Members of AIESEC Chennai are always interested to learn and perform. The work culture and the unity in the Local Committee are remarkable. The members of AIESEC Chennai are passionate about their job. The main reason for such high interest levels and passion is the fact that members enjoy their job. It all comes down to the experience delivered to members. Team building and unity within departments is an important factor that drives members to excel and perform. It is thus essential that a strong department culture exists in the Local Committee. Members feel like their department is a family. The same culture exists in parallel teams like organizing committee. This culture has to be sustained and driven down to the entire Local Committee.
Key steps to sustain high motivation levels throughout the year
Members join this organization with certain expectations. These expectations can vary from networking to meeting international interns. If member’s expectations are met and they have a good learning curve, they will enjoy not only enjoy their job but also excel at it. Members don’t have to always be pressurized to deliver tangible results. Members should be given continuous opportunities to learn, gain exposure and develop skills that help them develop themselves. Once members enjoy their jobs and get better at it, results are just a matter of time. LCM’s will be held fortnightly. It’s essential the LC gets together twice a month. LC day to take place every quarter. To ensure that the Local Committee grows sustainable in 2012, members should have a say in where AIESEC Chennai should be heading in 2012. If all the members in the Local Committee are aligned to where AIESEC Chennai should stand at the end of 2012, AIESEC Chennai can have a great year instead of a good year. Recognition to all performing members at LCM. Performing members deserve recognition and constant encouragement for their efforts. This work culture should become infectious in the Local Committee. To ensure the department and OC culture continues. Members should feel like their departments and OC’s are family. There should be consistency in the RnR campaigns of the LC. The RnR campaign should recognize and reward as many members as possible. Department time to be given a lot more importance in 2012.
14. How will you deal with lack of adherence to targets across the EB, MB and GB? Steps to deal with lack of adherence of targets
AIESEC is s student run organization. There are limitations and restrictions that our organization faces. One important problem is lack of adherence to targets at different levels of organizational structure. Please find below steps that I plan to implement to solve this problem. Executive Body:
As an LCP, I need to be very patient with the executive body. It is essential I give time and space for the EB members to work. When targets are not achieved, I will look into it seriously and come up with solutions during individual meetings with EB members. There can be various reasons for targets not being achieved. As an LCP I need to be receptive to these issues. I need to address these issues immediately and provide necessary solutions to the problems. But if targets are not achieved due to lack of input and hard work from the EB member, then I will have to take rigid measures to help the EB member get back on track. Performance is the biggest criteria for a member to maintain their position on the Executive Body of AIESEC Chennai. By performance, I don’t mean tangible numbers. I am referring to hard work and input members give to their job. If members on the EB continue to work hard and determined to excel immaterial of the hurdles they face, I believe all targets can be achieved. The work culture on the EB has to be most efficient in the LC. It is this work culture that Vice Presidents have to drive down to their departments.
Every LCP will aim to develop the Management Body and make them as competent and efficient as the EB. Vice presidents plays a huge role in ensuring targets are achieved. In situations when a team leader performance drops, VP’s can address these issues in individual meetings. VP TM also could encourage the team leader and be receptive to his/her issues. Sharan Nichani for the office of Local Committee President| Mentoring alsoM. could help|Application in such situations. AIESEC in Chennai, 2012-2013
If a member on the Management Body is incompetent and inefficient due to other priorities or lack of interest, then he/she should be replaced. It is essential this is addressed as soon as possible in order to avoid the inefficiency to spread to the team. Performance again is the biggest criteria to for a member to maintain their position on the Management Body. Performance here is in terms of hard work, efficiency and discipline. This will eventually lead in good tangible results from the team.
The general body firstly needs to align personal goals to organizational goals. They need to be aligned with where the LC is heading in 2012. TL and VP’s can address these issues during department reviews. Mentorship could help the member find the right track in the organization. Member appraisals will help tackle these issues. RnR campaigns to be conducted for the General Body.
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? Extra focus will be applied to performance for Q3. Forms will be raised much earlier and matched consistently throughout the year. More emphasis will be given to matching than raises in Q3. IR will be given a lot of importance in the first two quarters. This will make matching more convenient by Q3. Due to strong IR, we will be able to capitalize on the minimal ICX supply. Forms have to be matched throughout the year. It will be done by building strong IR and having matching manias for both the cycles. Genesis to be executed in Q3. 16. What are your plans and strategies to ensure improvement of number of the number of matches and overall performance in the corporate sector? Please refer strategies to ensure sustainable growth in corporate sector in the year plan. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
17. How do you plan on taking forward the growth in the development sector and ensuring better performance in 2012? Please refer to strategies to ensure sustainable growth in development sector in the year plan. 18. State your plans regarding the Outgoing Exchange portfolio and how you plan on having a structured raising and matching system? Please refer to year plan. It contains all details about the plan for Outgoing Exchange. 19. What are your plans regarding stakeholder management? Please refer year plan. It contains all details about the plans for Stakeholder Management. 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? Sustainable Excellence has to be carried forward every year AIESEC. It is the smartest way to grow. The biggest change the Local Committee has seen this year is the culture that exists in the Local Committee. There is a lot more passion, unity and professionalism within the members of the Local Committee. This culture has to be sustained and carried forward. This can be taken forward by the Executive Body. With regards to 2011, most of the new clients created are happy with their association with AIESEC Chennai. They have been serviced well and CRM tools have been effective to document that.
This has to be carried forward effectively in 2012. Every stake holder in 2012 is of high importance and relations with them will always be sustained. There will be no compromise in servicing them and ensuring they are satisfied. There will be no compromise on sustainability. It is my biggest focus are and my theme for 2012. Sustainable Growth and Development. The Journey Continues.
21. How do you plan on improving our brand and external visibility in the year 2012? This will be achieved by a joint effort by Business Development communication. Please refer to year plan for details.
22. What are your plans to ensure effective management of membership, talent tracking, appraisals, retention and overall engagement of members? Please refer year plan for details about Talent Management Processes and Operation. All necessary details have been provided in the year plan. 23. How do you think members will benefit from being in AIESEC in Chennai apart from the regular experience they get? The opportunity that members receive to live the AIESEC Experience is itself beneficial. AIESEC is the perfect platform to develop one’s potential and skills. . Apart from the regular members get an opportunity to attend learning forums or
networking forums. In 2012 AIESEC Chennai members will get at opportunity to be a part of MMA and attend the learning programs. In association with MMA , learning forums and sessions can be organized for the LC during LCM and LCong.
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.
EP’s can avail the opportunity to join the organization and live the AIESEC Experience. They also have certified international internship that could add more value to their CV. They get an opportunity to work in a global environment. Corporates could avail the Global HR solutions that AIESEC provides. This adds a new dimension to their organization. The presence of young international interns adds value to their organization. Also, associating with a youth run organization providing Global HR solution is an enriching experience. Corporates can also fund AIESEC events to leverage from the penetration within the student sector. NGO’s have a brilliant opportunity to avail young individuals from different parts of the world to join their efforts in developing different parts of society. They also get to be part of social events like Balakalakaar organized by the LC. The members of AIESEC Chennai are the smartest and most efficient students in the city. Members of AIESEC Chennai could be a potential HR Pool for corporates.
