AIESEC Ghana Quarter 2 Report 2014.2015
Who Are We? AIESEC is the world’s largest youth-run organization present in over 124 countries and territories with over 86,000members. We are an independent non-governmental, not-for-profit and non-political organization. AIESEC Ghana is the national entity for AIESEC in Ghana and has been operational since 1961.
What do We Do? We provide a platform for young people to explore and develop their leadership potential as well as strive towards making a positive impact on society.
How We Do It?
We have two different experiences we deliver to young people: Team Experiences & International Internship Experiences. With our team experiences, you would get the opportunity to develop personal and professional skills through theoretical and practical means. These can be developed on different levels by working in a team as a LEADER or a MEMBER. With our internship experiences, young people would have access to thousands of internship opportunities globally either as a VOLUNTEER, where you work towards developing a community, solving societal issues, working in a schoolor an NGO; or as a CORPORATE INTERN where you work towards professional development and organisational growth.
Message From the President
Branham Anamon All too soon, we have crossed the first half of the term and moving steadily on another half. For one thing, we must be proud as an entity for remaining true to our resolve and keeping our promise honored by our continuous strive in providing practical leadership experiences to students and the world at large. Anytime, an Exchange Participants leaves or is picked up at our airport, the world is put in anticipation of an impact to be made ; our members are opportune to create and make positive memories while developing themselves personally and professionally and our Vision is reaffirmed and made real. Today, AIESEC Ghana is confident to admit of the gradual but progressive pace it is moving towards a successful end of term. In the last two quarters, AIESEC Ghana has aligned its operation to the global strategy and we are a role model entity for a lot of AIESEC countries in Africa. We have been invited for several strategic meetings, we have had a major breakthrough in the quality of experience we deliver to our members, interns and partners. This provides evidence that we have grown to become a customer centric organization, we listen to our customers and our members are living a high quality AIESEC experience and \through this we have increased the number of high potential people in the country. There has been significant improvement in our delivery of the Global Community Development Programme capitalizing on co-delivery with other entities and issue segmentation. These have accounted for some of the success stories shared in this report. The second quarter had a major focus on Talent Capacity Development, process standardizations and Winter peak operations. Others revolved a lot around global positioning and external branding as direct moves to putting the entity on the map. Despite some success shared in this report, we were still not spared a number of challenges and obstacles. Nonetheless, we believe that these challenges were meant to properly get us informed for the subsequent quarters and with that we anticipate even a better half of term. With a lot of gratitude, we would like to extend our deepest appreciation to the BOA mainly for their astute support throughout the second quarter. Again, a very big thanks to all other stakeholders including members, alumni and partners. `We appreciate your belief and unyielding support.
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TABLE OF CONTENTS Internship Programmes
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6
Talent Management
14
Organizational Development
17
Marketing and Communication
20
Business Development
22
National Management team
Branham Anamon President
Evelyn Sena King
- Vice President of Finance, Legal and Administration
Toyosi Abolarin
Reina Yenmah Tenga
Isaac Opoku
Sammuel Coffie
Vice President of Outgoing Exchange
Vice President Organizational Development
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Vice President of the Incoming Global Internship Program
Vice President of Talent Management
Senyo Fiawornu
- Vice President of Marketing and Communication
Suzan
Business Development Manager
Genevieve Simiyu
Vice President of the Incoming Global Community Development Program`
National Plan ““We are a collaborative platform that delivers quality integrated leadership experiences to develop young people””
Stakeholders Satisfaction
Strengthening Expansions
Financial Sustainability
Drive sustainable growth and increase our relevance in Ghana by listening to our customers
create a developmental plan for all our expansions to make them grow and have a major contribution to the national goal.
