MC ROMANIA Application Form TERM 2003-2004

Candidate for MC position (choose one, delete the others):

MCVP Learning

A. Personal Data

1. Your full name: ANDRES VELASQUEZ 2. Nickname in AIESEC: “DUENDE AZUL”, ANDREW 3. Nationality: COLOMBIAN 4. Local Committee: COLOMBIA MC - LC CALI 5. Contact Address: TRANSV 5ª # 43-98 Apa. 402 6. Phone: 3204569 7. Email: andresfelipevelasquezhenao@yahoo.com /andres.velasquez@aiesec.net

8. Languages (Speak, Write, Read, Understand ITEP scores)

Language Speak Write Read Understand

SPANISH NATIVE NATIVE NATIVE NATIVE

ENGLISH B B A A

9. Hobbies: WALK, RIDE MY BYKE, WATCH TV, READ MAGAZINES, SEARCH NEW STUFF IN INTERNET (AIESEC + NO

AIESEC), TALK WITH FRIENDS, GO TO THE MOVIES, WRITE THOUGHTS & IDEAS,

A Recent Picture

of Me in...

B. AIESEC Experience

1. Date of entering AIESEC: 1997 2. List all jobs and positions you held in your AIESEC Career.

Position Period Main Responsibilities

LC CALI HR COORDINATOR 1997-1998 RECRUITING NEW MEMBERS/SN,s, ARRANGE TRAININGS & PREPARATIONS

LC CALI MRKTNG DIRECTOR 1998-1999 COMPANIES SEGMENTATION FOR FUNDRAISING, EXTERNAL ADVISORY & EXCHANGE, SUPPORT SCHEDULING OF MARKETING CALLS, ASSIGN & EXECUTE VISITS TO POTENTIAL PARTNERS AND SPONSORS TRACKING & FOLLOW UP

LC CALI EXCHANGE VICEPRESIDENT

2000-2001 (Side of SN,s)... PLAN STRATEGIC AND “ONE BY ONE” RECRUITING, DESIGN PROMOTIONAL PLATAFORMS+CAMPAIGNS IN UNIVERSITIES & TARGET ORGANISATIONS, MATCH SN,s + SUPPORT TN RAISING (in order to keep under control the Local Credit Policy), DEVELOP AND EXECUTE LEARNING ACTIVITIES & FOLLOW THE PLATAFORM FOR SN SERVICE

LC CALI PRESIDENT 2001-2002 CREATE WITH MY TEAM THE LC YEAR PLAN, BUILD & REBUILD THE EB, LEAD + PARTICIPATE IN THE MEMBER DEVELOPMENT NATIONAL STRATEGY AND THE NATIONAL STRATEGY ADDRESSED TO EDUCATIONAL SECTOR (Universities Mainly), FOLLOW UP OF THE O.C. OF THE NATIONAL TRAINING CONFERENCES THAT WAS HELD IN MY CITY, TRAIN & FACILITATE NATIONAL & REGIONAL CONFERENCES

MC COLOMBIA VP EXCHANGE 2002-2003 (ending June 2003)

(Side of Service & Learning)

LC,s MENTORING, COACHING & TRACKING (Support Marketing, Service/Delivery/Networking & Learning of the Aiesec People by LC,s)

DEVELOP AND ORGANISE THE LEARNING STRATEGY OF AIESEC COLOMBIA

WORK IN E.R. FOR S&L

ARRANGE THE AGENDA FOR NATIONAL & REGIONAL CONFERENCES + STRATEGIC MEETINGS FOCUSED ON LEARNING

PARTICIPATE IN THE DESIGN OF THE NEW ORGANISATIONAL STRUCTURE & PEOPLE SYSTEM BASED ON COMPETENCIES MODEL (With the MCVP in Charge for HR)

PARTICIPATE IN THE Knowledge Management Initiative AT NATIONAL LEVEL (With the MCVP in Charge for HR)

*Please state when you will be discharged from your current position (if you have one) 3. List all AIESEC Seminars you have attended and the role you had. 4.

Conference Period Place Role

NLDS [National Leadership Development Seminar]

97, 98, 01, 02

Colombia (in the same order...) DELEGATE, OC, TRAINER, FACILITATOR

NATS [National Assembly Training Seminar] 97, 98, 00, 01, 02

Colombia (in the same order...) DELEGATE, OC, DELEGATE, FACILITATOR/TRAINER

CONAL [National Conference-Congress] 98, 99, 01, Colombia (in the same order...)

