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Application of Narendran Vijayaragavan for LCP 2012-13 | The Experience Matters!
THE EXPERIENCE MATTERS!
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
Personal Questions
First Name Narendran
Surname Vijayaragavan
Date & Place of Birth 30/3/1992 - Chennai
Permanent Address F8, Shakthi Gomathi, 10 Anna
street, Thiruvanmiyur, Ch-41
Mobile Number +919566071104
Primary & Secondary Email [email protected],
Current Position in AIESEC Chennai Vice President Stakeholder
Management
College & Course Loyola, Sociology – 3rd year.
1. Enlist your academic/professional experiences outside AIESEC relevant for the position. 2. Please give a list of your unaccomplished objectives in the organization.
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.
1. Director (Projects) – Interact Club at the School Level.
2. Secretary – French Association, Loyola College.
3. Co-Founder - Orijinal Productions.
1. Go for an internship.
2. Attend an international conference.
3. Take part in MC/AI workdays.
1. Perfectionism
2. Expectation that everyone should work as hard as I do.
3. Over-enthusiasm – abandon.
4. Impatience – abandon.
5. Multi-tasking – carry forward
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
4. When was the last time you thought of leaving AIESEC?
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?
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. 7. Enlist your three major regrets in life. (Not in AIESEC)
January 2011, because I was not offered my dream portfolio, but a portfolio
which I specifically mentioned i did not want to do. But decided to stay back
and make the most of what I was offered – turned out to be the best
decision of my life.
What inspires me – passion, commitment and hard work,
What impresses me – achievements and peer respect,
What influences me – my peers, parents and life experiences
A leader can only inspire if he is an example, by displaying more passion,
commitment and working harder than anyone else. In order to ensure that I
inspire rather than impress or influence, I will be a leader who facilitates
and gives other people their own space to decide their what? why? and
how?
Ethics are an extension of principles and values, objectives are mainly
empirical and quantifiable milestones towards the achievement of a goal or
target. When achievement of objectives is only possible by setting apart
ethics and values, the ideal state breaks down.
One of my major principles in life is that I believe in living life without any
regrets, I have not done anything that I regret as of now as all the mistakes I
have made before have taught me something or the other. Regret is a tool
for a person who looks back on his life with a very narrow lens, I believe in
looking forward to life in which everything is possible.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
The AIESEC Experience
1. In a chronological order, list your experiences on various stage of AIESEC Experience better defined in the form of roles and responsibilities taken in the organization.
Dates Position Brief description of role &
key activities performed
Aug ‘09 –
Dec ‘09
Exchange controller
OGX
Was involved in the activities of the
outgoing sector of AIESEC Chennai
Sep ‘09 –
Nov ‘09
OC VP Logistics –
Balakalakaar 2009
Was in charge of the logistics of an
event for 1000 kids.
Jan ‘10 –
Mar ‘10
OC VP Logistics and
UR – Empower
2010
Was given the responsibility of
arranging logistics and managing
university relations of the event.
Jan ’10 –
Apr ‘10 OCP OGX
One of the team leaders for the OGX
portfolio of AIESEC Chennai.
May ’10 –
Jul ‘10
Exchange controller
DT/ET
Involved in raising, matching and
realizing interns for the development
sector.
Aug ’10 –
Dec ‘10
Talent Manager –
TM Cell
Was part of the first TM Cell of AIESEC
Chennai, creation of the member
handbook.
Sep ’10 –
Nov ‘10
OCP NGO Relations
– Balakalakaar 2010
Responsible for getting 2500 children
to the event, managing a team of 3 oc
vp’s.
Sep ’11 -
Present
Member, National
Quality Board.
Member of the NQB and also part of
the team for designing the structure
and functions of the board.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
2. List of the conferences you have attended. Year Conference Location Role
2009 NLDS 2009 Silvassa Delegate
2009 Dec LCONG 2009 Chennai Delegate
2010 JNC 2010 Silvassa Delegate
2010 July LCONG 2010 Chennai Delegate
2010 Dec LCONG 2010 Chennai Delegate
2011 NLS 2011 Delhi-Jaipur Delegate
2011 JNC 2011 Delhi-Jaipur Delegate
2011 July LCONG 2011 Chennai EBC
2011 NLDS 2011 Silvassa Facilitator
3. Your 5 key specializations in AIESEC. Mention tangible achievements for
each of them.
Key Specialisations Tangible achievements
Talent Management Processes Creation of Member handbook in Aug
2010
Event Management (Logistics) Managing Logistics for two back-to-
back events (BKK ‘09 & Empower ’10)
Exchange Process Delivery Managing the delivery of all ICX
internships in Chennai in 2011.
Designing of feedback systems &
Quality Monitoring Processes
Creation of SED’s and EED’s. Quality
reports in 2011.
Crisis Management/Troubleshooting Managing all the quality issues and
complaints during the year 2011.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
4. Divide your AIESEC Experience in two parts Successes and failures. Mention 3 each. Successes Failures
Balakalakaar 2009 Empower 2010
Balakalakaar 2010 The Thundercats (OGX Dept 2) 2010
Vice-President Stakeholder
Management 2011 Unable to win an award.
5. If we have to add/remove/replace/evolve stages in the AIESEC Experience, probably if any, what will that be? 6. What are your opinions on the revised AIESEC Experience? Mention
changes if any
I believe that the current AIESEC Experience cycle of Engagement,
Experiential AIESEC Experience and Lifelong Connection is completely
adequate and defines all the processes and experiences this organization
provides.
Compared to the previous experience cycle, the current cycle is far more
marketable and understandable to externals, also it has actually covered
what AIESEC actually offers to members ie., a leadership experience based
on learning from experiences. I am not able to see any changes in the
revised system, but the challenge lies in offering what it promises to
everyone who engages with AIESEC.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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 Failures
Development Sector Summer Cycle for OGX Quality Processes Winter Cycle for ICX Creation of a base for Corporate Sector
Failure of Empower to deliver OGX raises.
Youth to Business and Balakalakaar February recruitment, resulting in pocket recruitment.
University Relations (Sastra & SRM) Client Issues. ER Growth Improper planning & target adherence
leading to trainee flat losses.
2. What are the top 3 Focus areas of AIESEC Chennai in 2012.
•Evolving systems and processes to give members more than what they learn from exchange alone.
•Exposing members to all the opportunities available in AIESEC and enabling them to take part in the Global Learning Environment
Value Added AIESEC
Experiences
•Evolve democratic systems, engage the middle level management more in decision making and planning.
•Increasing knowledge of LC activites and processes across all levels of membership and ensurign transparency in process to all.
Governance and Transparency
•OS systems in place to monitor every stage of exchange process.
•VP Operations & Delivery
•Increase Quantity while sustaining and improving quality
High Quality, High Volume
Exchange
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
3. Compare the role of AIESEC Chennai as an LC in National Association, AP GN and Global Plenary from years 2007, 2008, 2009, 2010, 2011 to what will be in 2012.