Implement new accounting systems and principles to ensure the organization is financially sustainable
Talent Capacity | Customers & Partners | IT & Infrastructure | Branding
Focus Programmes Global Community development Programme - Incoming
Global Community development Programme - Outgoing
Organizational Goals Global Community development Programme
610 incoming
Outgoing
200
Global Intenship Programme
66incoming
57Outgoing
Team Member Programme
2044
Team Leader Programme
794
Internship Programmes
Definition of Terms GCDP: A Global Community Development Programme (GCDP) experience is an opportunity for young people to develop entepreneurial and responsible leadership by creating direct positive impact through an international volunteer experience. GCDPi/GIPi (GCDP Incoming/GIP Incoming): These refer to GCDP/GIP opportunities for foreigners to experience in Ghana GCDP/GIPo (GCDP Incoming/GIP Outgoing): These refer to GCDP/GIP opportunities for young people to experience outside Ghana GIP: A Global Internship Programme (GIP) experience is an opportunity for a young person to develop entrepreneurial and responsible leadership by living a cross-cultural professional development experience Exchange Participant (EP): These are people who enlisted to participate in GCDP/GIP experiences. Raise: This happens when an opportunity for a GCDP/GIP experience to be lived is created. Match: This happens when an exchange participant has been assigned GCDP/GIP opportunities and is awaiting to live the experience Realize: This happens when the exchange participant has started living the internship experience
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Internship Programmes
6
Incoming Global Community Development Programme
QUARTER STATISTICS QUARTERLY GROWTH OVER THE YEARS
194
Experiences Delivered 660
250
200
217
194
143
166
147
2012.2013
2011.2012
51
Q1
Q2
GOAL
ACHIEVED
2013.2014
194 150
143 100
MONTHLY PROGRAMME COMPARISSON FOR Q2
50
60
0
51
Q1
Q2
Total
50 40
ABSOLUTE GROWTH:
30
-23
20 10 0
OCT
NOV 12.13
RELATIVE GROWTH:
DEC
13.14
-11%
14.15
Others
25
Nigeria
45
Togo
8
Greece
8
Japan
Nigeria - 45
9
Cote d'ivoire
13
Germany
Cote d'Ivoire - 7
16
Mainland of China
13
Burkina Faso
Germany - 3
19
Benin
38 0
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Q2 Top intern suppliers
10
20
30
40
50
Internship Programmes
7
Entity Partners
Togo China
Grecee Germany
Benin Cote D’Ivoire Nigeria
Japan Burkina Faso
NATIONAL PROJECTS & LOCAL COMMITTEE PROJECTS NATIONAL PROJECTS
pilf flip financial literacy project
ISSUE EDUCATION
PROJECT SWITCH
EDUCATION
FLIP
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CONCEPT A computer literacy project aimed at encouraging basic computer usage among Basic students (Primary & JHS), SHS Students in rural communities. A financial literacy project aimed at providing basic financial knowledge to the youth
IMPACT - Engaged 4 Local committes - Engaged Microsoft, NASCO & 11 Schools - Impacted 1700 students - Engaged Standard Chartered Bank who serves as the resource outfit for the project mainly in Training the Trainers of the project
Internship Programmes
8
LOCAL SCHOOLS COMMITEE AND NGOS PROJECTS ENGAGED NAME NASCO FOUNDATION
CATEGORY NGO
FIELD Research and Development in support of national and economic activities Research and Development in support of national and economic activities Recruitment of Volunteers globally to support in Education and Health programmes Rural development through education of children (Owns a Communal Library and Clinic)
LOCATION Wa, Upper West Region
IMPACT Impacted over 200 lives in the Northern sector
COMMUNITY AID FOR RURAL DEVELOPMENT (CARD) VOLUNTEER GHANA
NGO
Wa, Upper West Region
Impacted over 200 lives in the Northern sector
Elmina, Cape Coast, Central Region
Impacted over 300 community men , women and children in the Central Region
PLIGHT OF THE CHILD
NGO
Kumasi, Ashanti Region Accra, Greater Accra Region
SCHOOL
Rehabilitation of School dropouts with Children as targets with the aim of returning them to schools Empowerment programmes in support of Women and Children through activities involving social entrepreneurship Formal Education
Impacted over 150 children with access to formal education and reading materials Impacted over 20 school dropouts and returned them to school
INSPYA
NGO
SUSTAINABLE CENTRE INTEGRATION
NGO
EMMANUEL SCHOOL COMPLEX HANA SCHOOL COMPLEX
SCHOOL
Formal Education
GLORIOUS VISION ORPHANAGE
SCHOOL
Formal Education specially for Orphans
GOOD FOUNDATION INTERNATIONAL SCHOOL EDULITE
SCHOOL
Formal Education
Accra, Greater Accra Region
SCHOOL
Formal Education
KING OF KINGS HEALTH TRAINING COLLEGE PENTECOST HOSPITAL
MEDICAL SCHOOL
Health and Medical Training
HOSPITAL
Health
EFFUDIASE GOVERNMENT HOSPITAL
HOSPITAL
Health
Accra, Greater Accra Region Kwabenya, Accra , Greater Accra Region East Legon, Greater Accra Region Kumasi, Ashanti Region
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NGO
Wa, Upper West Region
Impacted over 500 women and children through empowerment programmes