25. What are your plans of investment in infrastructure and office space? Our first plan is to raise office space in kind. If we are unable to raise in kind, we will have to make investments from the LC. This will be decided based on state of finances after Q1. 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. In 2011, AIESEC Chennai signed partnership with SRM University and Sashtra. These two universities are entities of AIESEC Chennai. The current state of these two Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Entities is still unstable and not yet in a position to be an independent entity. They will remain part of AIESEC Chennai in 2012. Hope fully by 2013, these two entities could be in a much more stable situation and probable become an official expansion. In 2012, there will be no official expansion.
27. Mention your plans to engage EB, MB and GB members in CEEDs, ILCEPs, International conferences and X+Ls? 28. Give a brief outline of the RnR system to be followed in the LC. The RnR system of the Local Committee needs to evolve. It has not changed since 2010. According to the new RnR system, every member that contributes to the LC gets rewarded. A set of tabulations will be made, based on which the rewards will be decided. The rewards will be inform of gift vouchers worth Rs. 500/-. Greater the contribution, higher the reward. Campaigns will vary quarter wise. For example, during third quarter we could have a double count period. This means that for the same contribution, a member received double the reward. This could be implemented during the third quarter, as the LC normally has seen a drop in performance in the third quarter. 29. How will AIESEC Chennai fall in line with national direction and the NSC 2015 goals. AIESEC Chennai should align its local growth drivers with national growth drivers as much as possible. Delivering more AIESEC Experiences and implementing associate membership will help impacting more young individuals. Planning of LC should be done keeping in mind the NSC 2015 goals. This should be driven down to the LC and passed on to the generations to come. We should continue delivering holistic exchange experiences.
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? The culture in the LC is AIESEC Chennai’s biggest strength. The work culture in the LC is amazing. It has evolved exponentially since 2010. Members today live and breathe AIESEC. They clearly relate with learning gained out of every responsibility this organization offers. Members have an extremely professional approach to work. This culture needs to be sustained. In 2012, this culture needs to grow and develop. Members will learn and enjoy every responsibility that the organization has to offer. Ownership towards the LC will grow every day we live the AIESEC Experience. Comparing this culture to the culture in 2007, we have come a long way. The passion with which members work and interest levels in the LC are commendable. It has been a huge inspiration for me and has driven me to perform much better. Few key steps to sustain this culture and ensure growth in 2012:
Quarter wise LC day. Much more genuine rewards and recognition campaign Quarter wise personal goals setting session. More opportunities and responsibilities for members. Fortnightly LCM’s Team Building. Hierarchical Communication Channel
2. What legacy will you leave behind as an LCP for the generations to come considering the year 2011? 2011 has given me a good base to take this LC forward in 2012. I plan to sustain this growth and strive forward on a path of sustainable development. This development is not in terms of numbers alone but in term of membership development also known as human resource development. I hope to deliver opportunities that create global ethical leaders. The members of the LC should look at AIESEC as an avenue to develop themselves and prepare them for the challenges they could face in the real world. By the end of 2012 sustainability should be the back bone of this organization.
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? Keeping in mind the year ahead and time lines of activities in the Local Committee, I donâ€™t plan to bid for a conference in 2012. NLS 2013 is a conference we could possibly bid for, but that will depend on how 2012 shaped up for AIESEC Chennai.
4. Give your plans ideas and innovations to ensure that AIESEC Chennai has a high performing Q1. In 2012, I will focus on aligning the members of the LC on a path of sustainable growth and development. It is essential members align themselves to where this LC is headed in 2012. Members should be given an opportunity to put forward their opinions and ideas about the LC. I will be receptive to everyoneâ€™s opinions and criticism. Q1 is the most important quarter. A high performing Q1 will give us the perfect start we need. Q1 plans to be made during EB team days and presented to the LC during LC day in January. This will help us clearly put forward to the LC needs to achieve collectively in Q1. With regards to operations and innovations to ensure sustainable growth in Q1, please Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
refer year plans. I have listed key strategies that ensure efficient operations that will result in a high performing Q1. The performance in Q1 is critical as we will be setting a bench mark on how much this LC can achieve quarter wise. From there it has to be an upward climb.
5. Give department wise exchange targets for Q1. Please refer year plan. Q1 Targets for departments have been given.
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? AIESEC Chennai in the recent past has always had a drop in performance in Q3. These could be due to various reasons such as number of active members in the LC has decreased; new recruits take some time to settle in the organization, ICX supply could be low. These few reasons slow down work. Q3 is critical and performance should not drop. It is also essential that timelines of LC activities, projects and events are planned smartly. This could play a huge role in avoiding a drop in performance in Q3. To ensure realizations and matches keep flowing in Q3, a matching mania will be organized in the last week of Q2. Matching for projects and forms in Q4 have to take place in Q3. Sessions and webinars to be take for new recruits to improve knowledge levels that help them get better at their jobs much better. LC day to take place in the beginning of Q3 to present plans quarter plans. To have an RnR campaign in Q3. A separate RnR campaign for the MB in Q3. This will improve overall team performance.
7. What is your Theme? My theme is Sustainable Growth and Development. The Journey Continues.
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 has to following role of on the Focus Commission: To represent AIESEC Chennai on the focus commission. To align Local Goals with National goals. To ensure national decisions are taken keeping in mind interests of AIESEC Chennai. The LCP will be part of Sub Committees that take decisions nationally. 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? Please refer year plan. Alumni relations plans are given in Stakeholder Management.
10. What are your innovations across all portfolios for the year 2012? Most of my innovations are operational. Please refer year plan for innovations in various portfolios.
11. What is your proposed Organizational Structure of year 2012? Mention EB, MB, GB structure. Please find the EB structure attached. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
12. Design LC calendar for 2012. Please find LC calendar attached. 13. Attach your LC plan. (Use appendix) Please find LC plan attached.
14. NATCONG 2013 and AIESEC Chennai. NATCONG 2013 will be a proud moment for AIESEC Chennai, not in term of tangible awards but in the growth we achieved and our contribution to the national association. If we do manage to win awards, it will be the perfect end to the 2012 term and the best start to 2013.
General Questions 1. Why did you decide to run for LCP, AIESEC Chennai for any other responsibility in or outside AIESEC? 2011 has been a great year for me. It gave me an opportunity to develop and grow as individual. I have another year in college and decide to invest it into taking a much higher responsibility. I have never hesitated taking responsibilities in the LC. I also believe I have what it takes to deliver the experience this organization promises to all the members. This is a unique opportunity that no other organization will provide at this age and it would be a shame if I let go of it.
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 is pro active and participative. I believe that a leader should not just delegate work and but should also work with the team. That is exactly how I functioned in 2011 and plan to continue working everyday with this LC. AIESEC Chennai needs a leader who can guide this LC on the right path, a leader who is responsible, ethical and sensitive. The LC requires an LCP who is receptive and is a team player. The LCP should be committed, determined to develop this LC and should have never say die attitude. I understand what the LC requires and I believe I have everything it takes to fulfil my duty and my responsibilities as an LCP. 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 AIESEC Chennai is not looking to continue the journey of sustainable growth and excellence, then I should not be selected as an LCP. In case I donâ€™t get selected, my AIESEC experience will come to an end.
4. Your AIESEC Chennai DREAM! My AIESEC Chennai dream is to live a path of sustainable excellence and growth in 2012. A dream where members look at AIESEC as an opportunity to develop themselves and live the holistic experience this organization offers. I dream of LC that is united and aligned to achieve growth, not in numbers alone but as individuals. AIESEC Chennai should give every member a base in 2012 to develop themselves and be prepared to launch themselves into the real world.