2007 - Shezaan Hamid
•73 exchanges
•Most Progessive
•1 MC member from the EB
•24th Globally
•Not much involvement in the AP region
2008 - Harish Rajan
•53 Exchanges
•JNC 2008 led to MC debt
•Fall in National Reputation
•Good attendance at AP region's Heros conference
•34th in Globally
2009 - Abhijit Sunder
•60 Exchanges
•Stability to the LC, post the JNC debt.
•TOP GUN LC for Q1 in AP Region
•No mentionable contribution to the global plen
•1 MC Member from the year's EB.
2010 - Advyit Varma
•220 Exchanges
•Most Progessive LC
•Best ER
•Most Progressive Finance
•Best OGX
•Best OGX Globally
•Natcong 2010 Hosting LC & 1 MC member.
2011 – Diwakar Raju – Has been a year of sustainability of operations, stabilization and expansion of client and EP pools, Recognition for event management, evolution of quality and stakeholder relation processes. We had delegates after a long time at AP – Unleash and AIESEC Chennai members are working in global teams. Currently we are 37th in the GIP ICX, 25th in GCDP ICX and not in the top 100 in OGX.
AIESEC Chennai 2012: A LC that is recognized for the brilliant work it has done in
delivering the best possible experiences for all its stakeholders. A LC which is sustainable
in finances, in exchange processes and leadership. A LC whose models are Best Case
Practices for other LC’s around the country. A Local Committee that has “Delivered what
it promised and promised only what it could deliver “The reason I have not mentioned
any awards above is because I know that if we achieve the abovementioned status,
awards are nothing but a formality, for we will have achieved what every local
committee everywhere in the world strives to achieve.
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?
Stakeholder Start Stop Continue
Members Enhanced experiences
Membership skills analysis
Performance and competency report
Subsidized CEED’s and ILCEP’s
Customized @ Experiences.
Team Building Activities
Re-Start Office Culture
Unplanned recruitments.
Placing members in arbitrarily decided departments.
Leadership roles without members under them to lead.
Exit interviews
Performance Tracking
Manager Job roles – for TL who do not have teams directly under them
Exchange Participants Structured Re-integration.
Matching with countries that have visa issues
Structured Raising and EP selection
Current Operating Procedure & QTF structure for both OGX and ICX
Alumni More active involvement with LC activities.
Local internships for members
More exchange.
Viewing alumni as last-ditch sources of ER income.
Alumni Events
Database rebuilding, monitoring and updating
Alumni FB group
Client More personalized approach.
Client Relations Mgmt systems
Evolved and automated Feedback mechanism for clients –compulsory
Involvement in LC activities.
Local internships for members
Raising clients who do not understand or relate to the organization.
High Volume Clients like Amazon
Multi Dimensional Partners who provide support apart from just exchange. Eg:Sri City
Parents Calendar for LCM’s, pre-intimation for city parents regarding meeting
Using AIESEC as an excuse for other things.
Database.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
Minutes/report of lcm sent to parents
Bi-annual competency & skill report.
Informing parents about conferences, agenda sent to them as well.
Transparency of functioning.
Universities Building better relationships with colleges
Small college based events
Partnering with college clubs for events and for promotions
Showing aiesec as a leadership curriculum to universities
Education Support Board.
5. Briefly analyze the current state of financial systems in the LC. How do you see the financial systems evolving in the coming year, what would be the changes you would want to bring about in the approach towards the current thought behind the Financial Management.
The current state of financial systems good but there are a few red flags which need to be corrected they are:
A complete lack of transparency and functioning
Budgeting issues
Bank account signatory issues and net-banking
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
6. Please mention the processes, ideas or initiatives you will bring in to improve the financial management in terms of: 7. What should be done to improve the following?
-Financial accountability
Finance Task Force consisting of LCP, VPF and 3 other EB members.
FTF Meeting for all important financial decisions
FTF Meeting minutes published online to the LC
Finance Structure so that Finance managers of portfolios and events are the first responsibles, till the money/cheque is handed over to the VPF or any other person designated by the FTF
- Realistic Budgeting
Year budget for ideal/moderate/worst case scenarios
Bi-Annual budgeting
Pool analysis to be done before exchange income budgeting - Transparency and Financial learning.
Post-event budgets and ER client list released to the LC
Quarterly budget statements and monthly bank statements released to the LC
Finance mangers to take department learning sessions at dept meets
Investment in members
Continuing the current RnR campaign, learning events as prizes
Investment in CEED’s and Internship subsides
-Cash Tracking
Finance mangers track exchange and non exchange incomes in specific departments
Reducing the amount of liquid cash in member hands
Bills, vouchers and invoices made mandatory before releasing cash from LC.
-Profit maximization
Focus on in-kind raising.
Focus on sustainability rather than profitability -Automated financial governance
Usage of AIESEC finance.net
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
8. What are the areas where AIESEC Chennai will pioneer?
-Information system (myaiesec.net) knowledge of members
Utilization of AI tools and resources to understand the new system
Regular training and refresher instructions at the department & team level
- Virtual platform optimization
Usage twinned with the new Value Added AIESEC Experience System, thereby having regular training and skill-building workshops conducted by EB,MB & GB members for the LC
Utilization for both internal and external marketing campaigns to increase brand visibility
- Campaign management
Campaign mangers to be appointed to manage RnR and Marketing Campaigns.
RnR regular updates are a necessity. - Communication protocols and mechanism
Externally communication protocols need to be strictly adhered to in order to maintain and develop brand image
Internally adopt a less structured and more interactive communication mechanism and structure so as to ensure high levels of communication and knowledge transfer.
1. Value Added Member Experiences.
2. Customized and Localized, Internal and External Branding and Marketing
Campaign.
3. Alternate revenue stream apart from exchange service and events
(Education and Training based Project).
4. Stakeholder Relations and Engagement.
5. GIP OGX – Due to the high number of technical graduates in the city.
There is a gap of more than 3 months in general between course
completion and job beginning, this is an ideal market and time to tap
into the GIP market as this is also a global push area.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
9. SWOT AIESEC Chennai at the end of 2011. Discuss your strategies for threats and weaknesses. Strengths:
OGX (SRM Partnership & SASTRA-NIT)
OGX IR
Expansion of client bases across sectors
Successful DT Projects
Info.Mangement
Mutual Partnerships
Good Event Branding
Delivery Structure
Sustainability in BD
Satisfied LBOA
Weakness:
Poor publicity for projects
Communication issues
Failure of summer cycle
Lack of realization in Q4
Losses due to low target adherence (Trainee Flat Losses)
Poor branding from last year
Lack of Big-House Media coverage
Delay in implementing delivery structure
Financial Opacity
Low respect for timelines
Opportunities
Good pipeline at the end of Q4
New projects
Satisfied clientele
Defined delivery structure
Good finances
Good membership
Sufficient pool for feb recruitments
Threats
Bad branding
Quality issues
Failure of summer cycle
Membership issues
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.
Strategies for counter-acting the weaknesses and threats will be given in the portfolio
specific questions and the LC Plan Annexure.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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.
12. Give your plan to ensure HIGH amount of personal effectiveness and efficiency in at each level of Organizational Structure in 2011 in the order of LCP, Executive Board Members and Management Board Members, Project Managers, GB members and new recruits.