02, 03 DELEGATE, DELEGATE, DELEGATE, DELEGATE, FACILITATOR/TRAINER

LOCAL & REGIONAL TRAINING / PLANNING MEETINGS-CONFERENCES-SEMINARS

97, 98, 99, 00, 01, 02

Colombia Multiple

NATIONAL PRESIDENTS MEETINGS 00, 01, 02, 03

Colombia DELEGATE (most of them) & TRAINER (in some of them)

EXPRO-ALDS 02 Colombia DELEGATE

*Role can be something like delegate, facilitator, trainer, chair person... 4. Describe one positive and one negative experience that affected you the most in AIESEC. R/ POSITIVE: TO KNOW THE CORE WORK PROCESS FLOW CHARTS & THE NEW CORE WORK PROCESS, GET MEMBERSHIP IN AIESEC.NET, RE-FOUND THE LEARNING TOOL ARE THE MOST IMPACTFUL EXPERIENCES IN AIESEC CAUSE NOW I UNDERSTAND BETTER THE ORGANISATION (BOTH, PRACTICAL/TECNICAL & ACADEMIC), BESIDES, I REALIZE IN AN INCREDIBLE MANNER THAT AIESEC IS A HUGE NETWORK OF PEOPLE FIGHTING FOR THE SAME IDEALS, VALUES, PHYLOSOPY & STRATEGY AND FRIENSHIP BUILDING. FINALLY WHEN I “REFUND” THE LEARNING TOOL I GET IN TOUCH WITH THE REAL ESSENCE OF AIESEC AND THE POWER OF LEARNING TROUGH “”X”” AND THE “AIESEC EXPERIENCE”. NEGATIVE: LOST THE POSSIBILITY TO BE PART OF THE DELEGATION OF ALDS 99 AND IC 2002. THE FIRST ONE CAUSE THE MC ASSIGN THE DELEGATES AND THEY DONT CHOOSE ME CAUSE OF LACK OF QUOTA BUT LOTS OF PEOPLE CANCELED THA ATTENDANCE TO THE CONFERENCE AND THEY INSTEAD OF GIVE THE OPPORTUNITY AS A PRIORITY INTO A LIST THEY SEND OTHER GUYS WHO ARENT PART OF AIESEC NOW AND WHO NEVER TAKE REAL LEADERSHIP POSITIONS NOR AT NATIONAL OR LOCAL LEVELS, SO IT WAS MY LAST CHANCE TO GO TO AN ALDS AS DELEGATE CAUSE MY PERSONAL BUDGET AND THE BEGINING OF MY INTERNATIONAL CAREER IN AIESEC WAS TRUNCATED. THE SECOND ONE WAS THE LAST IC: MY AIESEC COUNTRY HASNT ENOUGH FINANCIAL RESOURCES TO SUPPORT THE ATTENDANCE OF ALL MC MEMBERS TO IC. HOWEVER I STILL FELT THAT BESIDES WE ARE SO BAD SETTING SOME PRIORITIES CAUSE TWO OF THE 4 MC MEMBERS WHEN ARRIVE TO MC THEY GOT THE OPPORTUNITY TO GO TO IC 2001 AND DESPITE OF THAT THE SAME GUYS WENT TO IC 2002 AND I LOST AGAIN AN IMPORTANT OPPORTUNITY TO GAIN MORE INTERNATIONAL EXPERIENCE THAT CONTRIBUTE A LOT TO MY AREA/STRATEGY AND MY AIESEC PROJECTION. 5. Which one of the positions listed above do you consider being the one you learnt the most? Why? R / LC VP EXCHANGE: CAUSE IS THE HEART OF THE ORGANISATION AND BESIDES IN THE OGX AREA YOU CAN BE IN TOUCH NEARLY WITH THE ESSSENCE OF THE REAL LEARNING AND SPECIALLY THE AIESEC INVOLVEMENT OF TRAINEES AND MEMBERS IN ORDER TO GET X RESULTS AND INCREDIBLE IMPACT TO SOCIETY TROUGH AIESEC 6. What is your motivation for working in AIESEC? R / SEE THE ORGANISATION WORKING UNDER THE PARADIGM OF LEARNING BUT NOT ONLY “SOFT” or TRADITIONAL LEARNING ACTIVITIES BUT ALSO STRUCTURED PROJECTS THAT INCLUDES INTEGRATED LEARNING AND EDUCATIONAL ACTIVITIES (FORMAL & ORGANIZED LIKE A GLOBAL UNIVERSITY TO BUILT CHANGE AGENTS WITH FUNCTIONAL AND USEFUL FOCUS OF WORK IN THE ENVIRONMENT TO CREATE STRONG IMPACT IN SOCIETY) AND BESIDES INCLUDES EXCHANGES AS THE MAIN ENGINE. I MEAN, SEE IN THE FUTURE LOTS OF ALUMNUS OWNERS or FOUNDERS OF COMPANIES & NGO,s THAT ARE TAKING TRAINEES AND SUPPORTING PEOPLE TO BUILT THEMSELVES AS LEADERS. AND WHEN PEOPLE ASK ABOUT THEIR SUCCESS AND THE SUCCESS OF THESE TRAINEES PEOPLE JUST ONLY HEAR: THANKS TO AIESEC. 7. What is a learning organization? Describe what strategies or steps would you follow to transform AIESEC in Romania into a