5. What role can AIESEC Chennai play in addressing issues like Global Warming, Youth in politics, fighting financial slowdown and building global harmony? AIESEC Chennai could play a huge role in addressing various issues. AIESEC is creating ethical youth leaders today, who in the future could contribute to developing the political system of the country. AIESEC Chennai could run peace project and environment project to create a positive impact. Members of AIESEC Chennai could be part of initiatives to fight financial slow down , corruption within the country.
AIESEC Chennai | Local Committee Plan | 2012-2013 EXCHANGE Out Going Exchange
Critical Success Factors for 2011: Operationally strong. All processes are organized and excellent tracking system. MOU signing with SRM University has created a strong base for OGX. This has given as an opportunity to organize more activities within the university and improve the brand and visibility of AIESEC.
Expansion into Sashtra and NIT Trichy has shown positive response. A good student event was held in Sashtra.
Partnerships with LC in other countries. Drawbacks for 2011:
Elections affected college timelines. Very few students were sent on internships due to lack of holidays. University relations during the first half were minimal. Markets like MOP Vaishnav, Loyola College were not capitalized in spite of long holidays. Raising structure during the first half had many flaws. Many students were raised without passport. Relations with VIT University could not be set up due to negative branding and bad relations in the past.
In spite of short holidays, a good base has been set up in SRM. The Standard Operating Procedure has evolved. The current SOP is very organized, efficient and is excellent for tracking. Expansions like Sasthra and NIT Trichy have shown a very positive response. There is a lot of scope to do student exchange and events with the university.
Relations with universities like Ethiraj College for Women , WCC , MOP have improved. This gives AIESEC Chennai a good opportunity to tap into these universities for OGX.
2012-2013 Year Target: Name of Entity SRM University City Colleges VIT Sashtra Nit Total
Number of Exchanges Summer Cycle 60 30 10 40 20 160
Number of Exchanges Winter Cycle 30 20 10 30 20 110
Quarter wise split: Quarter I II III IV Total
Raise 130 40 90 30 290
Match 60 110 40 70 280
Realization 0 150 10 110 270
This puts us on a combined total of 270 exchanges in 2012. Strategies for sustainable growth in 2012-2013:
Synergy with the Business Development Team to host a Global Village in SRM in March. Global Village will be a great platform to showcase AIESEC’s Cultural Exchange Opportunities. Synergy with the Business Development Team to organize a business plan on social entrepreneurship during Milan. This competition will be a good platform to convey the experience student’s gain on a DT internship. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Synergy with the communications team to improve the visibility within Universities. Articles to be published regularly in the editorials and journals in the universities. A student event to be organized in the third quarter in SRM University and Sashtra. This will be done in synergy with the Business Development Team. This event will be similar to Day 1 of Youth to Business Forum 2011. The objective of this event is to capitalize on the new batch of first years that have joined the respective Universities. Re integration of EPs is extremely important. Case studies to be made once EPs return from the internship. Video Case studies to be made as well. AIESEC Internship T shirts to be given to EPs once they are back from their internship. This can be used to promote AIESEC’s Cultural Exchange Program. Synergy with the Talent Management Cell, to set up and improve relations with Universities within the city. Enhancing relations with Universities will give us a brilliant platform to maximize our position in the university. SRM and Sasthra are the perfect examples. To set up a separate department to handle the expansion units ensuring the expansions become sustainable. To sustain good international relations and continue setting up LC-LC partnerships. Optimize matching mania’s to gain bulk matches.
Development Sector Critical Success Factors for 2011:
Good retention of Stakeholders from 2010. Good servicing of clients and sustaining healthy relations with clients. Projects were planned and executed well. New clients were created and serviced well. Good operating structure and excellent tracking system. Department website was created. It helped in matching and improved credibility.
Drawbacks: There were barely any matches between the last week of August and first week of October.
Departments yet to get adapted to the new MYAIESEC.NET website. Very minimal ET internships in 2011. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
The development sector of AIESEC Chennai gained suitability in 2011. It’s created a good base to scale up operation in 2012. Clients retained from 2010 and services efficiently. New clients were created in 2011 are serviced well. Positive impact created through the exchanges. Projects were executed well.
Ad - Hoc Quarter wise split up : Quarter I II III IV Total
Raise 50 40 60 50 200
Match 40 40 60 40 180
Realization 20 50 40 40 150
The targets given in the above table is for two departments (Ad-hoc). The targets between each department are split equally. This means each department will contribute 75 exchanges in 2012.
DT Projects: Cultural Education Project:
This project is based on cultural education. It will take place in Q1. There will be 15 realizations for this project. These realizations will take place in Q1.
Footprints: Footprint is a child rights project that will be executed in Quarter 2 and Quarter3. The realizations for the project will take place in Quarter 2.
The number of realizations for this project will be 30. The project will have Balakalakaar as the main event. Genesis:
This project will aim conducting AIDS awareness campaigns in different organizations and institutions in the city. This project will be executed in Quarter 3 and Quarter 4. The realizations for the project will take place in Quarter 3. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
The number of realizations for this project will be 20.
Quarter Raise I 20 II 35 III 20 IV 25 Total 100 It will also comprise of a small event.
Match 15 35 20 20 90
Realization 10 35 20 15 80
Conserve: This project is based on environment conservation. This will be executed in Quarter 4. The realizations will take place in the same quarter
This project will have 15 realizations.
Quarter wise split for projects:
Strategies to ensure sustainable growth in Development Sector.
The most critical step is to retain clients from 2011 and ensure they are satisfied by good delivery. To synergize with Business Development to create a development support group, that helps improve the brand in the NGO sector. It is very important to build IR. This will be the main focus area throughout the year. Matching Mania in starting of Q2 and Q3 to ensure bulk matches. Forms have to be matched throughout the year to ensure projects are executed according to time lines. EP and client case studies and videos need to be made regularly and promoted extensively in the Global Network of AIESEC. Individual websites to be made for the departments. This should be promoted in the Global Network. Operating with individual websites keeps work more organized and improves our credibility. To avoid any mistakes from our side, it is essential to maintain individual trackers to keep data organized and structured. Knowledge levels of members have to be improved. This will effect overall performance of the department. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Corporate Sector Critical Success Factors:
In 2010, corporate clients of AIESEC Chennai were serviced badly. This resulted in many clients ceasing their association with AIESEC Chennai. In 2011, a major focus area was to do damage control for the clients lost in 2010.This was done effectively in 2010. Few clients were re integrated and serviced well. Clients like Sri City and Amazon have been serviced well. This has given us an opportunity to do bulk exchange with them and also possible create multi dimensional partnerships.
Low knowledge levels of members have affected performance of members, especially in quarter 2. Lack of synergy with communications team.
The corporate sector is much more stable in 2011. This has provided a good base to scale up operations and to grow in 2012. There a good opportunities to do bulk exchange with clients. These opportunities need to be grabbed and utilized efficiently.