Interms of external relations it is hard to provide improvements for what has
been for two years running the best in the country. Only change next year is
the cancellation of Empower as an event, and holding small scale events in
individual colleges as a part of the L.E.A.D initiative, with the help of interns
and clients and a global village.
Potential Clients for LEAD & GV – Organizations with a strong student
orientation for LEAD (but it will not be that necessary because since it is
conducted in small scale at college auditoriums, funding need is minimal. For
GV, travel agents, companies which are trying to project an international
image etc.
MB Training days need to be restarted
Transfer of knowledge and skills to MB members by respective VP’s
individually
MBM’s to have target v/s achieved updates for every single MB
member.
MB transitions, in Q1 and throughout the year when there are changes.
- LCP:
Personal effectiveness as an LCP is not a choice; AIESEC is not longer a
voluntary organization.
Accountability to the EB
Creation of an Alumni Supervisory group on the lines of the AI
supervisory group.
-EB
Weekly Targets, Immediate repercussions incl. Cancellation of
subsidies, Denial of speaking rights, Denial of voting rights.
Accountable to the LCP, EB, MB and LC
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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? 14. How will you deal with lack of adherence to targets across the EB, MB and GB?
Current Motivations: AIESEC Culture, Personal Growth, Friendship and
bonding with other members, Team identification, conferences and fun aspect
of AIESEC.
Motivation Plans:
Bi-Annual RnR Campaign on the lines of Octo-Nova Fest.
The League – Campaign for departmental awards with departmental
activities like Sports LCM’s, CounterStrike Tournaments etc apart from
weighting departments purely on performance.
LC days
Member of the month
EB – weekly targets, proper planning and repercussions for non-
achievement
MB – Achievable targets, meetings to discuss performance of individual
and team, RnR systems
GB – Appraisals, RnR systems, member of the month, regular meets with
TL’s if there are issue, if not solved go though hierarchy of VP, VP TM.
-MB
Accountability to the LC and rest of the MB.
Fortnightly-Monthly MBM’s where targets/achieved for every team will
be informed to the rest of the MB.
-Project Managers and GB Members
Target & Performance Tracking
Dept and OC level training
RnR systems
-New recruits
Properly documented Personal Goal Setting and Alignment.
Knowledge management, mentoring and coaching along with skill
building.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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? 16. What are your plans and strategies to ensure improvement of number of the number of matches and overall performance in the corporate sector? 17. How do you plan on taking forward the growth in the development sector and ensuring better performance in 2012?
LC-LC Partnerships
Capitalizing on MC partnerships
Reverse Matching
CEEDers from AIESEC Chennai working alongside LC’s abroad to raise
LC specific forms.
LC-LC Partnerships
Capitalization of social media for advertisement of LC forms and
experiences
Raising proper defined job roles
Time based matching system.
Database of CV’s continuously collected and maintained depending
on major areas of client bases, so as to have a ready supply of CV’s
to present to clients.
Matching teams to be in-place from the beginning of the year
Capitalizing on current large volume clients like Amazon
Capitalizing on SEZ’s. (Mahindra City etc.)
Focussing on client retention
Year-Long partnerships with DT Clients
Subsidized internships
Increasing exchange via Projects Based on Exchange
Raising forms which have pools available.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
18. State your plans regarding the Outgoing Exchange portfolio and how you plan on having a structured raising and matching system? 19. What are your plans regarding 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?
Continuing with SRM and Sastra Plans
Exploring market expansions again to VIT, Coimbatore and
Pondicherry.
Continuation of contracts, selection interviews, ep interview
preparation, culture shock preparation etc.
As long as we ensure that other factors don’t interfere like this year,
we should be on course to reclaim the pole position in ogx.
Enhanced university relations and an educational support group
No position of Vice President Stakeholder Management next year.
Instead a Vice-President Operations and Quality along with a Vice-
President BD and ER specifically for AR and supporting BD initiatives.
Quality Task Force and delivery structure to be kept the same
A TL for Parent Relations under VP TM
Client relations and EP/Trainee relations to be under VP Ops&Q
along with the QTF.
Evolving the OS so that there is no VP SM, as the jobrole has
achieved its purpose. Instead having separated and specialized
positions such as AR,PR and the QTF along with VP Operations will
be a lot more effective.
Ensuring that SED’s are given in, punishments to include non-
consideration of dept for awards.
Strong QTF and functional DTF in every portfolio
DT projects/raises due to BD initiatives with companies (focus on CSR)
Development Support Group.
Small scale events alongside Balakalakaar.
GCDP ICX in SASTRA Expansion
Continuation of current delivery model
Q1 Realization Project (Jointly with the Global Village Event)
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
21. How do you plan on improving our brand and external visibility in the year 2012? 22. What are your plans to ensure effective management of membership, talent tracking, appraisals, retention and overall engagement of members? 23. How do you think members will benefit from being in AIESEC in Chennai apart from the regular experience they get?
PR Partner (it has not worked out so far, but if we can get some
mileage out of it, we stand to gain a lot more coverage)
Public figures and Stars necessary to attract media attention to
events.
Memorabilia distributed to returning EP’s, sort of a welcome home
package (T-Shirt, keychains, posters etc).
Functioning website, promotions for partners on it and cross
promotion.
Leadership Blogs and Social Media Capitalization
LEAD Sessions in Schools and Colleges
Look at a Regional or local MUN
Work towards being first choice partner for youth leadership &
youth voice
Highly structured LC in terms of hierarchical structure, but allowing
for two way flow of knowledge, information and ideas.
More responsibilities to the TL’s.
Skill & Choice Based Recruitments and Allocations.
Mentoring – needs to be tracked more effectively.
Quarterly Appraisals.
Job rotation.
Through the Value Added AIESEC Experiences, which is one of my focus
areas members will gain the opportunity to learn skills which the regular
AIESEC Experience work doesn’t offer, they will be learning from, and
teaching, helping and enriching each other’s experiences. Along with this I
also plan on enabling members to attend external forums as a part of their
RnR.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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.
Clients – Tapping into a pool of skilled international manpower. Engaging
with a group of highly skilled individuals (potential for recruitment into the
organization.
Trainees – Engaging and learning about the culture of India and Chennai,
Working in recognized organizations and learning skills for their future.
Living and working in an multi-cultural environment
Members – Working and learning in a unique global organization,
interacting with corporates, NGO’s and internationals. Local and
international networking.
Exchange Participants – Work abroad in a multi-cultural environment,
learn soft skills and life skills, return and work as a member in AIESEC.
Parents – Engage and see their children grow in AIESEC which will be
enabled through the parent relations plan giving them empirical data
which measures their child’s growth.
Alumni – Network and Reconnect with other alumni, return and again
experience the magic and the feeling of AIESEC.
Universities – Having students go through an international and experiential
leadership training programme, ability of conduct international event is
their colleges
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
25. What are your plans of investment in infrastructure and office space? 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.
An office space is a priority, raising in kind will be attempted but
failing which investment will happen in this area as a healthy office
culture can work wonders for LC functioning.
Infrastructure investment will have to happen if we are looking at
exponential growth in numbers, but requirements and targets will
be highly scrutinized to ensure that only required investment and
no losses are incurred.