learning organization. R/ LEARNING ORGANISATIONS: (For me...) A LEARNING ORGANISATION IS AN ORGANISATION THAT...

LEARN BY ITSELF: I Mean, don’t forget it,s past and understand the importance of the History and the “stories” of people who are part of it as the key Issue for accountability, direction settings, and decision making.

LEARN FROM OTHERS: Have the capacity, to benchmark in an effective, objective and correct way the models of work and productivity of individuals(members, potential aiesec people and even advisors or people who are not part of aiesec) and organizations (in all levels, partners, sponsors, supporters and even organizations that know nothing about aiesec).

... AIESEC AS A LEARNING ORGANISATION (What is for me Aiesec as a Learning Organisation?) : + TENTATIVE STEPS TO TRANSFORM AIESEC IN ROMANIA INTO A LEARNING ORGANIZATION.

1. We know what is “good and bad” and then we chose the good things to do and besides we decide to take the useful stuff from the “bad things” and leave the un-useful stuff in order to be really effective in our CORE WORK. (Ex.> Recover and Use Learning Tool as a Tool for AIESEC Training and X Empowerment Development and GROWTH)

2. We have an Structured Learning Platform where we know exactly STEP by STEP the way we need to use to bring to society the higher number of Change Agents possible. There will be:

(a) Dimensions that are the mainframe of work to develop:

I. AIESEC (Knowledge & Skills to understand and use AIESEC System ,TO RUN COREWORK

and LEARN HOW TO DO AND HOW TO INCREASE “GEOMETRICALLY” THE EXCHANGES) the Center of this Dimension is AIESEC INVOLVEMENT that ensure Continuity, Sustainability and Growth and the Strategy to perform it, is empowerment >of Members to Include Aiesec X in his/her own life path >of SN,s to match themselves and to assume active + proactive self-learning >of Trainees to support LC,s /MC,s activities specially activities related with core work (Marketing-ER and S&L) >of all aiesec people to take leadership roles in EVERY LEVEL of the Org. Struc. >of the heads of our partner organizations (partners-TN takers and Advisors) to get involved & open-minded more and more every day with our systems, our COREWORK(X + Learning) the Identity+strategy and the external environment that is a niche of potential stakeholders (both Individuals and organizations) >of alumni to take the CHALLENGE of being TN Takers, SN Supporters (and providers if they have employees that are potential change agents inside an aiesec experience).

II. PROFFESSIONAL (Knowledge & Skills to understand better AIESEC as a complement of The University and “Proffesional-Laboral Life” and Viceversa ). The Center of this Dimension is PROFESSIONAL DEVELOPMENT that ensure Integral Aiesec People [Multidisciplinary in Practical and Academical Terms) . Is basically the dimension that cares for the development of aiesec People in order to deliver ALL the things that are FUNDAMENTAL for the current performance of the members and future performance of our Alumnus and POTENCIAL TRAINEES so we need to focus this on the “Standard Professional Skills” AIESEC have inside the X programs. Besides of Development of the People in Aiesec in Prof. Terms, one of the main goal of this Dimension is EMPOWER AIESEC People to Train themselves and to BE PART OF THE X PROGRAM OF AIESEC at LEAST 1 TIME (but if the conditions allow it even GO ABROAD 2 and 3 Times). This at the same time support the Growth of X cause the individual contribution to the results is depending in a big part by the fact of the aiesec people are “customers” of our “product” and in the other side they need to interact with the external environment as professionals meanwhile SELL AIESEC to potential X Partner Organizations to be coherent with the credit policy in each X they access.

