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THE BIG BOOK OF

JOB DESCRIPTIONS AIESEC in Denmark


IMPORTANT Before you go ahead and explore this wonderful booklet, please notice this is only a resource that was made by AIESEC in Brazil and was adapted to AIESEC in Denmark. Every entity understands their own needs and therefore has to decide their own structures.


Here you will find... 1. 2.

Why do we need JDs and Structure…………………..……………………. JDs and Structures per area…………..……………..……………………….. 2.1. 2.2. 2.3. 2.4. 2.5.

3. 4. 5. 6.

oGV…..………………….………………………..……………………………………….... iGT…….………………..………………………..………………………………………….. oGE…….………………………..……………..……………………………………………. F&L……..………………..…………………………………...……………………………... TM……..…………………………………..………………………………………………....

Synergies between areas - how to work………………..………………... Skills: What I need to know…….………………...…………………..………. How to use this booklet for recruitment……………………………………... How to use this booklet for developing…….………………..……………


1. Why having JDs and Structures -

So that everyone within AIESEC in Denmark knows what is expected of them, and what are their work measurables.

-

So that everyone knows what the others within the LC are doing, and how they can help each other.

-

So that all our members have a network of people who are doing the same as them throughout the country.

AIESEC in Denmark

"This book is not only a TM thing, it is something we use as AIESEC in Denmark"


2. JDs and Structures per area

To use this section in the best way: 1.

Go to the pages of your area.

2.

Understand the recommended structure for your LC according to the operational volume or other variables.

3.

Take a look at the JDs of your position, and the other positions in your area.

4.

If in doubt, ask your MCVP!

AIESEC in Denmark


oGV


JOB DESCRIPTIONS


LCVP OGV Job Description Consumer support at all stages of the process Implementation of sales strategies Creation and maintenance of cooperation (IR) Guarantee through co-delivery the delivery of the 16 Standards Ensure alignment of attraction strategies with S & D strategies Apply Team Standards and Ensure Area Routine Ensure information management and accountability in the area Audit and tracking performance Ensure updating the Local Planning Tool

Skills Hand Cross-cultural understanding Sales Supply and Demand Time Management Shape What We Do Around What The World Needs International Relations Product Management Customer Experience Customer's Learning and Training Quality Standards and Process

oGV

AIESEC in Denmark

Pre Requirements 20 hours a week, availability on weekends Availability for local, national and international conferences Preferred: time management, know-how in oGV, market knowledge, customer-centered

MOS # of Approvals % Achieved vs Planned # of Completes % Membership Retention # Pipeline

KPI # OPENS # Applicants # Accepted # RE # Finished % Conversion Rate between stages % Team Standards Implementation


oGV

oGV Member

Skills

Job Description -

Promote LC´s values and culture Implement area strategies Attending the team meetings Participate in transition periods Productivity reports and performance reviews Ensure 100% of the leads covered in less than 24 hours Ensure updating of the national CRM (Podio) and EXPA Achieve planned conversion rates ICX monitoring during the system approval process Ensure delivery of all exchange standards Ensure follow-up Hand of ICX during exchange delivery Alignment over NPS fill and Standards survey

AIESEC in Denmark

-

Sales techniques Time Management Product knowledge Pitching Metrics analysis Quality standards and process Customer's learning and training Negotiation

MoS

KPIs

# Approvals # NPS Score # Completes # Meetings attended

% leads contacted within 24 hours # Offline activities attended # OPENS # Consultancy Meetings # Applicants # Accepted # Process Time % Conversion Rate


iGT


JOB DESCRIPTIONS


LCVP IGT

iGT

AIESEC in Denmark

Pre Requirements Job Description B2B attraction and sales Consumer support at all stages of the process: Partner support at all stages of the process: Creation and maintenance of cooperation Guarantee through co-delivery the delivery of the 16 Standards: Apply Team Standards and Ensure Area Routine Ensure information management and accountability in the area Audit Apply all Team Standards in the team Attending the TLB meeting Participate in transition periods Study of local market of companies and creation of strategies of sales Follow-up of sales team processes and strategies to improve conversion between processes Analysis of sales metrics

