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AIESEC SydneyTalent

ManagementAIESEC Australia Talent Performance Award

ApplicationJuly 2011

LC HR Plan• The fresh-in-office EB under the guidance of the LCP of AIESEC Sydney,

definitively sketched out the HR Plan before the start of the semester back in February.

• The HR plan was as follows:– 35 members– 5 X+Ls– 10 Ls

• The extremely enthusiastic and experienced EB under the guidance of the LCP of AIESEC Sydney adjusted the AIESEC HR Plan to make sure we aimed higher.

• The new HR plan is as follows:• 40 members• 10 X+Ls• 15 Ls

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Recruitment• We carried out a successful recruitment at the beginning of year. • Mentioned below were the numbers we aimed to achieve at recruitment

– 600 O-week sign ups– 70-100 attending info sessions– 50 applications– 35 members

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• Numbers we achieved– 300 O-week sign ups– 160 attended info sessions– 80 applications– 48 members (includes retained members from 2010).

• We did not meet our target O-week stall sign ups, but we worked really hard towards pushing people to attend info sessions

• We also successfully converted a large number of expression-of-interest into applications.

• We believe we recruited some of the most enthusiastic people who turned out to become fantastic AIESECers.

Activ8 ConferenceTM

• After a lot of brainstorming during Recruitment planning we decided not to have Personal Interviews during recruitment.

• Instead, we decided to have a small scale conference to give our to-be members a chance to get a feel of the AIESEC culture.

• Hence, we organized Activ8 Conference – where our only objective was to activate the AIESEC in each of our new members.

• It was a very successful event and we believe it is one of the reasons we are very well bonded.

• We had guest speakers from the MC as well

Retention Rate

• Members retained from 2010: 8 • Members retained from Quarter 1 2011: 43 (out of 48) (does not

include new members post-pocket recruitment.• Retention rate: 90%• During recruitment, we were not able to clearly decided whether to

keep or let go some of the candidates who were not as impressive at the Selection Panel or Activ8 Conference. Hence, we decided to put them a 3-week probation.

• As result of which, we had to let some of the members go at the end of that probation period and hence, our retention rate was affected.

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X+L• AIESEC Sydney has had 3 X+Ls so far. They are:

• Sandra Yu (RTF Leader 2011. Went on exchange to Poland in summer of 2010)• Robert Pfeiffer (VPOGX 2009. Currently on exchange in Cambodia- 2011)• Hanh Dinh (RTF Leader 2009, OCP Pocket Recruitment 2011. Currently on

exchange in Izmir, Turkey – 2011)• Thai Huynh (LCP 2011. Went on exchange to Poland in summer of 2010)

• X+L Pipeline:• 3 EB members expected to go on exchange in the summer of 2011 (expected

to sit the first MRB of semester 2)• Steven Ly (raised as EP. Will be OCP for EP Buddy system)

• To boost our X+L numbers, we will be running an X+L dedicated program in the second semester.

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LC Culture and Bonding

• The LC culture that we have developed this semester is extremely deep rooted.• The kind of bond we have formed as AIESECers at AIESEC Sydney has never been

seen before. • Some of the LC Bonding events that we’ve organized so far are:

• The AIESEC Sydney Amazing Race• Gaming Night• Easter Show outing• Eating contest (as bizarre as this sounds, it actually happened)

• Some of the events in the pipeline:• AIESEC Sydney Sports Day• Movie Marathon• X+L Training Day

• All of the events that we have had so far have been very successful with a turn-up rate of almost 65%-70%

• We have an LCM attendance of 77%

Leadership Positions

• This semester – we’ve had some of our fantastic members take up some really interesting leadership positions.

• Given below are the leadership positions we had this semester:– RTF Leader: Sandra Yu– OCP Alumni Night – Reuben George– OCP Regional R&R – Kelly Nguyen– OCP Pocket Recruitment – Hanh Dinh– SLAP (Project) Coordinator – Giovanni D’urso– EEE (Project) Coordinator – Reuben George

• Leadership Positions in the pipeline:• OCP EP Buddy System• OCP Regional Sports Day

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Performance Analysis• This year, we decided to come up with our own Performance Analysis system.• So far, we were only basing our analysis on observations and Personal Learning

Plans• As a result, we decided to have a TM member dedicated to this. • We have come up with an elaborate spreadsheet for each member with a

detailed mathematical model to take each aspect of our member’s AIESEC Experience into consideration.

• The general system is that we measure performance based on the member’s expectations from AIESEC.

• The system includes both EB Assessment as well member Self Assessment and is largely based on the Global Competency Model.

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AIESEC Mentorship Program• This is a program we started last year, and we’ve decided to carry it forward.• This year, this program is basically catered to the LCP, EB and the leaders of the LC.• Based on the feedback from the current participants of the program, we will extend

it to the rest of the members as well as the region, next year.• This program starts in the second semester.

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EP Buddy System

• This program is basically aimed at integrating our large number of EPs into the LC.

• This program starts from the second semester as OGX at AIESEC Sydney just finished EP recruitment and the last set of MRBs.

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Alumni Integration• Integrating alumni with our LC is one of our main KPIs this year. • We successfully organized the Regional Alumni Night along with University

Relations portfolio. • We also utilized the Alumni night as a platform to attract the Alumni to the

Mentorship Program.• The mentorship program is one our most important Alumni Integration initiative.

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Thank you for reading the application. We appreciate your due consideration

- TM Team, AIESEC Sydney