III. PERSONAL (Behaviors & Attitudes + Profiles that warranty the UNIQUE IMPACT AS CHANGE AGENTS AFTER AN AIESEC EXPERIENCE). The Center of this Dimension is PERSONAL DEVELOPMENT (in areas such Entrepreneurship , Social Responsibility, Cultural Sensitivity etc) . Is the Biggest Dimension and it need a lot of research and requires to be very specific and easily “differentiable” to avoid non perceptible differences between the Profiles of the people.

(b) Contents or “Thematic Blocks” that are the Areas that people need to understand by each Dimension (c) “AIESEC Matters” or Groups of Clasified Activities (d) Banks of Activities + “AIESEC Tasks-Duties”

3. Develop a “Competencies Model”(Knowledge+Behaviors+Skill) that support all the things people need to Achieve in Each

Field/Area in the 3 Standard AIESEC Learning Dimensions. 4. Design a Knowledge Management Platform to Address People into the Right OnLine & Off Line Resources that allows

each individuals get any File that help the Learning Development that we consider necessary to provide Self-training and train others.

5. Develop a Mentors Model and a Tracking System 6. Find and execute the necessary changes and Implications in each Aiesec Subsystem. (Org. Struct./People System/Info

Sys, Finance Core Work) 7. Insert Learning Structure in Planning and see Possible changes in the Identity and Branding. 8. Analize merging opportunities outside generated by the change of the Intern Mindset 9. Create a Pilot System to Proof the viability of the changes and continuity of the model. 10. Arrange Projects that Include the Model of Learning as a Whole (Concept of Integrating-Structured Learning) but avoiding

the past “ERROR” of Separating the X from the Projects. I mean: ALL the projects that are the future of Learning MUST INCLUDE TRAINEES INCOMING and/or TRAINEES OUTGOING.

C. Your motivation to stand for an MC position

1. Why do you want to work in the MC?

R/ CAUSE I THINK THE MC IS THE POSITION IN AIESEC THAT ALLOWS YOU TO UNDERSTAND AIESEC FROM THE GENERAL COMPLEXITY OF THE GLOBAL STATE CAUSE IS THE BRIDGE BETWEEN AI AND OTHER MC,S AND LC,S, BETWEEN THE GLOBAL AND LOCAL MARKET AND THE GLOBAL AND LOCAL LEARNING INICIATIVES. 2. What would you gain and what would you loose by working in the MC of AIESEC Romania 2002/2003? R/ GAIN: More International Experience, Understand the Network of East AIESEC Countries in Europe that are the Future Benchmark of Global Learning in AIESEC, Meet the culture of the East Region which I consider one of the most attractive in the world (my p oint of view), see just another perspective of AIESEC, the pleasure of making a personal, Professional and AIESEC Contribution (from my experience in a Country that is Leading Learning Initiatives Globally. Meet People and get new friends and alliances. LOOSE: to postpone my International X Traineeship for 2004, the rest is only for gaining. 3. What would be the first 3 objectives of your term, as MC member?