Taifa-Burkina, Accra, Greater Accra Region Madina, Accra, Greater Accra Region Accra, Greater Accra Region
Impacted a student size of over 500 Impacted a student size of over 500 Impacted an orphan size of over 500 through access to formal education Impacted a student size of over 500 Impacted a student size of over 500 Impacted a student size of over 100 through medical training Impacted lives of patients of over 100 with support of AIESEC Volunteers Impacted lives of patients of over 100 with support of AIESEC Volunteers
Internship Programmes
9
Incoming Global Internship Programme Experiences Delivered
7
SECOND QUARTER PERFORMANCE
3.5
RAISED
MATCHED
REALIZATIONS FOR 2ND QUARTER OVER 4 YEARS
REALISED
3 2.5 2 1.5
66
1 0.5 0
October
November
December
4
3
Q1
Q2
Q2 REALISATIONS WITH COUNTRIES 1
1
7
8
10
10
ACHIEVED
2013.2014
2012.2013
2011.2012
COMPANIES SERVICED IN Q2
1.2
1
GOAL
1
2.5
0.8
2
2
0.6 0.4
1.5
0.2 0
1
1
1
0.5
0
JAPAN MOTORS
COMPANIES YET TO SERVICED 3.5
3
3 2.5
2
2 1.5 1
1
0.5 0
COMPUBANK
DOCUTECH
Top 3 Background Requirements of Organizations • Sales and Marketing • Technical / Engineering • Business Administration
2 1
1
1
ABSOLUTE GROWTH
-1 RELATIVE GROWTH
-12.5% Q2 Report
Internship Programmes
10
Outgoing Exhchange
CAMPAIGNS Global Citizen
Global Citizen aims to enrich the education of young students by providing them with a holistic international experience. Global Citizen is AIESEC’s international volunteer internship with a duration between 6 to 18 weeks that offers young people the opportunity to contribute positively to social change. Through this programme AIESEC is providing young students an opportunity to develop entrepreneurial and leadership skills through international internships mainly on social issues
54
EXPERIENCES Quarter 2 Analysis for 4 years 60
54
50 40 30
200
20
28
26
Q1
Q2
54 GOAL
75
39
42
ACHIEVED 2013.2014 2012.2013 2011.2012
28
26
Q1
Q2
10 0
Total
Monthly Delivery of oGCDP From Q2 2012 25
ABSOLUTE GROWTH
20
-21
15
RELATIVE GROWTH
10
-28%
5 0
OCT
12.13
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NOV
13.14
DEC
14.15
Internship Programmes
11
Integrated Experience Campaign (IXP) We successfully launched the IXP campaign. This is an initiative to have our members go on exchange to experience what they are preaching to their fellow students and to see how they can use these experiences to make their LCs better and also to sell their experiences to their fellow students upon their return. We launched the campaign for members to travel within West Africa with 2 countries as our partners. The first is Cote d’Ivoire and the second is Nigeria. The campaign run over a period of three months, with specific time-lines for raising, matching and realizations. The goal was to capitalize on the winter peak and promote the opportunity for young people to have a winter break with purpose of having dual experiences.
Nigeria
Benin
Russia
India
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Cotedvoire
South Africa
Brazil
Tanzania
Internship Programmes
12
GLOBAL TALENT The Global Talent Programme gives students and recent graduates the opportunity to take on a cross-cultural professional development experience with some of the top companies from around the world. The programme specifically targets skill development both to meet the education plan of the intern participating as well as to support filling a talent need for the company.
Comparison with previous quarter from 2011
20
Experiences 25
56
20
20
14 Q1
Q2
GOAL
ACHIEVED
16
12
6
15
4
2013.2014 2012.2013 2011.2012
5
4
4
14
10
Monthly Delivery of oGIP over the years 4.5
20
6
0
Q1
3.5
Q2
Total
3 2.5 2
2
1.5 1
2
2
1
1
0.5 0
0 OCT
NOV
12.13
13.14
ABSOLUTE GROWTH
1
8
0 DEC
RELATIVE GROWTH
14.15
67%
Entity Partners Destination Countries Sweden
India Oman
Colombia Turkey
Belgium Ethiopia
Brazil
Turkey 3 Tanzania 1 South Africa 1 Oman 1 Sweden 1
Colombia 5
Tanzania Greece
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India Belgium 1 Brazil 1 1
South Africa
Greece 1
Ethiopia 4
Internship Programmes
13
TALENT MANAGEMENT
DeďŹ nition of Terms Team Member Programme: A Team Member Programme (TMP) experience is an opportunity for a young person to develop entrepreneurial and responsible leadership by living a practical team experience at a local, national, regional or global level. Team Leader Programme: A Team Leader Programme (TLP) experience is an opportunity for a young person to develop entrepreneurial and responsible leadership through leading and guiding others in their work and experience at a local, national, regional or global level. Engagement with AIESEC: Engagement with AIESEC (EwA) is any person who is engaged within one of our four leadership development programs Raise: This happens when an opportunity (a role on a team) to have a team experience is created on the system which members would have to apply for Match: This happens when a member has been allocated to a team opportunity Realize: This happens when a member who has been matched to a team opportunity has begun working in the team which lasts for at least 8 weeks.