Quarter wise Split: Please find below quarter wise split of raise, match and realization of Corporate Exchange. The targets are for 2 departments .The targets are split equally for 2 departments. Quarter I II III IV Total
Raises 20 80 40 40 180
Match 40 40 20 30 140
Realizations 10 44 32 24 110
Innovations and Strategies to ensure sustainable growth in 2012:
According to my executive body structure, I plan to have 2 departments handling Corporate Exchange for AIESEC Chennai. The difference between the departments will be the kind of clients they handle. One department will handle national clients such as Amazon. In addition to national client, they will also handle clients that are Annual Partners like Shri City that do bulk exchange with AIESEC Chennai. The second department will handle remaining clients such as VAS Comptech. , Net Magnus, 7Q industries. , Taj Mount Road. The objective behind the split up is to ensure clients are handled and serviced efficiently. National Clients require interns in high numbers. To meet their requirements within the given time frame, it is essential that there is a separate team servicing them. Similarly Shri City requires interns throughout the year. Hence it will be more efficient if a team is assigned to service them in the given time frame. The second department handles a lot more clients, but the client’s requirements are low. This team will focus satisfying different criteria’s of different company’s within the given time frame. The above split up and approach will make operating much faster and efficient. It will keep client tracking organized and clients have teams assigned throughout the year to service them efficiently. If the above plan is implemented we are right on track for sustainable growth. Synergy with Communications team will be critical in 2012. This synergy should provide case studies of clients and Trainees. Video case studies to be made as well. Newsletters about Corporate Exchange to be made and sent quarterly. Synergy with Business Development and Communication team to set up partnership with organizations that can avail corporate internships and promote corporate internships.
Exchange Support Business Development and External Relations Critical Success Factors:
3 events organized. All 3 were executed brilliantly. 3 brilliant Organizing Committees were formed. The 3 events lifted the brand of AIESEC in the student sector, corporate sector and NGO sector. Good product packaging and time lines. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
The strength of the board was increased in 2011. The Local Board of Advisors consists of 4 members. The new Operating System has been introduced in 2011.
No new members were added to the support groups. No communication support group created.
Business Development is a sustainable portfolio. 75% of income in 2011 is from Business Development. New Operating systems have been introduced. If implemented efficiently, it could result in development of AIESEC Chennai’s Exchange Opportunities and functions. Strong base created this year with 3 brilliant events.
Products for 2012:
Global Village in SRM(March 2nd week) Empower(March 2nd week) Social Entrepreneurship Competition(January last week) Footprints and Balakalakaar ( June 2nd week – July 3rd week). Youth To Business( October 3rd week) Empower in Sashtra ( September 2nd week)
Year Target: Product Global Village Empower Social Entrepreneurship Competition(Milan) Foot Prints and Balakalakaar Youth To Business forum Empower is Sasthra DT Projects Total
Target 3,00,000 3,00,000 50,000 15,00,000 7,00,000 50,000 1,50,000 30,50,000
Quarter wise Target Split: Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Global Village Empower Social Entrepreneurship Competition Foot Prints and Balakalakaar Youth to Business forum Empower in Sashtra
The timelines for DT projects are unsure. It will be in place when the DT team and Business Development team conceptualize it together.
Low knowledge levels in the Local Committee could affect conversion rate.
Innovations and Strategies to ensure sustainable growth in Business Development in 2012.
From my experience as Vice President Business Development in 2011, I believe there has to be few operational changes made. These changes will ensure that qualities of partnerships and events don’t drop. It will ensure sustainable growth in this portfolio. In 2012, there will be two Vice President Operating. The primary reason for this change is to provide more time for preparation for every event. The secondary reason is to not over stress one Vice President with an increase in number of events and targets. This will help both Vice Presidents maintain a balance between their commitments to the Local Committee and Academics. There will be two departments functioning independently in 2012. Each department will be given its responsibilities. However, both the departments will work closely with each other as everyone is working towards one goal. Synergy with exchange departments will be another focus area. Both vice presidents will be responsible to develop AIESEC’s core product i.e. Exchange. They will be responsible to set up new projects, clients and products that boost exchange. This will require high levels of synergy with the Exchange Departments. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
The Business Development team will be responsible to synergize with the DT (projects) department to conceptualize the project and ensure it being sold to an external organization. Similarly they will function, closely with the corporate department to raise more corporate clients or annual exchange partners that avail bulk exchanges annually. The business development team will also be responsible to uplift the brand of AIESEC within the student sector. This will be done through student events and partnerships with student bodies in various universities. This requires synergy with the outgoing exchange department. The business development team should also establish partner hips with organizations like TiE, MMA, Cii , NEN to improve visibility of AIESEC as organization. The departments should be well inducted and aware about activities within the Local Committee. Their knowledge levels should be the highest in the Local Committee.
Plans for Local Board of Advisors: There are currently 4 members on the Local Board of Advisors. This should be increased to six by end of 2012.
There should be 2 joint board meetings held in 2012. Individual meetings to be held every month. This meeting is to update the members of the board with the Local Committee activities and progress. This meeting is essential as we get valuable advice on how to move forward as a Local Committee.
Video endorsements from members on the Board for AIESEC Chennai and the Corporate Exchange Program to be made.
Plans for Support Group: Corporate Support Group: there are currently 2 members on this group. The members on this group play and advisory role and guide us on how to deliver good events. They also help in connecting us to sponsors or organization that could avail AIESEC’s Exchange Products. 2 more members should be added by the end of 2012.
Alumni Support Group: This body is yet to be created. This is similar to corporate support group, but this body only comprises of Alumni of AIESEC. The alumnus of AIESEC are well placed today and are kind to us by playing an advisory role and guiding the current generation of AIESEC on developing themselves. This is also a good opportunity to re integrate the Alumni of AIESEC with the Local Committee. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Communication Support Group: This support group will comprise of members that can help improve our media relations and our external visibility. They will play an advisory role to improve our operations in the communication portfolio. This body should comprise of 2 members by the end of 2012.
HR Support Group: This body is a very significant body. AIESEC Chennai’s TM process is very weak. It has restricted us in 2011 from having a great year. This body will guide is improving human resource management. They will guide is in improving our recruitment process. This body will comprise of 3 members at the end of the 2012.
Development Support Group: This support group will comprise of representatives from the NGO’s that operate at a large scale. This will improve opportunities for the DT sector of AIESEC Chennai. It will give us a platform to formulate more projects and create more clients. This group will consist of 5 members by the end of 2012. This body will be set up by a joint effort of DT teams and Business Development Team.
Communications and Information Management
Critical Success Factors for 2011:
Information Management has evolved this year. 2011 has seen tremendous growth in Information Management. Tracking, noting minutes, documentation is much more organized and efficient. A lot of new media clients were created in 2011. The clients were serviced well and partnerships were sustained.
Lack of continuity of Media Articles throughout the year. Most of the media articles were focused on recruitment and events. There were occasionally articles released for outgoing exchange. Knowledge levels are low in the Local Committee. More seminars need to be organized on a virtual medium. Most of Social Media promotion is restricted to face book and twitter.
Synergies with exchange departments were minimal in 2011. The requirements of promotional material from the communication team were not met. TV instances were very low in 2011. The visibility within the corporate sector and student sector was minimal.
Information management is a sustainable portfolio. The requirement from the LC for design and promotional material is very high. This requires a team dedicated throughout the year that can maintain a high synergy level to ensure all requirements are met. Knowledge levels need to be focused on. It is essential that members posses enough knowledge to represent and sell AIESEC to external organization and stakeholders.
Communication and Information Management Considering the performance in 2011 and the synergy required from communication and information management, I plan to split this into two portfolios. This split up will result in the portfolio’s being more organized and efficient. The Vice Presidents can give their 100% to their portfolio and can eventually be specialists in their respective portfolio. This split up will also help both portfolios’ to meet all the LC requirements and can provide the necessary support for Exchange Operations.