SOUND THE REAL/INTERNAL LEARNING NEEDS TO GET A CLEAR SPACE TO BUILT/REBUILT OR FOLLOW THE STRATEGY

DELIVER AN EFFECTIVE – OPERATIONAL LEARNING MODEL FOR AIESEC IN ROMANIA THAT ENSURE IMPACT AND GROWTH IN X

TRAIN & EMPOWER LC,S IN THE LEARNING MODEL TESTING, IMPLEMENTATION AND MEASUREMENT 4. What would be the major challenge of AIESEC in Romania for the next 2 years? R/ TO IMPLEMENT A LEARNING PLATFORM THAT FACILITATE... X GROWTH AND IMPACT, DEVELOPMENT OF AIESEC INDIVIDUALS, DEVELOPMENT OF STRATEGICAL MULTISECTORIAL PARTNERSHIPS, BETTER COMMUNICATION AND UNDERSTANDING OF THE BRAND AND IDENTITY, RESOURCE ALLOCATION AND GLOBAL-INTERNATIONAL OPPORTUNITIES, LONG TERM PLANNING & CONTINUITY 5. How do you see the role of AIESEC in Romania at international level for the next 2 years? R/ AS ONE OF THE AIESEC COUNTRY LEADERS OF EASTERN EUROPE AIESEC IN ROMANIA IS COMMITTED WITH THE YOUTH AND INSTITUTIONS OF THE COUNTRY AND ANOTHER COUNTRIES, TO DEVELOP AN DELIVER PEOPLE WHO ARE LEAVING A RELEVANT AND IMPACTFUL TRACK IN THE ROMANIAN SOCIETY AND THE TRAINEES ARE HELPING TO DEVELOP THE COUNTRY AND THEY ARE MAKING SMALL BUT IMPORTANT-VISIBLE CHANGES IN THE COUNTRIES ABROAD. 6. What is the contribution of AIESEC in Romania in achieving AIESEC 2005? R/

IMPLEMENT A NATIONAL INTEGRATED – STRUCTURED LEARNING MODEL THAT FACILITATE AIESEC OPERATIONS

AIESEC IN ROMANIA IS STARTING TO CREATE PEOPLE WITH STRONG LEADERSHIP CHARACTERISTICS AND PROFILES ACCORDING WITH THE NEEDS OF ITS SOCIETY AND ENVIRONMENT

TROUGH STRONG AIESEC INVOLVEMENT FROM STAKEHOLDERS [1] (AIESEC INDIVIDUALS MAINLY) AIESEC IN ROMANIA IS INCREASING CONTINOUSLY AND IN AN EQUILIBRATED WAY (BOTH LOCAL AND NATIONAL) ITS X NUMBERS [AIESEC INVOLVEMENT BASED ON CORE WORK PROCESS RUNNING AND EMPOWERING LEADERSHIP POSITION IN THE AREAS THAT SUPPORT “X & LEARNING”]

REBUILT AN STRONG BRAND THAT HELP AIESEC IN ROMANIA TO RAISE COMMITTED X & L PARTNERS [STAKEHOLDERS 2] AND FACILITATE UNDERTANDIND OF AIESEC FROM THE EXTERNAL ADVISORS

TROUGH THE CREATION OF NEW COMPANIES AND NGO,S, ROMANIAN ALUMNI [STAKEHOLDERS 3] ARE ACTING IN A SOCIAL RESPONSIBLE WAY WITH AIESEC AND THIS COMPANIES AND FUNDATIONS ARE TN TAKERS/PARTNERS AND SN/TALENT PROVIDERS AND SUPPORTERS.

EDUCATION & LEARNING TROUGH VALUES (AIESEC VALUES) IS BECOMING THE STRONGEST MANAGEMENT WAY IN AIESEC.

D. Functional questions

Please answer to the questions belonging to the area you are running for, delete the others:

MCVP Learning 1. Make a short analysis of this area of AIESEC in Romania. (in terms of member development and service & learning) R/ MEMBERS DEVELOPMENT AREA HAS HAD ENOUGH RELEVANCE BUT IS NOT AN ORGANISED AREA SINCE LOTS OF YEARS AGO. THIS IS THE PROBLEM OF ROMANIA AND THE MAJORITY OF THE COUNTRIES. NEW PEOPLE IN THE LC,S USE HR TO WITHDRAW X AREAS CAUSE IT SEEMS LIKE THE “EASY” AREA TO START THE WORK IN AIESEC. WITH THE LAST TRENDS IN HR MANAGEMENT IN THE WORD AND INSIDE AIESEC SOME CHANGES HAS OCCURRED THAT ARE