20 hours a week, availability on weekends Availability for local, national and international conferences Business Hours Preferred: time management IGT know-how, market knowledge, sales skill MOS # of Opens # of Approvals # of Completeds % Membership Withholding # Leadership Pipeline # % Team Standards Applied

KPI # of Applicants # Standards Delivered % Conversions % Team Standards P vs A % Standards delivered

Skills Cross-Cultural Understanding Supply & Demand Shape what we do around what the world needs International Relations Risk and Reputation Management Product Management Customer Experience Quality Standards and Process


iGT

iGT Member

AIESEC in Denmark

Job Description Approach of Applicants and Approved EPs Update ICX Central from time to time Resume Analysis Conduct interviews with the EPs Frequent contact with companies about EPs in flow Frequent OGX Contact Collect quality documents (tickets, signature document, health insurance, visa) Organize logistics and deliver delivery activities: pick up, online and virtual IPS, first day, Lead Meeting, Closing Meeting Alignment and pre-delivery business visits Participate in team meetings Keep updated tracking tools (podium, slack, spreadsheets) Market Research

Hand

Skills Effective Communication Organization Resilience Information management Customer Experience focus International relations

MOS

KPI

# APDs # CO # Opens # Contracts # Re

# Approaches # Interviews % - applied-conversion conversion accepted % accepted-approved conversion rate


oGE


JOB DESCRIPTIONS


LCVP oGE Job Description Consumer support at all stages of the process Implementation of sales strategies Creation and maintenance of cooperation (IR) Guarantee through co-delivery the delivery of the 16 Standards Ensure alignment of attraction strategies with S & D strategies Apply Team Standards and Ensure Area Routine Ensure information management and accountability in the area Audit and tracking performance Ensure updating the Local Planning Tool

Skills

Cross-cultural understanding Supply and Demand International Relations Time Management Product Management Habilidade Customer Experience Customer's Learning and Training Quality Standards and Process Sales

oGE

AIESEC in Denmark

Pre Requirements 20 hours a week, availability on weekends Availability for local, national and international conferences Business Hours Preferred: team management, knowledge in oGE, OGX customer flow, sales skills MOS # of Approvals # of Achieved vs Planned # of Completes % Membership Retention # Pipeline

KPI # OPENS # Applicants # Accepted # Process Time % Conversion Rate % Team Standards Implementation


oGE

oGE Member

Skills

Job Description -

Promote LC´s values and culture Implement area strategies Attending the team meetings Participate in transition periods Productivity reports and performance reviews Ensure 100% of the leads covered in less than 24 hours Ensure upgrading of the national CRM (Podium) and EXPA Achieve planned conversion rates ICX monitoring during the system approval process Ensure delivery of all exchange standards Ensure follow-up Hand of ICX during exchange delivery Alignment over NPS fill and Standards survey

AIESEC in Denmark

-

Sales techniques Time Management Product knowledge Pitching Metrics analysis Quality standards and process Customer's learning and training Negotiation

MoS

KPIs

#Approvals # NPS Score # Completes # Meetings Attended

% leads approached within 24 hours # Offline Activities Attended # OPENS # Consultancy Meetings # Applicants # Accepted # Process Time % Conversion Rates between stages


F&L


JOB DESCRIPTIONS


LCVP Finance & Legal Job Description Financial and legal office management Planning and alignment of the financial target with the operational goal Constant financial and legal audit Tracking of contract audit Ensure information management and accountability in the area Strategic planning of the area ROI Tracking Synergy Meeting Budget, Control and Analysis of cash flow (accounting audit) Control of operating results (financial target x operational goal) Compliance with financial policy Financial Information Management (podium, spreadsheets and others) Control Payments and Refunds Monitoring of financial inflows and outflows in the area Reports of the financial result of the area Elaboration of the budget for specific projects

F&L

AIESEC in Denmark

Pre Requirements 20 hours a week, availability on weekends Availability for local, national and international conferences Preferred: time management F & L know-how, analytical vision, legal knowledge.

