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Name: Katherine Guillén Méndez Birthday: 02-04-1993 Nationality: Costarricense
Major: Administración de Empresas Joined AIESEC in Octubre, 2012 Actually I am a Team Leader in TM.
Where do you can find me?
Email: [email protected] Cel: 8875 3752
Skype: katheine.guillen6 Gtalk: [email protected]
OCVP COMM
I learned a lot of AIESEC and of Marketing as well,.
Start to manage better my time.
Developed skills to work in a team.
Increase my
responsability, because I have to give results and meet my goals.
I lost the public speaking fear and gain confidence when having formal conversations with high people. I highly increased my sells skills and knowledge. I learned to be more organized.
Extremely increases my capacity of TEAMWORKING, the
ability of working under pressure and my skills of
reacting to unforeseen events
Since I had to sell the conference in order to get sponsors, I developed my sells knowledge and negotiation techniques
I discovered the power that motivation has in a team but
also the power of auto-motivation
Lear how work the areas in a OC
Expand my network
Best Asset
- Personality
Through my personality, I have learned the power of smiling, having a positive attitude and giving your 101% to reach the project’s or team’s success. I like to encourage people to grow, felicitate them for their outstanding job but also help them when things are not going well. I consider myself a very proactive person, for I can develop projects and enjoy my social life at the same time.
-Stress Worst
Asset
When I was a child, I
usually cried if I arrived late to a place and also think that I would lost the school
year if I forgot even a pencil… hahaha
Through out the years, I have learned to handle stress. Now, I try to
transform it in positive energy, for I have understood that some troubles
have solutions and other JUST DON’T , and life will always go on…
Changes 2015
Working with all the LCs. Seeking our LC growth , but at the same time, Costa Rica’s
AIESEC welfare
Good training in the area and about our core business
EXCHANGES
Feedback
Motivation
Recruitment (more selecting process)
I´ve a big knowledge about AIESEC and my LC… So I want to work in the achievable goals, very realistic measurements that will make AIESEC TEC
grow.
With very good COMMUNICA
TION among the EB but also the LC members any goal can be achieved. but MOTIVATION must be present in all the way.
FEEDBACK
will be one of the most important activities to reach a healthy development.
With the new AIESEC programs the recruitment process, among other processes, would suffer huge changes, how would you handle these changes to assure a smooth and
effective transition?
Which are the main actions that should be happening and when should they happen?
MOTIVATION AND TRAINNIG ARE THE KEY OF A GOOD TRANSITION
A more educated membership regarding the
AIESEC programs: -‐TMP -‐TLP -‐GCDP -‐GIP
Each one can choose the best op<on for them, so they can control their career development.
Search for people who fit according the requirements and JD’s per area.
Result: No just “PARTY MEMBERS”, only good
AIESECers
The area of Talent Management has many
processes that should be done…
Which ones are the more relevant for our local committee membership
development?
Why is so important to develop
members?
Newbies Package DicNonary AIESECo Manuals per Areas
History of @
Training
Recruitment Specific
Inductions
MOTIVATION
Members willing to changes. Open mind to give excellences ideas
Feedback
Awards One symbolic per
mouth and one biggest at the end
of the year
Per Área
All LC Talks (exchange)
Meet the EB and important aspects about AIESEC.
TB Extra Activities Spirit (Social Help)
The purpose of AIESEC is to develop their members…We as a committee should ensure that people taking any of the AIESEC programs (TMP, TLP, GIP, or GCDP) will have lifetime experience. Is important to develop our members because we are agents of change, and we need to give the best of ourselves to change the world. According with the new vision we need to engage every young person, with more members in the LC we approach it and give the
chance to be more prepare.
How should be the synergy between TM and the Dream Team? Which are the main processes that should be done in synergy between these areas? Why is
it so important to do so?
Help with the process of EP’s selecNon by helping to idenNfy the best profiles and well-‐training
the EP’s regarding AIESEC.
I believe that TM must have synergy among all the areas, not only with the Dream Team ones. TM has to detect troubles and find soluNons at the same Nme.
In the recruitment process for TMP or TLP, sell the OCX programs as well. So all the members of TM
needs a training about OGX important aspects and how to recognize the right people.
Good communicaNon and synchronizaNon of the areas of success will work, TM should
be responsible for finding excellent members and train along side the area that is
required in order to make sure this person get the job done is needed.
Dream Team have to work together always to find people interested in take a exchange
opportunity, make recruitments and campaigns.