FACILITATING THE UNDERSTANDING OF HR MANAGEMENT IN AIESEC BUT IT IS NOT ENOUGH. MEMBER DEVELOPMENT HAS AREA HAS TO BE THE AREA THAT COMBINED WITH S&L NEED TO PUSH THE CREATION OF REAL CHANGE AGENTS BRANDED BY AIESEC AND OBVIOUSLY PUSH THE X GROWTH. IN THE SAME ORDER OF IDEAS SERVICE IS JUST THINKED AS THE “”BORED”” SUBAREA. X LOGISTICS SPEND LOTS OF TIME AND RESOURCES AND ITS PLANNING IS REALLY A “KARMA” AND THE STAKEHOLDERS COMPLAINS ARE DAY PER DAY MORE HARD TO SOLVE. SO, THE ROLE OF LEARNING IS JOINING THE SYSTEM AS THE CORRECT WAY TO MANAGE EVERYTHING RELATED WITH COREWORK BUT SUPPORTED BY THE THE “BEST SOLUTION EVER” THE AIESEC INVOLVEMENT. MORE PEOPLE ARE UNDERSTANDING THE RELEVANCE OF THE INTEGRATING ALL THE STAKEHOLDERS AS THE KEY FOR EVERY ACTIVITY AND SOLUTION. THE CURRENT SITUATION OF THIS INTEGRATED AREA S&L IN AIESEC IN ROMANIA (ACCORDING TO MY PERCEPTION) IS SIMPLE:

BESIDES OF THE HUGE QUANTITY OF INTERESTING ACTIVITIES PEOPLE NEED TO CREATE THE FINAL MINDSET OF GLOBAL LEARNING MODEL/TREND AND UNDERSTAND HOW IMPLEMENT IT.

THESE AREAS NEED TO BE PERCEIVED AS A NEW KIND OF HR MANAGEMENT BUT WITH A DIFFERENCE ONE OF THEIRS IS ONLY FOR ADMINISTRATIVE ISSUES RELATED WITH PEOPLE AND THE OTHER ONE IS TO INCREASE THE RELEVANCE OF AIESEC, THE IMPACT OF THE SERVICE AND THE GROWTH OF CHANGE AGENTS TROUGH INTERNATIONAL EXPERIENCES AND X TRAINEESHIPS.

ROMANIA IS STILL NOT EMPOWERED WITH THE IDEA THAT IN THE FUTURE AREA OF S&L WILL MORPH INTO PROJECTS THAT WILL HAVE THE X COMPONENT IN EVERYTHING INVOLVED.

THAT’S MY PERCEPTION!!! 2. Please describe how this area can support the growth in Exchange R /

MEMBERS GOING ABROAD INTO AIESEC X PROGRAM (EACH MEMBER AT LEAST ONCE, AND IF IT IS POSSIBLE GET 3 AND EACH TIME ACCORDING TO THE CREDIT POLICY... RAISE AT LEAST 1 MT TN PER X OPPORTUNITY TAKEN)

SN,S AS PART OF THE AISEC INVOLVEMENT HAVE AS A FIRST TASK TO SEARCH+FIND TN,S AND MATCH FOR THEMSELVES, RECRUIT POTENTIAL SN,S AND HELP THEM TO MATCH THEIR TRAINEESHIPS.

TRAINEES WORKING ON MARKETING TEAMS AND MAKE RE RAISING IN THEIR OWN COMPANIES (WHERE THEY ARE WORKING)

EVERY MEMBER AND TRAINEE IS MENTOR OF AN INDIVIDUAL OR TEAM OF AIECESER IN MARKETING AND/OR DELIVERY

RECENT ALUMNI CREATE COMPANIES AND FOUNDATIONS THAT ARE NICHES FOR TN,S AND SN,S 3. Please comment the actual Member Development Process and tell us what kind of improvements are needed to be made next

year? R/ I THINK IS A GOOD STANDARD MDP, EVEN IS VERY SIMILAR TO THE MDP,s IN OTHER COUNTRIES. SO IS POSIBLE THAT IT NEED SOME STRONG AND SPECIFIC ADAPTATION RELATED WITH THE GLOBAL LEARNING TREND. IN ONE OF THE QUESTIONS ABOVE I RELATED SOME OF THE POSSIBLE CHANGES IN THE HR MANAGEMENT MODEL AND CURRENT MDP @ ROMANIA WHEN I TALKED OF DIMESIONS OF LEARNING AND ADAPTATION BASED IN COMPETENCIES. (Please See The Answer of the Q 7 of the Numeral B for AIESEC Experience) 4. What are the challenges in terms of Human Resources when one LC starts to implement X teams structure ? Please give us your

solutions, also . R/

COMMUNICATION OF GLOBAL MARKET TRENDS AND X STATISTICS AND STRATEGY (TRAINING IN INFO SYS FOCUSED ON X). (Solution: Motivate and Give access to Use of Info Sys and X Menus of I2 and X Communities)

