iGIP National OCP workshop
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The document provides guidance on improving the quality of internships offered through AIESEC's Global Internship Program (GIP). It outlines key issues with job descriptions and clarity that can arise, such as job duties differing from what was agreed upon or inconsistent salary payments. The role of sending and hosting partners in ensuring accurate job descriptions, clear expectations around supervision, training, workload and compensation is emphasized. A checklist is proposed to standardize the process of reviewing job descriptions and setting expectations at the start of each internship realization.
iGIP National OCP workshop
- 1. iGIP OCP Workshop + MC LEGOS BUILT TO LAST
- 2. 1.SDP Guideline 2.New GIP Portfolio 3.Supply Update 4.New JQ Template 5.TN Quality Standard 6.Simulation 7.Wrap up
- 3. 1.SDP Overview 2.Activeness Tracking tool 3.Q&A Sales Development Program Guideline
- 4. • Increase the number of TN realized per member • Increase customer satisfaction • Achieve AIESEC 2015 big goal Sustainable growth for GIP • Provide education plan to stretch member capacity • Provide audit system to keep track member learning Member development
- 5. Content Expected outcome Customer SDP Education Plan · what to learn (knowledge + skill + attitude) · when to deliver •Salesman •Matcher •Intern service member Library Materials SAP Activeness Criteria · Checklist on how to define an active member Sales Auditing Day (SAD) · define qualified salesmen · provide next step Sales star selection Define and train potential salesmen into sales auditor
- 6. Newbie Junior Senior Master Salesman Matcher Intern service 1TN Ra/ peak >= 2 peak 2TN Ra/ peak >= 2 peak 3TN Ra/ peak >= 2 peak 6 weeks/ TN >= 2TN 4 weeks/ TN >= 3TN 2,5-3 weeks/ TN >= 4TN NPS: 60 (Promoter: 65%, Passive: 30%, Destractor: 5%) NPS: 60 (Promoter: 70%, Passive: 20%, Destractor: 10%)
- 7. Salesman Topic PIC Implementation Product understanding GIP und. Sub-product und. Compliance VP+OCP Review+coaching+ training Business intelligence VP Training Skill Market research Biz communication and behavior Presentation Questioning and listening Follow up Objection handling VP+OCP MC Review+coaching Library + OCP tracking Training Attitude Proactive learning Customer centric VP+OCP Review+coaching+ training
- 8. Activeness Tracking Tool • Classify member level • Goal setting and keep track • Sales star selection
- 19. SUPPLY UPDATE ● iGIP GOAL: 116 Interns ● ET GOAL: 58 Interns (50%) ET is currently a sub product in focus of iGIP Vietnam
- 20. Timeline SEPTEMB ER Goal:4 NOVEMBE R Goal :25 MARCH Goal :10 JUNE Goal :20 AFT 1. AFT 2. VN-NZ Partnership: ● 20 EPs – 3 months ● 5 EPs – 6 months 1. AFT 2. ? 1. AFT 2. ? Peak times of Realization From 1.7.2014 to 30.6.2015
- 21. Next Steps MC • Update EP information every week (Monday) • Track LC performance • Deliver trainings to VPs, OCPs. • Matching Mania LC • Update TN information every week (Monday) • Update LC performance • Deliver trainings to iGIP members • Focus on raising TNs
- 23. I/New Job Questionaire Template III/ Q&A + Input II/ JQ Guideline
- 24. WHY? WHAT? HOW? New Job Questionaire Template Eliminate misunderstandings New adventages JQ Guideline, Sales practices
- 25. Com pany Inform ation:- Company Nam e:-Click here to enter text. Industry:- Click here to enter text. Representative Nam e and Position:-Click here to enter text. Representative contact details:-Click here to enter text. Supervisor Nam e and Position:-Click here to enter text. AIESEC Global Internship Program The future of your organization begins with the people working for you. For over 65 years AIESEC has provided young global talent to major companies, non-profits, and start-ups for professional internships that can develop them into the leaders of tomorrow. For organizations, AIESEC provides flexibility and a strategic advantage--the ability to w ork w ith future leaders that have specific academ ic backgrounds, w ork experiences, and skills from over 100 countries in m ajor quantity or one at a tim e at any tim e of the year What can your organization achieve w ith tom orrow 's leaders on your side? 2013 AIESEC JOB QUESTIONAIRE Contract