SASTRA-NIT, Yes it will be legislated as an official expansion at JNC
2012 if the summer OGX cycle goes as planned and a few ICX
realizations are done.
SRM – Not this year, as I believe AIESEC Chennai’s success is still
very closely linked with SRM. I also feel that the members of SRM
are very closely related to AIESEC Chennai and indeed SRM’ites are
some of the best members of the LC. A decision will be taken
around NSC 2012 regarding separations after discussion with LC.
VIT – Try to re-establish connections.
Market Expansions – Coimbatore, Pondicherry, Madurai &
Tuticorin.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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. 29. How will AIESEC Chennai fall in line with national direction and the NSC 2015 goals.
Instead of members going on just internships, members will be
encouraged to go for CEED + Internships + Leadership (C+X+L)
International conference subsidies for Performing EB and MB
members.
We have a lot of non-Chennai natives as members here, for their
summer vacations ILCEPs are a good option.
X+L’s will be encouraged, the only way to promote X+L’s is to
sensitise members on the advantage of the programme, it is
pointless just raising and matching if you cannot believe in your
own organization’s product.
Bi-Annual campaign for RnR will result in easier evaluation of
performance.
Octo-Nova fest rewards will be carried forward.
Retaining of the current awards model.
Alumni award – the reuben javvaji award.
Subsidies, as mentioned before.
Certificates and endorsements.
GIP OGX will be focussed on – in line with global and national
direction.
Increase in both time and volume of impact of events and projects,
ie., post project follow up, more value in events – so that we create
positive impact on society.
Increasing Leadership roles and exchange numbers so that we are
set on the path of achieving the 2015 goals.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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 co-existence? How will you LEAD and MANAGE CULTURE? 2. What legacy will you leave behind as an LCP for the generations to come considering the year 2011?
The culture of AIESEC Chennai in 2011 has been one focussed on
performance and self development. It has been a very practical rather than
an emotional culture, barring a few exceptions. We are a very
performance driven and we are an LC which is focussed on what we as
individuals can gain from the organization.
In the year 2007 AIESEC Chennai were perceived to be “chillers” in the
national plenary, we have grown more focussed, result oriented, and
experience oriented as a local committee.
A culture of excellence will be ensured by a constant focus on
performance, the value added aiesec experience innovation will ensure co-
existence and a holistic experience for all members.
The only way a leader can be called successful is if his successors are able
to scale greater heights than him.
That being said, I want to leave behind a local committee of highly skilled,
motivated leaders. Who are the best at what they do in every aspect of
the organization and are in a position to readily challenge the best local
committees in the national and the global plenary.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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? 4. Give your plans ideas and innovations to ensure that AIESEC Chennai has a high performing Q1. 5. Give department wise exchange targets for Q1.
Portfolio Raise Match Realization
Development 65 40 50
Corporate 30 20 30
OGX 130 100 0
Total 215 160 80
The only conference I want to bid for is NLS 2013, depending on the LC’s
finances at that point. It will not affect the performance because it will not
affect the matching cycle of the year, and by the time we start
preparations, our year will be at a strong position so performance even if
it drops damage will be minimal will be minimal. Profit maximization can
be done by a long planning process before the actual work begins,
ensuring that we choose the most profitable options without
compromising on quality of the conference.
Highly structured and planned transitions for the EB.
MB transitions.
Building pipeline by the incoming EB in December 2010.
OGX LEAD Sessions and Global Village in Q1 for OGX.
Q1 realization Project – Planning and forms up in Dec 2010.
Focus on matching Amazon forms, along with pre-existing TN forms
Timeline based raising and matching for all forms.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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? 7. What is your Theme?
Major reasons why performance drops in Q3
a) August Recruitment begins
b) People just return from summer vacations
c) Post-JNC feeling of lethargy
d) Higher stress and fatigue levels due to busy summer cycle.
e) Time lost in managing peak realization
f) Low number of forms on system for GCDP ICX and OGX
Solutions
a) An LC day or a July LCong to increase motivation levels
b) Effectively engaging members who return home for holidays
c) Separate Delivery team
d) Ensure availability of forms through partnerships and returning
CEEDers.
e) More focus on winter cycle research and raising.
My theme is
The Experience Matters!
Why?
Because whatever we say AIESEC offers, the core of all the work, products
and branding we do is the AIESEC Experience. Members alone don’t go
through the AIESEC Experience, anyone and everyone who we interact, work
with or impact goes through an experience with AIESEC. To them that is the
AIESEC Experience, that is their AIESEC Experience! It is my theme because
that is what my entire term will focus on, ensuring that we come up with
plan, processes and implement them so that anyone be it a trainee, client,
member, parent, alumni, EP or even a person attending an event of ours, we
ensure that they have the best possible experience with AIESEC Chennai no
matter how short or long the interaction is!
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
8. What according to you will be the role of the LCP of AIESEC Chennai in Focus Commission 2012-13? 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?
The focus commission which comprises of all the LCP’s of AIESEC India is the
highest legislative body in the national network. The role of the LCP of
Chennai will be to,
Project and ensure that the good work of AIESEC Chennai is
recognized nationally.
To serve as a representative of AIESEC Chennai in the commission, so
as to safeguard the interests of local committee.
To observe and learn the best case practices of other successful local
committees and if possible implement and increase performance and
deliver better experiences in Chennai.
Alumni relations have been largely repaired and bettered in 2011, in 2012
alumni relations should be focussed on effectively engaging the alumni in
terms of them providing support to the LC in the form of knowledge or
exchanges, funding support should be avoided.
The current database rebuilding programme which is being run both
nationally and locally will ensure that we have a pool of alumni with the
right details and information about them.
Also apart from structural changes, the view point of AR has to change and
we need to place ourselves in the shoes of the alumni, and deliver the
experience they expect.
Out of the two VP BD’s who are going to be there in the LC, one person will
be tasked with the jobrole of alumni relation and an AR Manager will be
appointed under that VP along with one member working closely with
them.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
10. What are your innovations across all portfolios for the year 2012?
OGX:
1) Removal of empower and instead having a series of smaller events,
sessions in colleges culminating in a global village.
2) Specific team under all the VP’s for GIP OGX.
GCDP ICX:
1) Q1 Development Project.
2) An education based project which is self funded and will provide
funding for most of the other projects as well, thus eliminating the
need to charge clients more.
Communications:
1) Branding campaigns on the lines of “mystory” or “I am an AIESECer”
to increase visibility to programmes based on the current raising or
matching drive. These campaigns will be for both internal and
external branding.
Talent Management:
1) Bi-Annual 6 month Rewards and Recognition Campaign
2) AIESECer of the Month
3) The League – Inter-Departmental tournament, involving fun activities
and parameters apart from performance.
4) Certificates for OC Members, Endorsements for members gaining
alumni rights from the EB/LCP.