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TALENT MANAGEMENT
14
STATE OF TALENT MANAGEMENT BACK OFFICE ALOCATION TALENT MANAGEMENT 72
FINANCE
TOTAL NUMBER OF MEMBERS = 320 BUSINESS DEVELOPMENT 105
27
MARKETING AND COMM 64
OTHER AREAS
55
FRONT OFFICE ALLOCATION OGCDP 94
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IGCDP 179
IGIP
OGIP 21
Non- Programme 5
21
TALENT MANAGMENT
15
SYNERGY BACK OFFICE ALLOCATION = FRONT OFFICE ALLOCATION
Programmes IGCDP
0.79
0.3
OGIP
OGCDP
2.2
IGIP
0.8
IGCDP
OGX
IGIP
oGIP
EXPA Consultancy Road Trip The Global information system (GIS) is the new online platform that will ensure that AIESEC is able to reach the right customers, better manage their experiences through the organization and ensure that they get the best satisfaction from our products. The system was launched on the 8th of November. The introduction of the system demanded members of the organization needed education of how to use the new system. This was pushed through a nationwide education tour for all the local committees of the organization. The tour dubbed the EXPA Consultancy road trip, was aimed at educating our members on the usage of the new systems as well as resolving various problems they were having with the system usage, since the system was a beta version and automatically came with a few glitches. The trainings started with AIESEC UCC in Cape Coast, all the way through AIESEC KNUST in Kumasi, AIESEC UDS in Wa, AIESEC CUCG in Sunyani and finally AIESEC Legon in Accra.
5
locations visted
Q2 Report
100
Over members trained
5
LCs in total
TALENT MANAGMENT
16
ORGANISATIONAL DEVELOPMENT The Organizational Development function is a newly introduced role in the entity and was seen as a need mainly due to the expansions and growth of AIESEC in the entity. With a tool like Growth Model, the office guarantees the growth of the entity by the development of the Local Committees and Expansions and integration of the educational cycle needed for their development. The outfit also sorts to provide a good insight into the realities of every Local Committee and introduces the help of the National Team in the case of misalignment. This includes having an implementation plan and identifying major Local Committees that could help drive the goals of the entity. As the final responsible for the synergies within the operation to drive the overall growth of the organization, the outfit helps in the delivery of the Local Committees and Expansions’ Coaching Model and support that allow sustainable development.
LCs ORGANISATIONAL HEALTH LC
PLANS & GOALS
FUNCTIONAL STRENGTH
EB
OVERALL
COMMENT
STRENGTH
LEG
Very strong
UCC
Strong
CUCG
Very Strong
KNUST
Strong
UDS
Weak
CUC
Strong
RMU
Strong
Weak Strong Very Strong
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ORGANIZATIONAL DEVELOPMENT 17
GENERAL ASSESSMENT LOCAL COMMITTEE
STATE
GENERAL ASSESSMENT
LEGON
VERY STRONG
With a strong member base, a good state of finance and an impressive progress at achieving goals, Legon can be said to be in a strong state as at the 3rd quarter of the year. A few challenges including weak functional synergy have however hampered their growth but with this highlight, the last quarter looks very promising to end the year successfully.
UCC
STRONG
The first two quarters were quite a rough start for UCC with only a few members and an anticipated weak growth of exchange mainly because of a challenge of accommodation. The 3rd quarter however put the Local chapter back to good course after securing an accommodation to boost their exchange strength and finances leaving them in a strong status currently
CUCG
VERY STRONG
CUCG has over the years maintained a strong exchange and sustained financial strength. The 3rd quarter was no different and has still remained an admirable Local Committee in delivering quality exchange experience to Interns. During the recent conference, they took home an award for Best Local Committee in delivering Quality experiences leaving them in a very strong current state
KNUST
AVERAGE KNUST started the year on quite a rough note with low membership base, weak financial state and weak exchange delivery mainly due to poor retention of membership in the previous term. This consequence largely crippled the current state of the Local Committee. Currently, the Local Committee is doing well with their exchange but could do better.