No.: TN / HCMC / No121212 JQ No.: 1 Exchange Type Global Talent Program (GTP) Community Development Program (CDP) Internship Description Internship Title* Administrator In which department the intern will be working* Logistics Job/Task Description 1* (maximum 200 characters) Daily: Be a catalyst to get all CNCD employees to start speaking English, Assist in Sales activities including visiting customers with engineers Job/Task Description 2* (maximum 200 characters) Help CNCD revise website, English language, import, export Job/Task Description 3* (maximum 200 characters) Periodicially: Assist in Sales activities including visiting customers with engineers Job/Task Description 4* (maximum 200 characters) Job/Task Description 5 (maximum 200 characters) Job/Task Description 6 (maximum 200 characters) • Short: 3 pages • Specific fields and detailed information • Easy to complete • Long: >13 pages • Summary input and assume information • Time consuming
- 26. JQ Guideline Supervisor Name and Position Job Description Specific Working Conditions Key results expected from the intern by the end of the internship ?!!
- 27. How to use? Prepare + understand Utilize in meetings Collect input + Enhance effectiveness Salesman/OCP: use and feedback for CLO CLO: enhance JQ guideline and collect feedback
- 28. ?!! Q&A + Input
- 31. What to focus
- 32. JD is the professional experience we promise to the EP for their leadership development Because a challenging JD is critical for the outer journey of the EP
- 33. The Content Understanding the issue of JD Clarity in GIP Role of Sending and Hosting entity in solving the JD Clarity issue Key Activities in solving the issue
- 34. What Our Customers Say about the JD Clarity Issue EPs agree to one JD from the TN form, but actually the JD is different when they begin working, and not something they would have agreed to do The salary the EP receives is different than they agreed or consistently paid late EPs’ JDs are not challenging enough or do not include enough working hours, so the EP is not learning and developing
- 35. What Our Customers Say about the JD Clarity Issue EPs agree to one JD from the TN form, but actually the JD is different when they begin working, and not something they would have agreed to do The salary the EP receives is different than they agreed or consistently paid late EPs’ JDs are not challenging enough or do not include enough working hours, so the EP is not learning and developing Supervision, training, and support for the EP in their role Implementatio n of Standards: Accurate JD Clear salary process that is always followed Throughout Process: RA – MA - RE
- 36. THE TN QUALITY STANDAR CHECKLIST Suggested content and criteria for checklist Purpose of Company, Team, and Role JD explanation and clarification Timeline of Activities Goals of the Company and Team Area of Responsibilities Key Activities Agenda of activities during the internship Working Condition and HR Policies Working Hours Vacation Policy Compensation process Meeting Supervisor and Team At this meeting on the first day of realization, go through the TN form with the company and the EP to show how each point of the JD will be lived by the EP
- 37. What? The EP’s JD matches the TN form JD or the realization can be broken The EP fully compensated Who? EP buddy ensures the EP’s JD matches the TN form. MC monitors NPS comments to see where JD is an issue How? EP buddy attends the first day of work with the EP to ensure a clear JD. MC responsible is proactive when EPs complain about JD Implementation of Standards: Accurate JD
- 38. THE TN QUALITY STANDAR CHECKLIST Suggested content and criteria for checklist Purpose of Company, Team, and Role JD explanation and clarification Timeline of Activities Goals of the Company and Team Area of Responsibilities Key Activities Agenda of activities during the internship Working Condition and HR Policies Working Hours Vacation Policy Compensation process Meeting Supervisor and Team At this meeting on the first day of realization, go through the TN form with the company and the EP to show how each point of the JD will be lived by the EP