Structural:
1) Creation of VP Operations and Delivery.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
11. What is your proposed Organizational Structure of year 2012? Mention EB, MB, GB structure.
Explanation of EB Structure
OGX - One Director specific for all markets apart from SRM, One Director for
International Relations, and one director specific for SRM university
DT – The current structure will be followed
TN – Addition of one more EB member in this portfolio, in order to support
exponential growth in the sector
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
12. Design LC calendar for 2012. 13. Attach your LC plan. (Use appendix)
AIESEC is a collective organization, where the team plays a very important
role. This is something that is fact. It will be arrogant and high handed of me
to decide the structure and number of members of the teams and
departments of my Executive Body. During the first planning days of the
year, a comprehensive structure will be devised by the EB of 2012 as a team,
keeping in mind each EB members’ concerns and preferences. As it is the EB
members who are going to be directly working with the MB and the GB.
Refer attached file
Refer attached file
VP Operations and Delivery – Takes over the Quality management and
Delivery aspect of the current VP SM jobrole.
VP BD – One VP BD with specific focus on events, One VP BD with specific
focus on sales of business development products, and multi-dimensional
partnerships and alumni relations.
VP IM – In charge of all Information management systems and knowledge
management processes.
VP TM – All Parent relations processes to come under VP TM along with
normal TM processes
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
14. NLS 2013 and AIESEC Chennai.
At NLS 2013, I Envision AIESEC Chennai as,
The host local chapter of an amazingly organized national
conference.
A LC that is recognized for the brilliant work it has done in delivering
the best possible experiences for all its stakeholders.
A Full Member of the AIESEC India Plenary.
A LC which is sustainable in finances, in exchange processes and
leadership.
A LC whose models are Best Case Practices for other LC’s around the
country.
A Local Committee that has “Delivered what it promised and
promised only what it could deliver”
The reason I have not mentioned any awards above is because I know that
if we achieve the abovementioned status, awards are nothing but a
formality, for we will have achieved what every local committee
everywhere in the world strives to achieve.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
General Questions
1. Why did you decide to run for LCP, AIESEC Chennai for any other responsibility in or outside AIESEC?
2. What is your style of leadership? How can you conclude that what AIESEC Chennai needs is an LCP like you?
I owe who I am right now to this Local Committee. It is a dream that I have
cherished for 2 ½ years and it is an opportunity lead a group of remarkable
individuals who will provide others with the same amazing experience if
not better than what I have experienced in this organization. I have seen
two wonderful individuals grow exponentially in this role before and I am
eager to see what positive changes this role will bring into me. I have
heard people say that the role of an LCP is the most difficult role in AIESEC,
I politely disagree. I think that this role is not difficult but it is definitely the
most challenging, rewarding and insanely life-changing role that this
organization has to offer and THAT is why I decided to run for LCP, AIESEC
Chennai 2012-2013
I believe in the style of leadership that allows constructive two way
communication, one that allows the leader to just point at a direction and
leaves the follower to find his own path enabling him to traverse that
wonderful process of making mistakes and learning from them. A style
that allows brickbats as easily as bouquets but mostly it is the style of
leadership that empowers his followers and readies them to take on the
mantle of responsibility for the future.
I conclude that AIESEC in Chennai needs a leader like me because of the
kind of organization that AIESEC is, the only reason why people work so
hard in AIESEC is passion towards organization. Passion needs to be
nurtured and grown carefully and studiously so that the member is able to
constructively harness his passion for his own, and others benefit
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
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.
4. Your AIESEC Chennai DREAM!
5. What role can AIESEC Chennai play in addressing issues like Global Warming, Youth in politics, fighting financial slowdown and building global harmony?
If I was not selected as LCP, then my plan B is to apply for member
committee of AIESEC India, and other countries. I feel that I have a lot
more to give to AIESEC, a lot more to gain from AIESEC so I don’t want my
AIESEC journey to end so soon, because frankly – I am not ready to part
ways with AIESEC, not so soon.
MY AIESEC Chennai DREAM, is a local committee which is sustainable in
every process, a local committee where every stakeholder, every person
who interacts is satisfied with it, a local committee which adds value to its
member’s experiences and a local committee which is true to the values
and ideals of AIESEC.
Global Warming:
Projects & workshops
Being sustainable as individuals and as an organization, because
before we try to change the world – we need to change ourselves.
Youth in Politics:
We are an organization, that seeks to indirectly impact the society.
By consciously cultivation a healthy sense of social concern, we will
be able to create a new generation of leaders who are concerned
about society and hopefully a few will decide to choose to change
the world by taking up the mantle political leadership
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
Fighting financial slowdown:
By supporting enterprises and businesses with low cost, highly
qualified international manpower.
By inviting companies to recruit highly skilled students leaders from
AIESEC Chennai.
Building Global Harmony:
Global harmony can only arise by understanding each other’s culture, this
was the premise on which AIESEC itself was founded, I think the vision and
wisdom of the founders still holds true. There is no better way for this than
international exchange, a few ways we can maximize its impact are
Global Villages
Cultural Education Projects
Peace Projects
THE EXPERIENCE MATTERS!
This portfolio wise year plan though it has targets for
every quarter, it is only a provisional target list based
on my belief in the potential of AIESEC Chennai’s
market and the potential of its members. A year in a
local committee is a year of team work by the entire
local committee. I believe a LCP’s job is to plan
strategies and innovations for growth and then it is
for the people who will implement these strategies
and plans – The EB, to decide where those strategies
will lead them at the end of the year. These targets
are not binding to the EB and are subject to change
when the LCP and Executive Body of 2012-2013 plan
for the year at Planning Days. I believe and trust the
team I am going to choose, and I believe that they
have the right to decide their own destiny and path
together as a team.
THE EXPERIENCE MATTERS!
Key Strategies:
Year-Long partnerships with DT Clients
Subsidized internships
Increasing exchange via Projects Based on Exchange
Raising forms which have EP pools available.
DT projects/raises due to BD initiatives with companies (focus on CSR & Creation of specific DT products to sell to companies)
Development Support Group – a group of clients, and other stakeholders who will support us with references and exchange.
Small scale events alongside Balakalakaar, to increase impact.
GCDP ICX in SASTRA Expansion
Quick conversion from raise-match-realization.
Promotion and packaging of Internships to LC’s abroad.
Continuation of current delivery model
Q1 Realization Project (Jointly with the Global Village Event)
An education based project in schools during June-July, in association with a skill training institution which will generate about 25 exchanges and generate profits which will be re-invested in projects in order to make them self-sustainable.
Ensuring good job roles so as to increase satisfaction of delivery
Moving away from the current system of intern accommodation into a part-LC part-Outsourced model.
THE EXPERIENCE MATTERS!
Threats:
Bad branding
Failure in international relations, due to failure to provide internships.
Improperly Trained Manpower.
Dissatisfied clientele
Lack of funding to support GCDP internships
Quarter Raise Match Realization
I 30 20 30
II 20 30 30
III 20 20 40
IV 25 30 10
TOTAL 95 100 110
Key Strategies
LC-LC Partnerships
Capitalization of social media for advertisement of LC forms and
experiences
Raising proper defined job roles
Time based matching system.
Database of CV’s continuously collected and maintained depending on
major areas of client bases, so as to have a ready supply of CV’s to present
to clients.
Matching teams to be in-place from the beginning of the year
Capitalizing on current large volume clients like Amazon
Capitalizing on SEZ’s. (Mahindra City etc.)
