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6. Sustainable growth towards 2015
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Key achievements and strategy analysis
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! ! ! !Measures of Success Achievement AIESEC 2015:
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Global Community Development Programme: •! •! • •!
End of Q1 we have achieved already 23% of the 2013 goal of GCDP which are 5126 GCDP realized in quarter 1. GCDP grew of 34% compared to last year in Q1. Currently 1339 TNs are matched (forms raised after 01.12.2012). Currently 6604 TNs and 5548 EPs are available raised after January 2013.
! Conclusion: The supply and demand on the system is still unbalanced and we have more TNs than EPs. There needs ! to be more exploration in oGCDP raising and matching efficiency: definitely the focus of next quarter.
! Global Internship Programme:
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• We have achieved 1225 GIP realization compare to 1251 in 2013 • We have achieved 14% of the 2013 goal of 9000 GIP Re. • We have currently 3464 available TNs, and 7050 available GIP EPs • We have 731 matched forms in myaiesec.net Conclusion:
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We believe that with our GIP strategies, in global level, we are triggering the right challenges that the network currently. The current strategies that we implement are the right ones for the growth of GIP. We can’t see the goal achievement and growth in the level that we would like to see. Successful stories about GIP are happening in several entities in the network. We see that the next step is the successful/tailored implementation of the key GIP strategies in every LC in the network. Specifically we believe that the implementation and alignment of all LC operations with sub products, the better alignment and demand understanding by using S&D tools, DAAL, AFT and forecast for GIP sub products, as well as better EP recruitment and selection based on S&D common sense.
Team Member Programme and Team Leader Programme: • • • •
At end of Q1, 2013 we achieved 25177 experiences, 25.2% of 2013 TMP goal 100,000 Experiences, This makes a total of 71,003 TMP experiences delivered from AI 2012-2013 goal, At end of Q1, 2013 we achieved 10,866 experiences, 33% of 2013 TLP goal, 33,000 Experiences. This makes a total of 29,102 TLP experiences delivered from AI 2012-2013 goal,
Conclusion: Considering the level of clarity in TMP-TLP program management, alignment with other programs, simple and clear administration on myaiesec.net, there is a high confidence in the achievement of TMP-TLP program goal in the year 2013 and beyond. Our legacy for 12-13 is mainly ensuring that AIESEC has the right talent to grow its programmes and achieve 2015 MOS. The gap in MOS achievement for TMP-TLP from 2012, has been closed, this is visible from 25.2% and 33% achievement in TMP-TLP goals respectively, already in Q1, which is not a peek period for membership program. However, the following are key areas that needed to be explored for talent capacity growth, which could also contribute to massive growth for the organisation: 1. Capturing and developing the learning of members. It is obvious at this point in time, that, as we align our talent capacity, we need to ensure that the individuals are learning from their role and developing skills, competencies. Overall, better talent capacity has a great effect on the individual, for AIESEC in continuous growth and for the society at large in quality of leaders that we produce. To this extent, knowing that talent capacity will drive growth for an entity, entities should be willing to invest in its talent capacity in everyway possible, to increase knowledge, efficiency and productivity. 2. We need to ensure continuous alignment in Strategy and process between TM & other Functions. This is to ensure that the front office is backed with the right back office strategy & processes.
Global ER Principle Revision AIESEC International worked the last months on a suggestion of a tier based pricing for GEP TNs. The proposal was taken to IPM and with some minor changes the proposal got carried by a majority as well as an overall revision of the principles itself. If entities thought that these changes would significantly harm their current operations, they could ask st for an extension of one year by the 1 of April. AIESEC International will then be actively involved in the process of helping these specific AIESEC entities create plans to move forward. In the upcoming months AIESEC International will be educating the network regarding the specific changes and will also be working in a global prospect list that will define the type of organisations that AIESEC International would be able to approach as an example of new things outlined in the principles.