Communication in 2012
Visibility through Media | Media Relations External Partnerships:
Visibility for AIESEC activities and events is essential. It needs to be consistent throughout 2012. All AIESEC Chennai events in 2012 should receive extensive media coverage through TV instances, pre event and post event articles in news papers and online forums, radio instances and social media promotion. This can be done efficiently by setting up strong partnerships with a PR agency.
Articles have to be released in news papers and online magazines during recruitment. Partnership with TV channels for ticker feeds to be created. Visibility for corporate sector to be increased in 2012. This can be done by partnering with magazines relevant to the corporate network. Few possible magazines could be CEO magazine, HR magazine handled by SHRM. To synergize with Business Development Team to create partnerships with umbrella organizations like Yi and MMA. There has to be continuous promotion to be done for the student sector to improve visibility of outgoing sector. Partnerships with student clubs and editorials in various universities will help improve visibility and brand image. Articles have to be consistently released for outgoing exchange in news papers. To partner with one major daily and try to obtain an AIESEC Column. This AIESEC Column could be used throughout the year for promotion of various activities and exchange opportunities.
Synergies for promotional material:
Synergies need to be efficient with the 3 OGX departments. With regards to SRM, posters, flyers, raising e mail for EPs, Standees and T Shirts need to be designed. The visibility of AIESEC Chennai’s outgoing exchange opportunities need to be taken to the next level in SRM. The same has to be followed in the city universities and expansions like Sasthra, NIT Trichy and VIT. AIESEC merchandise needs to be designed and distributed to members of the Local Committee. A surplus amount has to be given to OGX departments. This merchandise includes T shirts, badges, stickers and bands. These are few steps to connect with the student sector of Chennai. The Corporate Sector of AIESEC Chennai requires much more support from communications team in 2012. Promotional material in the form of flyers and standees need to be designed and placed at external forums in the city. Pre event promotion has to be improved in 2012. Event specific poster, flyers, standees and other means of promotional activity needs to be implemented more efficiently in 2012. Campus ambassadors program has to be implemented more effectively. This will help improve visibility in the student sector of the city. By the end of 2012, there should be campus ambassadors in every major university in the city. This is a good platform to implement associate membership.
Information Management Knowledge Management: Handbook to be created and given to students applying during recruitment. Member handbooks to be created and given to new recruits post LTS.
Seminars and webinars to be conducted by IM team. Seminars for expansions to be conducted by IM team. A server to be created for AIESEC Chennai. This server will be used to store all the necessary documents and data, which can be accessed by anyone in the LC.
Documentation of minutes for LCM’s, Dept Meets TL meets, OCM’s to be handled by IM team. This will be useful to keep track of targets, objective of meetings and improve transparency. Quarter wise news letters to be prepared and sent to all stakeholders.
Case studies for EPs need to be made immediately so that it improves credibility which will help in raising for winter cycle. EP T shirts to be given once EPs are back from the internships. Video case studies to be made as well. The communication’s team can help improve IR and credibility of the corporate sector in the Global Network of AIESEC. Case studies and videos have to be made for trainees that were realized in 2011. Case studies of clients need to be made and put up on AIESEC Chennai website. Case studies of NGO clients, Parents, Alumnus and members to be prepared and promoted by IM team. Matching Mania design, data and promotion to be conducted by IM team. The IM team can play a huge role in improving AIESEC Chennai’s placement in the Global Network.
Website and Social Media:
The AIESEC Chennai website activities and updates to be handled by IM team. The same follows with face book and twitter. Department website to be created for all exchange departments. The web sites will be handled by the departments but will be monitored by IM team. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Promotion of AIESEC activities on other social media forum to AIESEC Chennai’s external visibility and connectivity with the student sector You tube to be updated regularly with LC videos.
Talent Management Critical Success Factors for 2011:
Good culture and Unity within the Local Committee. Strong membership and work culture.
Drawbacks: Weak recruitment process. Good OC’s but the recruitment was operationally weak. Inefficient member tracking. Poor RnR system. Poor man power planning. Low member retention. Low ratio of active members to members recruited. Key inferences:
The human resource requirements of the LC were not met. Imbalance of ration of members from Arts College to engineering colleges. Human resource Management is the key to the success of this organization. Due to poor Human Resource Management, the LC’s growth was restricted.
Talent Management 2012-2013 Recruitments: Break up Forms sold GD turn out Interview turnout Members Recruited
Feb recruitment 1000 800 400 120
August Recruitment 1200 1000 500 150
Man Power planning:
This process is very critical. This process gives us the data based on which entire recruitment process work. The VP TM has to understand and take down member requirements from the respective VP’s and adhere to it. The members recruited should match the member Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
requirement of the LC. This is extremely important as the LC cannot function smoothly without required members. There has to be a balance maintained between the ratio of Engineering Students to Arts Students.
This process has to be flawless. The room for error and misjudgment should be minimal. The recruitment forms have to incorporate more details of student’s expectations from the organization. When forms are being sold, a handbook has to be given that contains all details about AIESEC Chennai’s opportunities. Students should come prepared clearly with what they want to learn from the organization. They should come prepared with a mind set of applying for a particular job role. For ex: a student from Loyola wants to learn more about business development. With the help of the hand book, he will come prepared to apply for this particular job role keeping in mind what the organization expects from him. It is also essential that students whose personal goals align with organization goals are given priority in the selection process.
Talent Induction: This has to be done at Local Training Seminar. Department Inductions to take place the following week.
Mentorship to take place for a week post LTS to guide the members on what department to choose and how to go about developing themselves and living a good AIESEC Experience.
This process is extremely critical. VP’s should ensure that they choose members that match their requirement. It is also essential that the talent distribution is uniform within the Local Committee. This is essential as it helps in maintaining stability.
This will be done by the TM Cell. The members in the TM cell will be assigned departments for tracking.
This tracker will contain data clearly showing performance of each member. This will provide clear information on how to improve Human Resource Development. These trackers have to be filled regularly. This tracker plays a huge role in effective Human Resource Management.
This will be a focus area in 2012. Members have to have a good experience and stick on to the organization. Quarter wise appraisals to be conducted. For RnR, refer application, Q. 28. Increase in number of leadership opportunities. Personal Goal Setting to be done quarter wise. This will be done by VP TM and respective department VP’s.
Critical Success Factors:
A debt free local committee was created in 2010. It provided a good base to improve financial management in the local committee. High inflow of ER income. A department was created to improve tracking systems and knowledge levels. A fixed deposit of 1 lac was created. Cash tracking was efficient during recruitment.
Drawbacks: Very low transparency to the Local Committee. Quarter reports were not sent to Local Committee.
Re imbursements were not given in time. Financial tracking was inefficient and inconsistent. 1.2 lacs loss in LCong. High trainee flat losses. Unbalanced ER Income to Exchange Income ratio. ( 75:25)
Key inferences: Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
The financial state of the Local Committee was unstable in 2011. Too much dependency on ER income. No substantial measures or plans were initiated to improve ER Income to Exchange Income. Knowledge levels of finances of the LC were poor in 2011. Financial accountability was poor in 2011. A strong base improve financial management was set in 2010 but was not optimized in 2011.
Threats for 2012: Unstable ER income and Exchange Income ratio. Too much dependency on ER income. Inefficient tracking system from 2011. This system needs to evolve and be more efficient.
Low financial knowledge and accountability.