1 member for every client, two members for high volume clients
Capitalizing on international companies in Chennai.
Threats:
THE EXPERIENCE MATTERS!
Failure to adhere to timelines of the client.
Poor servicing
Lack of quality in the global pool
Improper delivery and client servicing
Membership issues.
QUARTER RAISE MATCH REALIZATION
I 130 100 0
II 30 30 110
III 40 35 20
IV 60 55 70
TOTAL 260 220 200
Key Strategies:
Capitalization on partnership with SRM and SASTRA
Focus on building university relations in synergy with ER
Instead of Empower, a series of small events in colleges across the city in
the form of sessions and seminars, packaged in synergy with BD as a
international cultural education and leadership training module.
Culminating in a Global Village.
Restarting attempts to partner with VIT.
Exploring market expansions to Coimbatore and Pondicherry.
Rigorous following of Standardized Operating Procedures.
Implementation & Information Management of all EP evaluation
documents, contracts, NOC’s etc.
THE EXPERIENCE MATTERS!
LC-LC Partnerships with local committee who have partnered with us
before.
Tapping into colleges which we have not focused before.
Focus on Dual-Experiences
Strong focus on university relations in order to expand markets for both
membership and exchange selling the AIESEC Experience in synergy with
BD to various colleges across the city.
Threats:
Colleges reneging on their partnerships
Summer holidays cut down
Lack of availability of opportunities in countries
Recruitments:
February and August recruitments to continue.
No pocket recruitment, instead associate membership/membership
waitlist to be implemented. In case of unplanned manpower loss, these
members can be upgraded into members.
February recruitment form sales – ideally 800 in order to ensure a good
pool of people to recruit from and also create a base of
waitlisted/associate members
August recruitment form sales – ideally 1000, for the same reasons as
mentioned above, also note that a percentage of associate members will
be upgraded during this process.
A healthy local committee should have a membership retention rate of
75% in order to be sustainable.
THE EXPERIENCE MATTERS!
Processes:
Strategies & Innovations:
6 month, bi-annual campaign for RnR, will involve continuous rewards
like the current campaign.
The League – A inter-departmental non-performance related activities like
sports LCM’s , Counter-Strike Tournaments etc.
Online webinars by members to teach other members skills.
Certificates and endorsements for members
Performance and competency reports.
Member of the month award.
Finding opportunities of members to get local internships.
Finding external learning forums which members can attend
Well documented personal goal setting sessions
Highly planned recruitments.
MB transition.
TM cell to continue.
Creation of Short Term AIESEC Experiences (STAX’s)
Continuous and regular year-round training.
Talent planning Recruitment and selection
Training and induction
Allocation
Personal Goal Setting &
Mentoring
Continuous Motivation.
Tracking and pipeline
management
Performance management
Value Added Skill Building
Leadership Experiences
Rewards and recognition
Life long Connection
THE EXPERIENCE MATTERS!
Mentorship blog, and tracking system.
Mentors for the EB from the Alumni.
Members to be given ID cards.
Training for EB and OC regarding interview and group discussions by
professionals.
New tools for selection during recruitments, with the help of a
professional recruiter.
Creation of a Local Trainers Team.
Threats:
Failure of recruitment OC’s.
Sudden drop in membership motivation.
Category Target
Articles 80
TV Instances 30
Radio Instances 1000
Blog & Website hits 5000
Media Partnerships 15
Form Sales 1800
Key Strategies
High level of synergy between communications and rest of the portfolios.
THE EXPERIENCE MATTERS!
Campaigns of the lines of “my story” and “I am an AIESECer” run and
managed by the LC to increase brand visibility.
Internal and external branding campaign.
More mutual partnerships.
Campus Ambassadors to promote it in campus.
Branding for event.
Threats:
Improper campaign management.
Any issue that affects the brand adversely.
Key Strategies:
Server for storage of documents.
Collection of all possible documents from the year and previous
years, organizing and cataloguing them.
Minutes of LCM in the form of an LCM report
Maintaining quarterly reports, and budgets.
Maintenance of the minutes of EBM’s, MBM’s and dept meetings.
Conducting webinars for knowledge management.
Weekly knowledge quizzes
Main Deliverable for VP IM:
“To create information management systems, that will result in the creation of a
one-stop knowledge library and year records for all the members of AIESEC
Chennai”
THE EXPERIENCE MATTERS!
Theats:
Lack of cooperation from the lc.
Failure of the team.
Events:
LEAD and Global Village
Balakalakaar
Youth to Business
Peace concert/Impact Week
Event Income Expenses Profit
LEAD and GV 5,00,000 3,00,000 2,00,000
Balakalakaar 15,00,000 6,00,000 9,00,000
Youth to Business 7,00,000 4,00,000 3,00,000
TOTAL 27,00,000 13,00,000 14,00,000
Strategies:
Sale of year-long partnerships
Business development team to work on creating and selling products for
development of exchange
Evolving products to sell to corporates and ngo’s
Products that define the AIESEC Leadership curriculum to sell to colleges.
Project/Product Exchange Generated
LEAD & GV 50 - OGX
Balakalakaar&Footprints 20
Youth to Business 20
Yearlong sales of products 50 –GCDP 30 - GIP
TOTAL 170
THE EXPERIENCE MATTERS!
Events on a very small scale at colleges and engage and create the
Education support Group
TL for Alumni relations under VP BD for better engagement and enhanced
leverage for the LC
Threats:
Loss of clients due to bad delivery
Poorly designed products
Skewed event du
Operations and innovations will take over the quality management
and trainee relations jobroles of the current VP SM.
Strategies:
Quality Task Force
Implementation of SED’s which will be made compulsory for department
awards
Delivering all the internships during the year
Infrastructure development
Outsourcing of trainee flats.
Hostels to be looked at for accommodation
Threats:
Poor lc culture, with regard to delivering internships
Lack for funds for investment
THE EXPERIENCE MATTERS!
Financial accountability
Finance Task Force consisting of LCP, VPF and 3 other EB members.
FTF Meeting for all important financial decisions
FTF Meeting minutes published online to the LC
Finance Structure so that Finance managers of portfolios and events are the first responsibles, till the money/cheque is handed over to the VPF or any other person designated by the FTF
Publishing of year budgets, event budget, quarter wise profit/loss statements to the LC on a regular basis.
- Realistic Budgeting
Year budget for ideal/moderate/worst case scenarios
Bi-Annual budgeting
Pool analysis to be done before exchange income budgeting - Transparency and Financial learning.
Post-event budgets and ER client list released to the LC
Quarterly budget statements and monthly bank statements released to the LC
Finance mangers to take department learning sessions at dept meets Investment in members
Continuing the current RnR campaign, learning events as prizes
Investment in CEED’s and Internship subsides
-Cash Tracking
Finance mangers track exchange and non exchange incomes in specific departments
Reducing the amount of liquid cash in member hands
Bills, vouchers and invoices made mandatory before releasing cash from LC.
-Profit maximization
Focus on in-kind raising.
Focus on sustainability rather than profitability -Automated financial governance
Usage of AIESEC finance.net
THE EXPERIENCE MATTERS!