Skills Decision Making Project management Fundamental Accounting Systems & Regulations

MOS # Monthly GHI note % cash growth % Finance Standards % Membership Withholding # Lead Pipeline # Sustainability % Financial target # No Fine

Reserach & Analytics Wizard Budget Risk management Adaptability to new technologies

KPI # Budget Reviews # months with a fine of 0 % of financial target attainment % Team Standards # Months of Financial Reserve


TM


JOB DESCRIPTIONS


LCVP Talent Management Job Description Apply, Track and Report Team Standards and ensure area routine (if you have a manager) Office Governance Recruitment: attraction, selection and allocation Ensure information management and accountability in the area Strategic planning of the area Tracking and Reporting of Local Team Standards Corners with other VPs Team Members Tracking Build and run Calibration Meetings with Team Leaders after the PDP Setting Report to MC and EB

TM

AIESEC in Denmark

Pre Requirements 30 hours a week, availability on weekends Availability for local, national and international conferences Preferred: time management PM know-how, analytical vision

MOS # IXP % of Team Standards Implemented % Retention % RH Full # Lead Pipeline % Productivity

KPI # NPS % TLB Full % of NEC performed # conference delegates % Team Standards

Skills Recruitment; Induction; Performance management; Team Leadership Management;

Membership Engagement; Learning and development; People's analytics; Design; Organizational; Project Management.


Synergies


3. Synergies

TM

oGV

WHAT DO O que THEY entregam DELIVER junto TOGETHER

TM ROLE

IXP Campaign

Pre-membership mapping, construction of campaign timeline and organization and engagement actions

Recruitment and Education

Co construct the area persona, final responsible for selection, organizational induction, NEC, and mapping of gaps for further training

People management

KPIs Synergies da Sinergia KPIs -% Achieved goals of members in oGV -% oGV retention in the semester -% oGV members passing in the NEC -% Team Standards applied in oGV -% oGV Members applying for leadership positions -% Goal of the IXP Campaign beat

AIESEC in Denmark oGV ROLE

VP and TLs education about Team Standards, NMS engagement and reporting, on going support on management

Previous selection of the projects focus for the campaign, select team people who will approach and process the members Co construct the persona of the area, assistance in selection, functional induction, engagement for NEC, implementation of training on going Application of Team Standards, presence in the Team Meetings and application of action plans set in them

O What que ambos do bothprecisam need to know saber - Team Standards: have read the Blue Code and with knowledge about their application - Area operational timeline - How to check membership data - Membership education schedule adapted to the timeline of the operation - IXP campaign history, campaign goal


3. Synergies Sinergias

TM

oGE

WHAT ODO QUE THEY ENTREGAM DELIVERJUNTO TOGETHER

TM ROLE

IXP Campaign

Pre-membership mapping, construction of campaign timeline and organization and engagement actions

Recruitment and Education

People management

KPIs Synergies da Sinergia KPIs -% Achieved goals of members in oGE -% oGE retention in the semester -% oGE members passing in the NEC -% of Team Standards applied in OGE -% oGE members applying for leadership positions -% Goal of the IXP Campaign beat

AIESEC in Denmark oGE ROLE

Co construct the area persona, final responsible for selection, organizational induction, NEC, and mapping of gaps for further training VP and TLs education about Team Standards, NMS engagement and reporting, on going support on management

Previous selection of the projects focus for the campaign, select team people who will approach and process the members Co construct the persona of the area, assistance in selection, functional induction, engagement for NEC, implementation of training on going Application of Team Standards, presence in the Team Meetings and application of action plans set in them

O What que ambos do bothprecisam need to know saber - Team Standards: have read the Blue Code and with knowledge about their application - How to check membership data - Area operational timeline - Membership education schedule adapted to the timeline of the operation - IXP campaign history, campaign goal


3. Synergies Sinergias WHAT ODO QUE THEY ENTREGAM DELIVERJUNTO TOGETHER Sustainability

Legality

EPs and Companies Payments

KPIs Synergies da Sinergia KPIs - Price of each exchange - % Quality audit

F&L

iGT

F&L ROLE VPF to be clear direct and indirect costs, reporting these values to the VPCX iGT, together to plot the sales price

VPF needs to know all the legalization documents of these EPs and to do tracking along with VP CX iGT and TNA. VPF to have a tracking platform with the VP CX iGT to ensure the correct payment of the EPs and receipts of the Companies.