- 39. What? The EP has a supervisor who trains them, coaches them, and supports them through their TN Who? TN Manager ensures this while raising EP buddy ensures this upon realization How? At the first day or work meeting, the EP buddy ensures the EP is clear on: - their supervisor - what support and training will be provided Supervision, training, and support for the EP in their role
- 40. THE TN QUALITY STANDAR CHECKLIST Suggested content and criteria for checklist Purpose of Company, Team, and Role JD explanation and clarification Timeline of Activities Goals of the Company and Team Area of Responsibilities Key Activities Agenda of activities during the internship Working Condition and HR Policies Working Hours Vacation Policy Compensation process Meeting Supervisor and Team At this meeting on the first day of realization, go through the TN form with the company and the EP to show how each point of the JD will be lived by the EP
- 41. What? The EP understands how, when, and who will pay them their salary, and this is always followed Who? TN Manager clarifies this while raising, EP buddy ensures it happens during realization How? Determine in AIESEC or the company will pay salary and when exactly it will be paid Clear salary process that is always followed
- 42. THE TN QUALITY STANDAR CHECKLIST Suggested content and criteria for checklist Purpose of Company, Team, and Role JD explanation and clarification Timeline of Activities Goals of the Company and Team Area of Responsibilities Key Activities Agenda of activities during the internship Working Condition and HR Policies Working Hours Vacation Policy Compensation process Meeting Supervisor and Team At this meeting on the first day of realization, go through the TN form with the company and the EP to show how each point of the JD will be lived by the EP
- 43. 3. Clear Salary Process that is Always Followed How much Clarifying the salary process When Who will pay (AIESEC or the company)? LCs should have a minimum salary that allows the EPs to afford basic necessities and decent accomodation Salary CANNOT be paid late If AIESEC is paying the salary, the LC must keep enough financial reserves t pay their EPs’ agreed salaries for at least the next month.
- 44. What to focus
- 45. THE TN QUALITY STANDAR CHECKLIST Suggested content and criteria for checklist Purpose of Company, Team, and Role JD explanation and clarification Timeline of Activities Goals of the Company and Team Area of Responsibilities Key Activities Agenda of activities during the internship Working Condition and HR Policies Working Hours Vacation Policy Compensation process Meeting Supervisor and Team At this meeting on the first day of realization, go through the TN form with the company and the EP to show how each point of the JD will be lived by the EP
- 46. NOTICE minimum of 6 weeks maximum of 78 weeks a minimum of 35 hours per week for gip we don’t have any et tn more than 30 hours/ week match gip and gcdp A representative accompanies EP to the work place on the first day of the internship. 1 meeting
- 47. SIMULATION TIME MOCK MEETING using: New GIP package JQ question guideline TN quality standard
Editor's Notes
- #4: SDP Overview: WHY+ Big picture Level Edu plan (sales+match => K+S+A => Basic+focus+Library sessions) SAP 2. Activeness: Classify level: name + level Based on level => goal setting + keep track per month Clarify goal + criteria for the whole phase Clarify ratio: good + bad case practice Sales star selection
- #25: why? CLO from AI -> 1st issue of CRM is misunderstanding -> why? JQ! -> JQ is one of bottem necks of @ VN current situation: JQ quá dài + sales k biết question (assume) sorthen JQ + guieline What? New JQ -> short, sharp, enough specific How? Use JQ Guideline as a questioning guideline to affirm JQ, from both sides
- #26: Partner + salesman lười điền JQ
- #27: OCPs must have the copies of JQ Guideline first Briefly introduce the questions, their targets and ask for feeback Will be improved by salesman through sales process Key focus of new JQ afte each meeting
- #28: CLO will collect the input from salesman to update the content of JQ guideline daily Salesman/OCP will use JQ guideline to clarify the need/requirement of partner Expect to have at least draft note from each meeting
- #48: Time for mock meeting: 30min Allocation: cross LC