December 9th – EB Announcements
EB Transitions
MB Applications
MB Transitions
EB Team/Planning Days
Corporate Sector:
Raising drive
Market Research
Matching of Available forms
Matching in February
Development Sector
Ad hoc raising drive
Team in place for Cultural education project
IR and supply building and partnerships
Matching and delivering Q1 project
Outgoing Sector
Raising drive across universities
LEAD events across colleges
THE EXPERIENCE MATTERS!
Matching to start from mid February
Communications:
Planning and launching of external marketing campaign for OGX support.
Planning and launching of internal campaign to facilitate matching.
Publicity and media for Global Village and LEAD
Attempting year-partnerships with media houses
Communication databases for all stakeholders established and
maintained
Information Management
Setting up of server and knowledge portal
Data gathering – of all past documents, training manuals etc.
Business Development
OC in place for GV.
Planning for February alumni event
Product packaging and planning for all year events and processes
Sales for Q1 events.
Operations:
QTF in place.
Planning and Delivering the Q1 realizations.
Finance:
Review of past year finances
Releasing of year budget
Finance team in place.
Finance education for LC
Talent Management:
THE EXPERIENCE MATTERS!
MB training days
Recruitment OC in place.
Manpower planning
Performance tracking
Personal goal setting
Launching of the RnR campaign
Launching of the league
Search for member development partners
Recruitments
Inductions
Mentoring
Allocations
LC Day at the end of Q1-beginning of Q2
For review of performance in Q1, and planning for Q2.
Corporate Sector
Matching forms for peak realization period
Tapping into new sectors
Development Sector
Continuing raising and matching
Footprints forms on system
Matching mania for peak realization
Outgoing Sector
Summer cycle realizations
THE EXPERIENCE MATTERS!
GIP Matching
Business development:
OC for Balakalakaar in place
Sales for Balakalakaar begins
Continuation of sales of exchange products to corporates.
JBM
Creation and expansion of development support group
Communications:
Marketing campaigns for Balakalakaar
Q1 Newsletter
General branding and marketing for AIESEC and its products
Information Management:
Continuation of management of information systems
Regular learning forums (webinars) for increasing knowledge levels
Finance:
Q1 review and health check
Q1 audit
Infrastructure planning for peak realization period
Investment in membership for CEED’s and internships
Talent Management:
Appraisals in april
Campaign for increasing CEED’s
Performance tracking
Training in synergy with IM
THE EXPERIENCE MATTERS!
1st Performance and competency report out
LCONG OC applications and selections
LCONG – In july
SASTRA – Legislated as expansion
Corporate Sector
Peak realization period
Y2B preparations
Raising and matching for winter realizations
Development Sector
BKK follow-up
Realizations and matching to continue
HIV-AIDS project forms to be put up and matching
Outgoing Sector
GIP realizations
University partnerships
Raising for winter cycle
Re-integration of EP’s
Business Development
OC for Y2B in place
Sales for Y2B
Q3 Alumni event
THE EXPERIENCE MATTERS!
Expansion and engagement of support groups.
Communications:
Search for partners for Y2B
Q2 Newsletter
Talent Management:
Recruitment OC applications and selections
Recruitments
Manpower planning
Performance tracking
Personal goal setting
Inductions
Mentoring
Allocations
Appraisals
Finance:
Q2 report released
Q2 audit
Bidding for NLS 2013 depending on lc finances
LCong
JBM
LCP Elections & EB Selections + Transitions
THE EXPERIENCE MATTERS!
Corporate Sector:
Raising and Y2B follow up.
Pipeline management
Development Sector
Winter realizations
Pipeline management
Outgoing Sector
Matching for winter realizations
Winter realization peak
Pipeline management for next year
Business development
Approaching clients and companies in order to ensure good pipeline next
year
Communications
Continuation of Branding Campaigns
Talent Management:
Appraisals
Performance tracking
Leadership pipeline management
Finance:
Q3 report released
Q3 audit
NARENDRAN VIJAYARAGAVAN | EXECUTIVE SUMMARY
THE EXPERIENCE MATTERS!
oday we are on the last legs of our journey towards
sustainable excellence; it has been a wonderful journey.
It has been a journey of hard work, commitment and
passion. But ask yourselves has it been a journey of delivering
the core product of AIESEC. The essence and the uniqueness of
this organization is in the experiences it provides, which no
other organization in this world can. The experiences of
everyone who interacts, works with or works in the
organization is the true product and contribution that we as
AIESEC Chennai give to the society. After people leave
AIESEC no one will talk about their RMR, they talk about the
experiences they went through, the feelings they experienced
those are the things which last for a lifetime.
Join me in 2012-2013 to help enrich those experiences, to add
value the time an individual spends interacting with AIESEC
Chennai. Not only for the people who work in this
organization but to every individual who interacts or wishes
to interact with this local committee because – THE
EXPERIENCE MATTERS!
T
Letter of Endorsement
14th November, 2011
To whom it may Concern,
It is with great pleasure to endorse the application of Mr. Narendran Vijayaragavan to the position of
Local Committee President for AIESEC Chennai.
I have known Mr. Narendran for a short while now, since 10th September, 2011. But in our a few
interactions both at Sustra University for the Empower Workshop and the few time we have interacted
while he come to TCS and Interns party. I have come to know him as a very focused and intelligent
person who is able to inspire growth and great ambition to the people he is leading. And this was
demonstrated in the few times I gave him the opportunity to address the Sustra University Empower
delegates during my Q&A leadership session.
Having been an LCP, MCP and GST through my AIESEC Career, I noticed that his vision for AIESEC
Chennai is aligned to the Global direction, he possess the same zeal and passion that I have seen
successful AIESECer have. That’s why I am confident enough to write him this endorsement letter even
though I have known him for a short while.
A great LCP has: a Vision, Passion, Empathy and great communication skills plus the strategic mindset
that is able to inspire and provide solutions from within himself and also from the people s/he is leading.
All these qualities I have seen in Narendran.
With all this reasons and more, I fully endorse the Application of Mr. Narendran Vijayaragavan to the
position of Local Committee President for AIESEC Chennai. If you have any questions or need any
clarification kindly contact me using [email protected]
Regards,
Frank Muthusi, Resource Management Group, Tata Consultancy Services MC VP ICX – AIESEC in Singapore 10/11 Global Support Team – AIESEC International 10/11
TO WHOMSOEVER IT MAY CONCERN
SUB: LETTER OF ENDORSEMENT FOR NARENDRAN VIJAYARAGAVAN
My interactions with Narendran began this year as a client of AIESEC
Chennai, through my interactions I have observed that he is professional
and meticulous in the way he goes about his work. He is proactive and
always open to ideas and plans. The responsibility and the sense of passion
that he has toward his organization is stunning. As an individual I found
him to be passionate, intelligent and articulate. It is my belief that he will
do an amazing job as the President of AIESEC Chennai, So I hereby
endorse the application of Narendran Vijayaragavan for the Position of
Local Committee President.
Yours Sincerely
Dr.A.S.Balachander
Founder Consultant ICPDI & CEO ABK Ventures
Phone Number : +919841129098
7Q Industries Pvt Ltd.