TRAINING IN MARKETING FOR BOTH SIDES FOCUSING IN SEGMENTATION & SALES FOR ICX (TO BE EFFECTIVE) AND PROMOTION & COMUNICATION FOR OGX (TO ATTRACT THE RIGHT AIESEC INDIVIDUALS)

STRONG PRACTICAL TRAINING AND SELFTRAINING IN AIESEC (AIESEC INVOLVEMENT IS THE BEST SOLUTION) SPECIALLY X FORMS DELIVERY

RESORCE CENTER FOR REFERENCE IN SERVICE

EMPOWERMENT FOR REGISTERING AND TRACKING OF AIESEC INTEGRATED LEARNING ACTIVITIES (SOLUTION COULD BE: INSERT INDIVIDUALS NEEDS IN THE LOCAL PLANNINGS)

UNDERSTANDING OF RELEVANCE OF MEASUREMENT SYSTEM

REMEMBERS THAT> THE 80% OF THE PEOPLE MUST BE FOCUSED ON X JUST ONLY 20% OF THE STRUCTURE IS PART OF ADMINISTRATIVE ROLES (OTHER SUBSYSTEMS BESIDES OF CORE WORK)

5. Make a short analysis of the learning activities development process in Romania till now and design some steps for the strategy

needed for next year

R/ SIMILAR TO THE 70% OF THE LC,S AND MC,S AIESEC IN ROMANIA IS IN THE CREATION PHASE IN THE GLOBAL LEARNING IMPLEMENTATION. WHAT THIS MEAN ?. MEAN THAT AIESEC IN ROMANIA HAS LOTS OF ACTIVITIES RELATED WITH LEARNING BUT INSTEAD OF THE EFFORTS OF THE MC AND EB,S PEOPLE DONT UNDERSTAND THE RELEVANCE OF INTEGRATED ACTIVITIES AND BESIDES STRUCTURED ACTIVITIES , TRAINING SESSIONS AND MENTORING INITIATIVES. AGAIN> LOTS AND LOTS OF INTERESTING AND COOL ACTIVITIES BUT THESE ARE ISOLATED ACTIVITIES THAT NOT ALLOW A MEASURABLE LEARNING, RELEVANCE AND IMPACT IN SOCIETY. LC,S JUST PLAN AND TRY TO EXECUTE ACTIVITIES BUT THEY ARE SO BLIND CAUSE ARE NOT ADDRESSED IN THE CORRECT WAY. THERE IS NO WORK FOCUS OR SPECIFIC PROFFESIONAL INTERESTS TO COMPLEMENT THE DEVELOPMENT OR CREATION OF FUNCTIONAL PROFILES IN THE @ INDIVIDUALS. SOME STEPS> 1. CREATE MORE SPECIFIC CATEGORIES TO CLASSIFY BETTER THE LEARNING AND INVOLVEMENT ACTIVITIES 2. INDIVIDUAL PLANNING OF DESIRED ACTIVITIES GUIDED BY EB,S OR MENTORS 3. INCLUDE INDIVIDUALS PLANNING OF LEARNING ACTIVITIES IN THE LC PLANNING (WITH THE TOP ASKED ACTIVITIES

ORGANIZED BY RELEVANCE) AND MC PLANNING AND/OR COUNTRY PLANNING BOTH IN THE SHORT TERM AND LONG TERM PLANNING

4. CREATE A TRACKING SYSTEM THAT CAN BE EASY TO USE BY MC, LCEB,S AND MENTORS 6. Explain the concept of integrated learning and realistically define the stage where AIESEC in Romania should be at the end of the