Financial Management 2012-2013 Financial Accountability:
All financial decisions must be made at the Financial Task Force Meeting. Decisions made at FTF must be updated to the EB, MB and GB. To drive financial accountability to the LC through the EB. It is essential that the Local Committee is not driven by numbers but must also be accountable to contribute steady flow of income. Bills/vouchers/invoices to be handed over to the Vice President Finance for every transaction made.
Budget for the Local Committee to be made based on state of the LC and upcoming cash flows. The budgeting should be realistic and not ambitious to ensure positive cash flow. This approach of realistic budgeting keeps us prepared for all the expenditures the LC might occur. Events budgets to be made along with VP BD. Event budgets to be realistic and as accurate as possible as events are high source of income. The budget for RnR campaign should be made along with VP TM.
Financial Transparency: Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Financial transparency to the Local Committee is critical. Quarter reports of financial state of the LC must be released to the GB.
Financial reports of events will be released to the LC along with the Event Report. Financial Learning and Knowledge Management: A session on finances of the Local Committee to be taken at department inductions. Importance of financial accountability for the LC has to be driven down through members in F dept and at LCMs.
Cash | Income Tracking:
A good initiative in 2011 was to have a department for F. This will help improve tracking. The department is responsible for tracking income from various exchange departments. This income is to be picked up at every department | team meets. The same structure has to be followed with Organizing Committees. Online trackers must be maintained by the finance department to keep a track of income generated by various departments.
Investment in Members:
30 % of surplus income to be invested in members of the Local Committee. This investment will be in the form of RnR Campaigns, subsidies, re imbursements, campaigns, LC day and LC events and conferences.
Recovering Market Dues:
Tangibles will not be recovered until dues are not recovered. Written confirmations and MOU’s to be used in case of post event payments.
The signatories of AIESEC Chennai have not been changed since 2008. All the necessary documents to change signatories have been arranged in 2011. The signatories will be changed in 2012. The members in charge for signatories in 2012 will be LCP, VP F and both VP BD.
ER Income and Exchange Income Ratio: The ratio of ER Income to Exchange Income in 2011 was 75:25. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
The ratio is one sided and shows instability with regards to income. The LC was too dependent on ER Income in 2011. This is not a sustainable state.
In 2012, a main focus area will be to improve this ratio. By the end of 2012, the aim will be to improve the ratio to 60:40.
If we achieve 60:40 in 2012, the Local Committee will be much more sustainable. Finance Task Force:
FTF to consist of LCP, VP F and both the VP BDs. FTF meetings to be held fortnightly. EB members will be notified about FTF and minutes will be shared with the EB. EB members will be welcome to join FTF meetings. All decisions made during FTF will be subject to the Executive Body’s assent.
Stakeholder management was a much needed initiative in 2011. It is one team without which the LC cannot function smoothly. This team plays a major role in managing all the stakeholders of AIESEC Chennai. Client satisfaction is extremely important and this team will deliver that in 2012.
Critical Success Factors for 2011: In 2010, AIESEC Chennai faced a lot of issues with regards to trainees. This resulted in a lot of negative branding that caused extensive damage to the Local Committee.
The SM team in 2011 has delivered the necessary damage control for issues created in 2010. Trainee relations were improved in 2011.
Successful engagement plans for trainees implemented. Trainee Friday dinner initiated. Trainees were given more opportunity to engage with the Local Committee.
SED’s and quality reports were prepared for events. These reports will help improve our credibility in 2012. It will also help improve client relations in 2012.
SED’s were created for exchange and business development clients. These feedback documents will measure quality of our products and processes. This will help us understand our clients better and improve our delivery. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Alumni were reintegrated in 2011. Two successful alumni events were organized. Alumni database is being reconstructed to update accurate information and contact details.
Quality task force was created and is operating efficiently. Drawbacks: High Trainee flat losses. A new structure was initiated in between the year. The departments have taken time to adapt to the system. It is operationally weak.
Very minimal EP and Trainee case studies were made.
Stakeholder Management 2012 The SM team will handle the following stake holders in 2012:
Exchange and ER Clients ( SED’s) Trainees Alumni Parents
The following processes will be implemented in 2012: Implementation of SED’s:
Service Evaluation Documents to be filled by all Exchange and BD clients. This feedback is important as it will measure the quality and efficiency of service provided to the clients. Event Evaluation Documents to be filled for all events. These documents will be filled by stakeholders that attend the event.
Evaluation of SED’s:
The SED’s filled by clients and EP’s will be evaluated by VP SM and a report will be release with necessary output. This report will be released to LC at LCM to help the LC understand the kind of service we provide and the quality of the service.
Case Studies: Case studied of clients, EPs and trainees will be collected by the SM team. Documentation of the clients will be handled by the information management team. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Obtaining case studies will be a focus area in 2012. Its am important tool for CRM. Alumni Relations:
Alumni database to be reconstructed and completed by end of 2012. 3 alumni events to be held. The events will be held in January, June and October. News letters to be sent to alumni quarter wise by VP SM/Alumni Relations Manager. Alumni to be invited for all events and Lcong in 2012. An award will be created by the alumni that will be given to the performer of the year. The award will be decided by LCP and the alumni. The award is being created in memory of a VP ER, Reuben Javaji who was a very active and valuable member of AIESEC Chennai.
Parent Relations: Parent’s database to be created for the fresh batch of members is 2012. The parent’s database is to be completed for the current membership.
News letters to be sent to parent’s quarter wise. Invitations to be sent to parents for all events. Case studies of parents endorsing AIESEC Chennai to be created in 2012. Trainee Relations and Management: Please find below processes and steps that will be implemented to ensure good trainee relations and management. Trainee Picks Ups: The same structure as 2011 will follow. Each department will have a QTF to handle its own pickups. This will be co ordinate and monitored by VP SM.
Trainee Buddy System: The member that matches the trainee will be his/her buddy. The member will help and guide the trainee to settle down in the city and his/her internship. In situations when a member has too many interns to handle, a member or the same department or team could act as a buddy to the interns.
Trainee Events and Engagement:
Trainee Friday dinner can be implemented twice a month. Potluck dinners can be held quarterly. Trainees are to be invited for LCM’s, LC day and all events organized in the year. Trainees should be invited for all Local Conferences Organized. Trainees should get an opportunity to experience our culture. This can be done by engaging them in celebrations during Holi and Diwali.
In situation when there are any issues or problems regarding accommodation and now work aspects, VP SM is to be contacted. In situations when there are issues regarding the internships, the TN manager or VP of the respective department should be contacted.
Structure: VP SM will have a department to function. This department will handle parent relations, trainee relations and alumni relations entirely.
VP SM will head the Client Relation Team, also known as Quality Task Force. This team will include members from every department. These members will be responsible for Client Relations Management and coordinating trainee pickups with their team. They will handle client relations for the department. They will be in charge getting SED’s filled from the clients and handing it over to VP SM. These members will be working for their department and can play a dual role, but will co ordinate CRM with the VP SM.
Culture: The culture of AIESEC Chennai is our biggest strength. This has to be sustained in 2012. The work culture should continue and members should look to take up more opportunities to contribute to the Local Committee and to their personal development. LCM’s to take place fortnightly. LC day to take place quarterly.
AIESEC Chennai Calendar 2012-2013:
Quarter 1: Corporate Sector: Matching 2011 forms. Re raising from old clients. IR building. Outgoing Exchange:
IR building. LC-LC partnership for bulk exchange. Promotion for Matching Mania Matching Mania in the Last week.