UDS
WEAK
UDS has had quite a slow growth process throughout the quarters mainly due to weak leadership in the Committee. Major challenges have had to do with low commitment on the part of the President and least support from the functional team. There is still lot more room for growth in this Local Chapter
CUC
STRONG
CUC split their focus of their goals into promoting the presence of the organization on campus while promoting exchange opportunities for students. They currently have a strong leadership front with a few members who ae very supportive in their operations. Financially, they still have quite a way to go mainly because of their current small operating capacity
RMU
STRONG
RMU has suffered an unstable leadership front over the last 3 quarters but have currently addressed that and directed a lot of focus on offering more voluntary exchange opportunities to their students.
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ORGANIZATIONAL DEVELOPMENT 18
MC Replanning Between the period of Wednesday, 17th December, 2014 and Friday 19th December, 2014 the national team had a three day retreat dubbed replanning. The retreat had a general objective of assessing the overall performance of the organization in the first half of the AIESEC year (from July to December) to detect where we fell short and what need to be our focus in the second half of the year. Discussions and output made from the retreat includes but not limited to ensuring financial sustainability through our operations, talent capacity building, enhancing our external positioning, developing leaders through the Leadership Development Model, team building etc. The output was then shared with Local committees during coaching visits and conferences.
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ORGANIZATIONAL DEVELOPMENT
19
MARKETING AND COMMUNICATION
Youth Speak is a global youth movement and youth insight survey powered by AIESEC. The insight survey is designed to understand the challenges surrounding higher education to employment journey among young people. The campaign is intended to gather opinions from young people in over 100 countries and territories and 50,000 voices, in this comprehensive survey to engage stakeholders across government, business, third sector in letting the voices of young people be heard. Ghana was among the top 30 in the world with the highest respond and was the send highest in Africa, behind Nigeria. The first Phase of the campaign ended in November 2014, with over 25,000 responses gathered from over 100 countries. AIESEC intends to engage major decision makers ranging from the United Nations, universities and some of the largest employers in the world. After the review of the responses from the first wave of the campaign, the following discoveries were made:
Young people want global opportunities and by a significant margin beyond all other areas of attractive career elements .
Students rely on parents, relatives and friends to make decisions, not university advisors or professors.
Q2 Report
72% of youth view that it is important for companies to positively impact society
Youth who participated in YouthSpeak is the great need for cross--�sector collaboration between government, businesses, employers and more importantly—youth.
MARKETING AND COMM
20
Online Engagements Visits on Websites 600 500 400 300 200 100 0
No. of Visitors
Percentage
Social Media figures Facebook
Twitter Followers
7551 likes
573 followers
Instagram 60 followers
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4,206 views 9 New videos
MARKETING AND COMM
21
BUSINESS DEVELOPMENT ENGAGEMENTS NATIONAL LEVEL PWC SCB Bacardi Japan Motors DHL Kenya Airways KEK Insurance Brokers Bold Media SNV Modern Auto motors Limited Silver star motors Swivel Management Mara Foundation Volunteer Ghana
LOCAL LEVEL ABL Food corner Creative trends DKM Diamond Microfinance Capital Rural Bank NsoatremanRural Bank
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BUSINESS DEVELOPMENT
22
External events attended PWC BUDGET REVIEW
Member Committee Elections In order to ensure the continuity of the organisation, elections are held every year for positions in the national executive team. The position of the Member Committee President was opened with three application tendered for it. The applicants went through the review process and Mr. Samuel Coffie was elected by the national plenary on the 28th of December, 2014 as the Member Committee President for the 2015/2016. Application/nominations have beenopened for other national executive roles and final selections are expected to be done in February 2015
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23
OUR BOARD OF ADVISORS
Mr. Felix Addo
Senior Country Partner
Reginald Laryea
PwC Ghana
Managing Director Media Majique
Gifty Annan-Myers Managing Director
Canadian University Application Centre
Professor Kobla Aheto
Director Psycon HR
Michael Cobblah
Director at C-NERGY Ghana
Frank Odoom Fr. Director General SSNIT
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Mr. Kweku Bedu Addo Chief Executive OďŹƒcer
Standard Chartered Bank
30 29 24