AIESEC in Denmark iGT ROLE Clarity of the contribution of its operational goal to achieving the financial goal and coordinating investment timeline with the operational and evaluating ROI Review audit flows, produce and collect required documentation, declare information to TNA in the corner with VPFIN Feed the corner platform for company and EP payments, track the agreed timeline

O What que ambos do bothprecisam need to know saber - Direct and indirect costs - Legalization Documents


3. Synergies Sinergias WHAT ODO QUE THEY ENTREGAM DELIVERJUNTO TOGETHER

TM

iGT TM ROLE

AIESEC in Denmark iGT ROLE

Early PSEL

Define timeline and profile together with PM, assist in recruitment, functional education in the anticipated timeline

Organize recruitment in the suggested timeline and profile for sales, on boarding and organizational induction of members

Recruitment and Education

Co construct the area persona, final responsible for selection, organizational induction, NEC, and mapping of gaps for further training

Co construct the persona of the area, assistance in selection, functional induction, engagement for NEC, implementation of training on going

People management

KPIs Synergies da Sinergia KPIs -% RH Full of iGT -% Retention of iGT in the semester -% iGT members passing NEC -% Team Standards applied in iGT -% iGT members applying for leadership positions

VP and TLs education about Team Standards, NMS engagement and reporting, on going support on management

Application of Team Standards, presence in the TLB Meetings and application of action plans set in them

O What que ambos do bothprecisam need to know saber - Team Standards: have read the Blue Code and with knowledge about their application - How to check membership data in bit.ly/PMDashboards - Area operational timeline - Membership education schedule adapted to the timeline of the operation


3. Synergies Sinergias

F&L

oGV

WHAT DO O que THEY entregaram DELIVERjunto TOGETHER

F&L ROLE

Product Sustainability

VPF to be clear direct and indirect costs, reporting these values to the VP CX oGV, together to plot the sale price, as well as guarantee the total receipt of FEE to the RE of the EP.

Tracking Budget and ROI

Financial Policies

KPIs Synergies da sinergia KPIs - Price of each Exchange -% Area Financial Planning

VPF to pre-plan these investments, efficiently apply and report ROI

VPF prepare a document with the financial policies of the area, including prices, forms and conditions of payment, as well as conditions of reimbursement in case of breach.

AIESEC in Denmark oGV ROLE Maintain a tracking of costs and revenues of the area to ensure the creation and implementation of strategies that maintain a level 2 financial sustainability. Investment monitoring.

planning

and

ROI

Educate the area and ensure compliance with financial policies by the area in the routine of the area.

O What que ambos do bothprecisam need to know saber - Direct and indirect costs - Calculate the ROI - Payment and Refund Policy

strategy


3. Synergies Sinergias WHAT ODO QUE THEY ENTREGAM DELIVERJUNTO TOGETHER Product Sustainability

Tracking Budget and ROI

Financial Policies

KPIs Synergies da Sinergia KPIs - # Price of each Exchange -% Area Financial Planning

F&L

oGE

AIESEC in Denmark

F&L ROLE VPF to be clear direct and indirect costs, reporting these amounts to the VPCX oGE, together to plot the sales price, as well as guaranteeing the total receipt of FEE to the EP RE. VPF to pre-plan these investments, efficiently apply and report ROI

VPF prepare a document with the financial policies of the area, including prices, forms and conditions of payment, as well as conditions of reimbursement in case of breach.

oGE ROLE Maintain a tracking of costs and revenues of the area to ensure the creation and implementation of strategies that maintain a level 2 financial sustainability. Investment monitoring.

planning

and

ROI

Educate the area and ensure compliance with financial policies by the area in the routine of the area.

O What que ambos do bothprecisam need to know saber - Direct and indirect costs - Calculate the ROI - Payment and Refund Policy

strategy


3. Synergies Sinergias WHAT ODO QUE THEY ENTREGAM DELIVERJUNTO TOGETHER

TM

F&L TM ROLE

AIESEC in Denmark F&L ROLE

Align campaign details with F & L and give input on how the financial incentive can draw members' sense of urgency.

Have planned the budget for the IXP campaign - from the value of the FEE to methods of engagement of the members.