Re integration of EP’s. Raising for summer cycle. IR building. Synergy with TM for recruitment
IR Building. Re raising from clients Matching 2011 forms. Cultural Education Project
Social Entrepreneurship competition during SRM Milan. Global Village in SRM Empower Base work for Balakalakaar
Promotion and partnerships for recruitment. Promotions and partnerships for Empower and Global village. Promotions and partnerships for ICX and OGX.
Recruitment LTS Mentorship LC day Personal Goal Setting. RnR campaign
Information and Knowledge Management:
EP and Client case studies Handbook for recruitment Member handbooks Seminars and webinars for expansions. Social media activity and promotion. Matching Mania promotion
Quarter 2: Corporate Sector:
Raising drive. Optimizing matching Mania Matching Q1 and Q2 forms.
Raising drive. Matching all forms. Peak Realization period.
Optimizing IR from matching Mania. Bulk matches. Follow up and post match relations. Peak matching period. Matching mania in the last week
Raising drives. Matching mania optimization. Matching Q1 and Q2 forms. Foot prints realizations. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Footprints and Balakalakaar Selling DT projects. Base work for Y2B.
Focus on Balakalakaar and foot prints External partnerships for exchange support. Partnerships with media for representation of members of AIESEC in youth events.
Member appraisals. LC day. Personal Goal setting session. RnR campaign.
Information and Knowledge Management:
Social media promotion of footprints and Balakalakaar. Webinars and Seminars for LC. Case studies and videos to be made. Matching Mania promotion.
Quarter 3: Corporate Sector:
Raising drive Matching forms for Q3 and Q4.
Re integrating EPs Using EPs for raising. Raising drives Matching forms that are being raised.
Revive and create new LC-LC partnerships for winter cycle. Focus on TN and DT matching. Matching Mania preparation and promotion.
Raising Drive Matching forms on system Raising from NGO Partners from Balakalakaar Genesis will be executed.
Work for Y2B. Student events in SRM and expansions. Sell DT projects.
Focus on Genesis. Media and promotion. Promotion for OGX. Promotion for Recruitment. Work on media for Y2B.
Recruitment LTS Mentorship RnR campaign LCong. LC Day Personal goal setting.
Information and Knowledge Management:
Case studies and videos need to be made for EPs and clients. Webinars for Expansions. Recruitment handbook Member handbook. Promotion of LC activities in Global Network of AIESEC Social media promotion for recruitment.
Quarter 4: Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Raising drive Matching forms online. Y2B follow up. Creating pipeline for 2013
Raising drive. Matching all forms raised. Peak realization period.
International Relations: Matching mania in the first week. Optimization of matching mania for matches.
Create pipeline for 2013.
Conserve to take place. Re raising from clients Matching forms available on system Small scale raising drives Creating pipeline for 2013.
Y2B DT projects
Pre and post event promotion for Y2B Promotion for Conserve. Promotional material for exchange.
Member appraisals. LC day. Personal Goal setting session. RnR campaign. LCong. Sharan M. Nichani |Application for the office of Local Committee President| AIESEC in Chennai, 2012-2013
Knowledge and Information Management:
Matching Mania Promotion Social Media promotion for Y2B Social media promotion for conserve.
AIESEC Chennai |Executive Body Structure| 2012-2013
The department structure will be decided along with respective vice presidents.
AIESEC Chennai has experienced euphoric moments this year. The LC has developed over leaps and bounds in 2011. Our biggest success will be the culture and the membership this local committee posses. The leaders generated this year have been a true sense of inspiration. The members have shown us the true value of AIESEC. You have shown the impact this organization has made to young individuals. The Corps has given an entire year to develop this committee. They have put in a lot effort to develop this local committee. This growth could not have been possible with YOU. It is your chance to be part of journey that will sustain growth and develop this LC holistically. It is your chance to take this Local Committee ahead. I can confidently say today, the current membership will take AIESEC Chennai to the next level in 2012. This membership will go ahead to be the best leaders this LC has ever seen. There is no stopping now. Come join me and letâ€™s continue our journey of Sustainable growth and development. Letâ€™s have a euphoric 2012.
To Whomsoever It May Concern
It is with great pleasure and enthusiasm I would like to support & endorse the candidature of Mr. Sharan Nichani for the post of the Local Committee President 11 -12 of AIESEC Chennai. I have found him to be a very motivated & hardworking person. He is truly a visionary and pioneer in his ways and methodology of doing things. He has the potential and calibre of being a good leader .The best thing about him is that he always calm and composed and keeps the situation under control. Sharan has been a great learner & has always believed in action; he has great vision and a will to enforce it. He is always available for his team members and goes out of his way to make things happen as they were planned. He is a very sincere person who gives his full to the work he takes up and the commitment he shows is just amazing & inspiring for others. His desire to work for AIESEC Chennai along with his great vision and drive make him a perfect candidate for the post of Local Committee President thus, I have no whatsoever dilemma in my mind in endorsing Sharan for the office of the Local Committee President AIESEC Chennai 11 -12.
I wish him all the best for his future endeavours.
Vinay Khandelwal Founder Vinsolution Outsourcing
Address - E-668, Nakul Path, Behind Vidhan Sabha, Jaipur 302015 Phone - +91- 97853 11672 | Mail â€“ firstname.lastname@example.org | Web - www.vinsolutions.org
To Whom So Ever It May Concern LETTER OF ENDORSEMEMT My association with Sharan Nichani goes back to January 2011 when I met him during the National Leadership Summit, 2011, and I find this an opportune moment when I have to write an endorsement for him for the post of Local Committee President, AIESEC Chennai 2012-13. Sharan has always been a very dedicated Vice President. He comes across as a very dynamic individual and has always inspired others by his work. He has always been extremely helpful and has provided valuable insight and advice whenever required. He is an amazing team player and also knows how to lead one. To conclude, I would like to state that it has been a pleasure knowing Sharan personally as well as professionally. I truly believe in his Capabilities to lead a team and wish him all the best for his candidature.
Regards, Bitika Kaur. Vice President AIESEC Kolkata,India
AIESEC Kolkata C/O Erudite 3b,Camac Street Mansarovar Appartment 2nd Floor Kolkata-700-026 Shashankdhanuka29@gmail.com| www.aiesec.org | +91-09830531235
To whomsoever it may concern Sub: Letter of Endorsement – Sharan Nichani Kindly treat this letter as an official endorsement for Sharan Nichani’s application to the Office of Local Committee President AIESEC Chennai 2012-13 The Chennai chapter of AIESEC has been growing sustainably in external relations and business development consistently from 2009 and Sharan has carried forward the same legacy by raising funds to improve the financial stability of this local committee. His professional approach of delivering services to clients is quite commendable. Also, his abilities in raising funds and utilizing the products given to him have been quite boundless. Based on my interactions with Sharan, I have observed he is a very focused and professional person. He handles any stakeholder as his first priority, which gives a sense of significance to his stakeholders. On this note, I endorse his candidature for the office of Local Committee President of AIESEC Chennai for the year 2012/13. I also take this opportunity to wish him the very best for all his future endeavours. Yours sincerely, Advyit Varma Vice President Business Development AIESEC India 2011-12
To Whomsoever It May Concern
11th November, 2011 Subject: Letter of Endorsement for Sharan Nichani for the post of Local Committee President, 2012-2013, AIESEC Chennai, India.