30, A J Carcade (1st Floor),
Vallvarkottam Hg Rd,
Nungambakkam, Chennai-600034
Ph: +91(44)28224040, Fax: +91(44)28220909
November 13th 2011 To, Mr Diwakar Raju President, AIESEC Chennai. Mylapore, Chennai-600004.
Dear Diwakar,
Sub: Letter of endorsement.
I am pleased to know that Mr Narendran Vijayaragavan, currently Vice President Stakeholders
Management, has decided to stand for the election to the office of Local Committee President of
the Chennai chapter of AIESEC for the term 2012-13.
As an AIESEC alumnus, I have been working with Narendran for the past 1 year to organize
various alumni activities and to actively re-engage alumni in day-to-day running of your
organization. I am pleased with the efforts Narendran had taken during the year. It is my duty to
bring to your notice, my satisfaction in co-hosting an alumni dinner in the month of June with
AIESEC Chennai for which Narendran had played a significant role for the success of the same.
During my interaction with him at various forums AIESEC has organized over the past one year,
I have observed a rapid progress in his character.
Hence I request you to consider this as a letter of endorsement for his candidature to the above
mentioned position. I would also like to take this opportunity to wish him the very best for all his
future endeavours.
Yours sincerely,
Harish Rajan. K
Junior Project Manager
7Q Industries Pvt Ltd
Email: [email protected]
Endorsement for Narendran Vijayaragavan
I endorse Narendran Vijayaragavan for the post of Local Committee President 2012-13, AIESEC
Chennai. I have known Naren for the last 2 years and I believe he has the potential and
capability to lead the local chapter. He has been very professional and meticulous in all the
interactions we have had together. He was responsible for the very successful alumni dinner we
had a few months back. His interpersonal skills are excellent and he knows how to manage
relationships with the various stakeholders – be it trainees, alumni or members. It takes a lot of
effort, patience and will to manage these relationships and I congratulate Naren for the
excellent 2 years he has had in AIESEC.
Its time for him to take up higher responsibility and I would vouch for his leadership skills.
Regards,
Vikas Chawla
Alumnus & Former LCP
AIESEC Chennai
TO WHOMSOEVER IT MAY CONCERN
Sub: Letter of Endorsement for Narendran Vijayaragavan for the office
of Local Committee President 2012-2013
I have interacted with Narendran Vijayaragavan through this year, as
his commission head and he has been a committed member of the
national quality board and he has made great contributions towards
the development of stakeholder management in the year 2011. I think
his motivation is above comparison. With this I take honor in
endorsing him as the applicant for the Purpose + Position of Local
committee president of AIESEC in Chennai for the year 2012-13.
All the best to him and other applicants.
Shray Rai Tiwari
VP Operations and Innovations
AIESEC India 2011-12
To Whom It May Concern I have known Narendran for more than a year now and it gives me immense pleasure to endorse his Application for the Local Committee President of AIESEC in Chennai. Since he got recruited in August ’09, Narendran has always been showcasing enormous passion towards AIESEC and it still remains undiluted. He has been high on Energy since his initial stages in AIESEC and has been a champion performer. His energy got transfused into responsibility & leadership and he became Vice President Stakeholder Management in 2011. .His zeal to do more never fades in AIESEC and his consistency depicts volumes of his dedication towards the organization. He not only has the ability to set new standards but also innovate around to add another dimension to the already existing. . The Three words – Leadership, Excellence & Passion describe him completely and his VP Stakeholder Management for AIESEC in Chennai in 2011 has been the ultimate tale of his skills, knowledge, maturity, endurance, competitiveness and vision to achieve more for the organization and his own self. On a personal note, I have had a chance to interact with Narendran a lot during National Meetings and every time I meet him he surprises me with his amazing balance of maturity and humour. He has a fine blend of intelligence, self‐awareness and positivity, which can keep anyone gripped. Also, he is someone who takes up challenges with full strength and gives in his heart to achieve and reach the zenith. With the amount of time he has spent in AIESEC, his understanding of this organization has evolved exponentially which makes him suitable for taking the next step forward and elevating his learning and contribution towards AIESEC.
Hereby, I Endorse Narendran Vijayaragavan for the Local Committee of AIESEC Chennai, on behalf of AIESEC Kolkata. Regards,
Vaibhav Toshniwal President AIESEC Kolkata
To whomsoever it may concern
Subject: Official letter of endorsement
My friendship with Narendran Vijayaragavan started from August 2009, the time when
he and I were recruited into AIESEC Chennai. Upon meeting him I still remember myself
thinking he is just a timid little man who may be just passing through the organization.
But my opinions quickly changed after our first interaction where I understood he is a
man on a mission who has great dreams and has all the capabilities for achieving them.
During his AIESEC journey over the last two and a half years Narendran has been part of
Exchange portfolios where he was a Team Leader, as well as Exchange support
portfolios. Apart from this he was OCVP Logistics Balakalaakar 2009, OCVP Logistics
for Empower 2010, OCP NGO Relations for Balakalaakar 2010 and was the EBC for the
July Local Congress 2011 of AIESEC in Chennai. Currently he is the Vice President for
Stakeholder Management for AIESEC in Chennai, the only such Vice President in the
whole of the AIESEC network. He is also a part of the National Quality Board
Structuring Committee. He has managed his team with utmost efficiency and ensured that
AIESEC Chennai achieved a rating of 9 stars for quality. Narendran was and still
continues to be a great source of knowledge whether it is related to AIESEC or otherwise.
Narendran Vijayaragavan is a perfect example of how much of an impact AIESEC can
have on a person for I have seen the amount he has grown as an individual. His maturity,
knowledge, professionalism, hard work and undying love for the organization have
helped bring about various changes in AIESEC Chennai which I believe will help the
Local Chapter grown to great heights in future.
He had stood for the post of Vice President Talent Management for the year 2010-2011
but did not make it onto the Executive Body. I remember talking to him after that and the
only thing he told me was that “It is not about whether I got it or not. It was about the
experience I gained” and this is something I learned from him. Life is not about winning
or losing, it is about the experience. It has been my pleasure to have had Narendran as my
colleague and Co-Vice President of AIESEC in Chennai for the last eleven months and
more than anything it is my pleasure to have him as my friend.
I, Arjun Antony officially endorse Narendran Vijayaragavan for the post of Local
Committee President of AIESEC in Chennai (2012-2013) and wish him all the best for all
his endeavourers.
Arjun Antony
Vice President (2011-2012)
Outgoing Exchange
AIESEC in Chennai, India
Email : [email protected]
Mobile: +91 9789939825
To whomsoever it may concern
Date : 9th November 2011
Subject : Endorsement for the post of Local Committee President 2012
Narendran Vijayaragavan has stood out as one of the most passionate members of AIESEC
Chennai. Endowed with the gift of earnestness to learn and the skill to accomplish goals, he has
played a significant role in ensuring the smooth running of the Local Committee. Determination
and commitment are his greatest assets that he puts to best use.
He has taken up many responsibilities willingly and performed them to his best potential. He has
proven time and again that he can be trusted and delivers results with excellence. He has played
crucial roles in the events and conferences of AIESEC. 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