Incentive System

Create incentive system, and pass inputs to F & L on prizes that members would be motivated to win.

Map together with the VP TM what motivates and engages the CL in the incentive systems and allocate budget for that.

Membership Training

Based on the timeline of operations, create training training schedule, and raise actions that would involve financial recourse, to be approved by F & L.

Together with VP TM seek people / companies that can facilitate these capacities and have budget planned,

IXP Campaign

KPIs Synergies da Sinergia KPIs -% Target IXP beat -% Retention -% Target Incentive System -% Achievement of the Semiannual Financial Target

O What que ambos do bothprecisam need to know saber - The six-month budget planned by F & L for investment in membership, if this exists - The financial timeline of the semester: months of higher and lower financial inflows - The timeline in which IXP, Incentive and Training System happens, therefore the planning of these activities must be done in advance.


4. Skills: What I need to know

AIESEC in Denmark

In the end of the day, all of us as AIESECers, develop the 4 leadership qualities. However, unlike our EPs, we work at AIESEC, and we need to perform our work and achieve our goals, and in the ways we develop. Then the skills come in! Through our work, we have developed competencies, and thus, we have developed as leaders according to LDM!


3. Skills: What I need to know

AIESEC in Denmark

When we talk about skills in AIESEC, we are talking about 2 pillars:

Mind WHAT YOU THINK

Hand WHAT YOU DO

THOUGHT-LOGIC-MINDSET

STRENGTH-MOVEMENT-ACTION

Competencies incorporated in your daily actions and thoughts that will guide your entire journey in the organization.

Functional skills that allow our members to take actions that achieve our organizational goals.


3.1 - Mind

AIESEC in Denmark

What is it? Core competences are equal to performance. This directly results in more effective achievement of organizational goals. It is something that must be universally used in the organization and needs to be developed through the different roles and positions (represented by levels) to achieve our ambition.

MEMBER

TL/MANAGER

LEVEL 1

LCP/EB

LEVEL 2

LEVEL 3

Continuous Evolution

Want to grow with the organization and use data to create solutions

Uses data in decision making and grows with teamwork

Lead by example

Consumer Focus

Meet customer needs and ensure a good experience

Educate the team to focus on the consumer and lead by example

Educate the team to focus on the consumer and lead by example

Result Oriented

Works with excellence to achieve the results within the established deadlines

Identifies personal interests to increase team spirit, leads to the ultimate goal

Identifies personal interests to increase team spirit, leads to ultimate goal

Communicates effectively, is fast and firm to meet deadlines and challenges

Communicates effectively, is fast and firm to meet deadlines and challenges

Agility

Be fast and positive during changes and uncertainties


3.2 - Hand

AIESEC in Denmark

What is it? Functional skills are required for an individual to perform according to the job description at all functions and achieve the expected results.

Finance Decision Making Long-term thinking Organization Budgeting

Sales Effective Communication Resilience Routine Consumers Understanding

Operations

People Management

Product Understanding Consumer Experience International relations

Understanding Operations Selection and Recruitment Methods of Education


5. How to use this book for recruitment

AIESEC in Denmark

Competency selection is a strong trend today in companies. It brings much more objectivity and assertiveness to the selection of people. At AIESEC, our role is to understand what competencies are required for the position we are selecting, and to create methods that evaluate the candidate in them. Let's see how:

1.

Select the JDs you are selecting!

2. See the skills these JDs require!

3.

Create questions and evaluation methods to assess these skills

4. Measure how much candidates are aligned to competencies, from 1 to 5, and make your decision!


6. How to use this booklet for developing

AIESEC in Denmark

Most likely you will not select a person who is 100% in all skills! But it's alright! The idea is that once the person is already selected for AIESEC (in the case of new members) or selected for the position they have applied, we will draw a plan on how they will now develop in these skills during the experience! Let's see how this happens:

1.

Collect the output of the process of selecting the member (s)

2. Select the most loss-making skills to focus on

3. Draw an education plan that includes NEC, in-team trainings and, if appropriate, individual trainings, to work on focus skills.

4.

Ensure that you develop them is in the PDP of this member, and that this will be revisited monthly in O2Os.


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