As an AIESEC Chennai Alumnus, I have consented to endorse one candidate for the coveted post of Local Committee President in Sharan Nichani. This holds as I find him highly eligible, if not the most, to stand as a candidate for the same. From an external’s perspective, when I hear about AIESEC Chennai after attaining Alumni status, what stands out is Sharan Nichani, and his contribution in terms of true value addition towards sustainable excellence, which has been AIESEC Chennai’s focus for 2011. He has done so by pulling off events through the course of his term as Vice President Business Development, thereby successfully positioning the brand at a local level that has magnified into National Recognition, both internally and externally. Sharan has evolved into a highly mature and level headed individual, more so in the past one year, which has been judged by the interactions I have had with him and the entire positive I have heard of him from his team. This attribute, coupled with his highly professional outlook towards work, has made him extremely successful with anything he is entrusted with. In retrospect, after having had a stupendous term as a General Body member, wherein he was recognized as the Best AIESECer for 2010, Sharan has had a highly successful Executive Body term wherein he performed beyond anyone’s imagination and generated the highest amount of inflow that any Local Committee has ever seen in the 30 years of AIESEC India’s existence. With this, I propose his candidature for Local Committee President of AIESEC Chennai for 20122013, backed with my confidence in his abilities and personality, to be able to lead and raise the bar, to be able to deliver and leave a mark. I sincerely wish him the best for this endeavour and truly hope that AIESEC Chennai sees Sharan the way other proud Alumni and I see him. Sincerely, Karan Bhola Vice President 2010-2011 AIESEC Chennai
To whomsoever it may concern Date : 14th November 2011 Subject : Endorsement for the post of Local Committee President 2012 Sharan Nichani 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 optimism 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. With acumen to connect with most people, 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
TO WHOMSOEVER IT MAY CONCERN
13 November 2011 Subject: Letter of Endorsement Please consider this to be a formal letter of endorsement for Sharan Nichani for his application for the Local Committee President 2012-2013.
Sharan Nichani has worked closely with me the entire year and I have seen him manage AIESEC Chennai's big events with great efficiecy and enthusiasm.He loves his job and accomplishes his work with great ardour. By being efficient in his work he has been a motivation factor for a lot of us on the Executive Board. Being the EBC at Empower, Balakalakaar and Youth to Buisness 2011 Sharan has has proved his worth by leading his team and the LC to the grand success of each event. He has met with his ER target in every event and its the reason why AIESEC Chennai's ER is one of the best in the country. Having led three different organizing committeesâ€™ Sharan has gained enough experince and has only enhanced his leadership skills in every event (which is very evident). Working with Sharan in the year long has made me learn a lot, be it his virtues in convincing or his resolute and determined nature. He has managed to stay on top in his area of expertise and has inspired me to do the same. He is a great co worker and a responsible team leader. With the great amount of knowledge levels and experience gained through the Local Committees events Sharan is surely a person who I take inspiration from. I am positive that he is the right person to lead the Executive Board 2012-2013. It gives me immense pleasure to endorse him for the post of Local Committee President for I feel he is what AIESEC in Chennai needs to ensure sustainability. I wish him the very best in his future endeavors. Yours Sincerely Sameer Bajaj Vice President Development Sector 2011-2012
To Whomsoever it may concern
14 November, 2011 Subject: Letter of Endorsement for Sharan Nichani for the Office of Local Committee President of AIESEC Chennai, 2012-2013 My interaction with Sharan first began at February LTS of 2010, when we sat as new recruits, alien to this organization. A known face in the crowd did help. And the rest, as they said, has been history. When times are tough, it is hard to keep a straight and leveled head and take matters into your hands but over the span of these 2 years, I have realized that is a quality which Sharan possesses to a large extent. This quality has helped us all as an LC get through some tight situations and brought out the some of the best events AIESEC Chennai has seen. I have worked with Sharan at numerous occasions and consider myself lucky to have worked with someone like him who is straightforward in his thinking and clear about his ideals and goals and works directly towards them. Together, we have brought out the best Balakalakaar AIESEC Chennai has seen and the best Youth to Business forum seen by India and his growth from an OCP to a VP has been tremendous and inspiring. With everyday passing, I can only ensure you that Sharan is now ready to take up a position as esteemed as that of the LCP. His passion and dedication towards the cause of AIESEC and itâ€™s way of change is commendable and it is rare to find the maturity he possesses in someone of our age. He has also been a helping hand for many including me and has gone through a lot to ensure that his team does not face any difficulties. He lends his ear and shoulder to anyone who is need of it, while holding a strong stand on what he believes is right. Overall, He makes the perfect combination of the leader AIESEC Chennai needs today. I hereby endorse Sharan Nichaniâ€™s candidature for the post of Local Committee President, 2012- 2013, AIESEC Chennai and wish him the very best of luck in the same. Yours Sincerely, Juhi Sharma Vice President Communications and Information Management AIESEC Chennai 2011-2012
To whomsoever it may concern 15th November 2011 Subject- Endorsing Sharan Nichani for the post of Local Committee President 2012-13, AIESEC Chennai, India The year 2011 has been great for AIESEC India with LCâ€™s seeing growth and more success than ever before. With focus of exchange and developing AIESEC members, the exchange support functions are vital for success. AIESEC Chennai has set the bench mark for external relations over the last few years and Sharan has taken it to the next level. Sharan had a brilliant year in every sense. He has branded AIESEC Chennai across sectors and created business value in everything that the LC has done. Successful events, board engagement, fundraising and innovative partnerships have been a testament to his hard work and dedication. The scale at which he has led his department is breathtaking, truly deserving of the number 1 position in the AIESEC network. His contribution to the ER commission has been immense, always supporting other LCâ€™s. Sharan has been an inspiration for me personally. I have learnt so much from him through our conversations and the valuable advice that he has had to offer. I see Sharan as a passionate and capable leader to take AIESEC Chennai forward. It is indeed an honor to endorse his candidature for the post of Local Committee President 2012-13, AIESEC Chennai. Sincerely, Daniel A. Nazareth Vice President Business Development 2011-12 AIESEC in Delhi University India
To whomsoever it may concern
Subject: Letter of Endorsement Please consider this to be a formal letter of endorsement for Sharan Nichani for his candidature for the post of Local Committee President(2012) for AIESEC in Chennai.
True heroism is remarkably sober, very undramatic. It is not the urge to surpass all others at whatever cost, but the urge to serve others, at whatever cost. Sharan Nichani is such an individual who focuses not only in the development of himself but everyone around him. Ever since he has joined the organized there has no looking back. Always ready to learn he quickly got the knack of convincing people and getting results. But his flair for External Relations, and has had an awesome year as VP ER. When Sharan is passionate about something, he will do everything in his power to make sure he becomes the best in it. His biggest competitor is himself. Day-in and Day-out he tries to challenge himself in whatever he does and this is his biggest strength. He is one of the most committed and hardworking person Iâ€™ve come across in the 20 years of my existence. Once Sharan sets his mind on something, he goes all out to achieve it. I am positive that Sharan Nichani will be the best candidate for the post of President as I personally feel he has immense potential to take AIESEC in Chennai to a whole new level. AIESEC Chennai requires a leader like him as he is Passionate, Hardworking, Aggressive and Intelligent. These are elements of a brilliant and successful Leader.
Being goal-oriented has worked greatly in his favour and it gives me immense pleasure in hereby endorsing him for the office of Local Committee President of AIESEC Chennai for the year 2012. May the force be with you in all your future endeavors. Sincerely, George Stephanos Vice President, AIESEC Chennai