Cherry's Note
Do the things that worth for you to do!
Good Case Practice for AIESEC
LC UKM
iGDCP NCR & IGTP synergy
IGCDP of NCR has the synergy with the IGTP whereby both of representatives are going to the same appointment with Ngo/Company. As the reason, nowadays NGO has variety of need depends on the development level. Some of the small NGOs they might be need a volunteer, however the developed NGO they might need an intern which is going to work for more than a year. Therefore, iGTP plays the role to pitch their project
iGCDP NCR operation
As they concern on the member learning curve, in NCR every member are not divided into the group based on the delegation task, but most of them are doing the whole thing starts from RAMARE. Therefore every member are able to do all of the part by themselves. In terms of focus, they will set at timeline which indicate in this quarter will be the raise period (dry period) and next quarter will be the matching and realise period (eg: during winter peak)
BD synergy
There is no BD department within LC UKM, as for that every department has to find their own sponsor to be able to sustain their own project. They believe that it will be more efficient to have BD member in the exchange department instead of the putting it in supporting department. Therefore, BD member can specifically support each functional department in terms of the sales or pitching for sponsor.
CONTACT NUMBER:
(this is list of the new friend I have got during MyLDS 2015)
LC UUM (VP PM- Zhen Yang)
LC UTP (PD of OGX- XIn YIng)
LC UMP (VP OGX - Phua)
LC UMP (PD PM- Atirah)
LC UM (TL Marcomm - Hui Wen)
LC UTM (PD CR- Tarry)
LC CU (SE - Steven)
LC UKM (VP NGO - Wendy)
LC UNMC (TL Marcomm-Amy)
LC UNMC (TL TM- Jia Jun)
LC USM (VP OGX- )
LC UPM (TL BD- Celine)
Internationaal Delegate (Taiwan VP ER- Han Ying)
LC UNIMAS
FL Initiatives
For FL department, in case all the functional department within LC reach the targeted goal for the 14/15 term. FL will give out the member funding to go for exchange in the summer period which cost MYR 400/person. This idea could actually pump up all the members within LC to achieve their goal and it works as all the VP department are optimist in making this happen.
TM Initiatives
For TM, in terms member retention level, every new recruited member have to participate in LLDS as one of the requirement. As they believe LLDS is going to be the platform to engage with them effectively and it will help to create the sense of belongingness within those 3 days.
Moreover, they are implement the personal development tracking which of it is: personal development talk where all the VP and OCP position will be trained by TM to be able to conduct to their member. The important to execute this is to know member’s condition and their learning development throughout their journey in the past one month (which can be said: face to face health check response)
LC Curtin University
PM Initiatives
Allow the member trial and error and believe the member can learn something faster throughout the process instead of conduct the general training for them. However, they will still ensure that there is a Senior Executive to guide them.
TM Initiatives
In terms of creating high member retention, TM implements the rule where the new recruited member only have two choices of department which is either oGX or ICX. The reason behind it is because most of the members lost their relevant with AIESEC as because they are in the back office (supporting department) compare to those who are actually involve inside the front office (exchange department). As what they have experience in exchange department which is the sense of achievement in changing someone life can be seen directly instead of the back office task. They believe after 6 months/a year, some of them will allow to reallocate to supporting department and let the new recruited member to be the new successor on it (this can ensure there is a successor pipeline).
LC UNMC
It is crucial to have the balance&well-structured functional department within the LC and it would lead to their Top Gun achievement for last year.
Marcomm Synergy with Exchange Department
It is crucial to have the balance and well-structured functional department within the LC which it would lead to their Top Gun achievement in last year.
For Marcomm, they are synergy in terms of packaging exchange department product, whereby exchange department just need focus on EP servicing to improve the NPS Score. They not only do design part, but also the content wise, such as: for project and reception booklet, online poster, gathering EP testimonial and video for website purpose.
However as only the respective exchange department know what will be the content regard their product, therefore Marcomm will get one representative for each of them (most of the time will be the project director) to talk about their initiative and start to make things happen.
They believe as there is no point of Marcomm as the functional department who is only do brand checking in terms of the value proposition, logo usage, professionalism, email signature and wording wise. As this kind of synergy will be more efficient instead of the exchange department come out with its own new marketing team inside their department too
LC UM
Marcomm Synergy with OGX
Planing the Butterflies campaign (putting the motivational quote on with the attachment direct the recipient to the booth) with OGX for winter peak, at the same time providing the traininig for the whole AIESECers who are involving in the EPRDs. They believe to promote the EPRD on the right place will get a good result, as previously they manage to secure a slot whereby on the orientation period of the freshmen in their University which might be more effective compare to the current students who might be graduate soon.
LC USM
OGX Clarity of EP Manager Role
The OGX side give the clarification of the importance on the EP manager role, which is not only help the EP to go overseas in terms of preparation, but always follow up during the exchange period till the time they are doing the reintegration in home country. Besides that, EP manager role has to be the one who prompt the EP about their learning experience, motivate & comfort them while they are in the host country and be the one who is responsible to the EP’s need to facilitate them in achieving the life changing exeperience