2003-2004 term? R/ THE CONCEPT OF INTEGRATED LEARNING IS ABOUT INCREASING THE AMOUNT OF JOINT & COMMON LEARNING FOR MEMBERS AND TRAINEES BUT ALSO INTEGRATED INCLUDES TAKE IN ACCOUNT THE DOTS OF AIESEC WAY IN A LOGICAL MANNER, FIND THE RELATION AND INCIDENCE BETWEEN THE AIESEC SUBSYSTEMS. INCLUDE VALUES AND PHYLOSOPHY. RUN CORE WORK BUT UNDERSTANDING THE IMPORTANCE OF MARKETING IN LEARNING AND VICEVERSA. ACCORDING TO THE REFERENCE DOCUMENT OF IC 2002 RELATED TO INTEGRATED LEARNING AND THE “SCALE TO KNOW THE LEVEL OF LEARNING IN COUNTRIES AND OFFICES; AIESEC IN ROMANIA CAN GET (REALISTICALLY) THE PROGRESSION LEVEL CAUSE ROMANIA IS TAKING THE INNICIATIVE OF ACTIVITIES BUT NEED TO GET MORE STRUCTURED AND SYSTEMATIC IN THE IMPLEMENTATION AND WORK MORE IN AIESEC INVOLVEMENT OF TRAINEES. 7. What do you see as main challenge in this area for the next year and what is your solution? THEMATIC STRUCTURING ACCORDING THE CURRENT TRENDS AND GET RESULTS FOR X AREAS USING LEARNING AS A POWERFULL WORK/REFERENCE TOOL. SOLUTION> EXTERNAL ADVISORY IN COMPETENCIES DEVELOPMENT

E. Personal information

1. Which are your 3 major strengths and 3 major weaknesses?

S: ANALYTIC, PERFECTIONIST, OPEN MINDED W: BAD MEDIUM TERM MEMORY, ABSENT-MINDER, NOT A GOODLLISTENER

2. What are your personal and professional objectives? (long and short term) PER: ST>SAVE LOTS OF MONEY TO TRAVEL A LOT FOR A SHORT TERM AND MEET THE HIGGER NUMBERS OF CULTURES POSSIBLE. LT>TO GATHER THE BIGGEST QUANTITY+QUALITY OF KNOWLEDGE& SKILLS POSSIBLE, TO HAVE LOTS OF FRIENDS, TO BE HAPPY, TRAVEL A LOT, GET MY OWN APPARTMENT/HOUSE, BUY MY FAVORITE CAR PRO: ST>GET MY ALUMNI DEGREE IN AIESEC COLOMBIA, TO BE AN INTERNATIONAL MC AND/OR BE A TRAINEE, ATTEND A POST DEGREE COURSE IN MARKETING, WORK IN AN ADVERTISING AGENCY, JOIN A GLOBAL NGO LT>CREATE MY OWN MARKETING COMPANY GET A FRANCHISE OF CELEMI IN COLOMBIA, WRITE AT LEAST A BOOK, BE PROFESSOR IN A PRESTIGIOUS UNIVERSITY, GET ALL THE MONEY THAT I NEED TO BE HAPPY, CREATE A FUNDATION 3. What is the most important thing for you in life? Why? KNOWLEDGE: CAUSE WITH LOTS OF KNOWLEDGE YOU CAN GET ALMOST ANYTHING 4. How would your best friend describe you in 3 words? OPTIMISTIC, SMART, KIND

5. Use the space below to make us choose you.

I AM A COOL GUY, WHO WANTS TO MEET ANY KIND OF PEOPLE AND I WANT TO MEET ROMANIA SINCE 5 YEARS OR MORE CAUSE I THINK IS ONE OF THE MOST REPRESENTATIVE CULTURES OF EASTERN EUROPE.

FIRST I HAVE A LONG AND VERY GOOD AIESEC AND MC EXPERIENCE INCLUDING A DEEP KNOWLEDGE+SKILLS OF THE FUNCTIONAL AREA FOR WHICH I,M APPLYING FOR CAUSE MY COUNTRY IS STRONGLY LEADING LEARNING A GREAT TREND/INITIATIVE

MY BACHELORS DEGREE (PSICHOLOGY) IS A GOOD COMPLEMENT TO MANAGE HR + S&L OGX, SERVICE, MARKETING, ORG, STRUCTURE, SOME OF THE GLOBAL STRATEGY, UNDERSTANDING THE BEHAVIOR OF THE EXTERNAL ENVIRONMENT AND THE NEED OF POTENTIAL STAKEHOLDERS.

THE AIESEC STYLE OF AIESEC IN ROMANIA IS THE KIND OF AIESEC CULTURE THAT I WANT TO MEET. SO I HAVE LOTS OF THINGS TO SHARE, TO LEARN AND TO DO TOGETHER

Thank you for filling in this application! Please send it at silviu.ghiorghioni@aiesec.net, silviughiorghioni@hotmail.com and upload it on Romania/National Conferences/M C C.