Narendran Vijayaragavan-LCP Manifesto 2012

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Application of Narendran Vijayaragavan for LCP 2012-13 | The Experience Matters! THE EXPERIENCE MATTERS!

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Vp Stakeholder Management Narendran Vijayaragavan's application for the office of Local Committee President 2012 of AIESEC Chennai

Transcript of Narendran Vijayaragavan-LCP Manifesto 2012

Page 1: Narendran Vijayaragavan-LCP Manifesto 2012

Application of Narendran Vijayaragavan for LCP 2012-13 | The Experience Matters!

THE EXPERIENCE MATTERS!

Page 2: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

Personal Questions

First Name Narendran

Surname Vijayaragavan

Date & Place of Birth 30/3/1992 - Chennai

Permanent Address F8, Shakthi Gomathi, 10 Anna

street, Thiruvanmiyur, Ch-41

Mobile Number +919566071104

Primary & Secondary Email [email protected],

[email protected]

Current Position in AIESEC Chennai Vice President Stakeholder

Management

College & Course Loyola, Sociology – 3rd year.

1. Enlist your academic/professional experiences outside AIESEC relevant for the position. 2. Please give a list of your unaccomplished objectives in the organization.

3. Mention your 5 weaknesses that come in your way to be the perfect

leader. Also, mention two of them you want to abandon and one you want

to carry forward as an LCP.

1. Director (Projects) – Interact Club at the School Level.

2. Secretary – French Association, Loyola College.

3. Co-Founder - Orijinal Productions.

1. Go for an internship.

2. Attend an international conference.

3. Take part in MC/AI workdays.

1. Perfectionism

2. Expectation that everyone should work as hard as I do.

3. Over-enthusiasm – abandon.

4. Impatience – abandon.

5. Multi-tasking – carry forward

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Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

4. When was the last time you thought of leaving AIESEC?

5. What inspires impresses and influences you in life? How can you make

sure you don't influence or impress rather inspire as a leader?

6. What is the difference between ethics and objectives? Give instances when each of them breaks the equilibrium of an ideal state of their co-existence. 7. Enlist your three major regrets in life. (Not in AIESEC)

January 2011, because I was not offered my dream portfolio, but a portfolio

which I specifically mentioned i did not want to do. But decided to stay back

and make the most of what I was offered – turned out to be the best

decision of my life.

What inspires me – passion, commitment and hard work,

What impresses me – achievements and peer respect,

What influences me – my peers, parents and life experiences

A leader can only inspire if he is an example, by displaying more passion,

commitment and working harder than anyone else. In order to ensure that I

inspire rather than impress or influence, I will be a leader who facilitates

and gives other people their own space to decide their what? why? and

how?

Ethics are an extension of principles and values, objectives are mainly

empirical and quantifiable milestones towards the achievement of a goal or

target. When achievement of objectives is only possible by setting apart

ethics and values, the ideal state breaks down.

One of my major principles in life is that I believe in living life without any

regrets, I have not done anything that I regret as of now as all the mistakes I

have made before have taught me something or the other. Regret is a tool

for a person who looks back on his life with a very narrow lens, I believe in

looking forward to life in which everything is possible.

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Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

The AIESEC Experience

1. In a chronological order, list your experiences on various stage of AIESEC Experience better defined in the form of roles and responsibilities taken in the organization.

Dates Position Brief description of role &

key activities performed

Aug ‘09 –

Dec ‘09

Exchange controller

OGX

Was involved in the activities of the

outgoing sector of AIESEC Chennai

Sep ‘09 –

Nov ‘09

OC VP Logistics –

Balakalakaar 2009

Was in charge of the logistics of an

event for 1000 kids.

Jan ‘10 –

Mar ‘10

OC VP Logistics and

UR – Empower

2010

Was given the responsibility of

arranging logistics and managing

university relations of the event.

Jan ’10 –

Apr ‘10 OCP OGX

One of the team leaders for the OGX

portfolio of AIESEC Chennai.

May ’10 –

Jul ‘10

Exchange controller

DT/ET

Involved in raising, matching and

realizing interns for the development

sector.

Aug ’10 –

Dec ‘10

Talent Manager –

TM Cell

Was part of the first TM Cell of AIESEC

Chennai, creation of the member

handbook.

Sep ’10 –

Nov ‘10

OCP NGO Relations

– Balakalakaar 2010

Responsible for getting 2500 children

to the event, managing a team of 3 oc

vp’s.

Sep ’11 -

Present

Member, National

Quality Board.

Member of the NQB and also part of

the team for designing the structure

and functions of the board.

Page 5: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

2. List of the conferences you have attended. Year Conference Location Role

2009 NLDS 2009 Silvassa Delegate

2009 Dec LCONG 2009 Chennai Delegate

2010 JNC 2010 Silvassa Delegate

2010 July LCONG 2010 Chennai Delegate

2010 Dec LCONG 2010 Chennai Delegate

2011 NLS 2011 Delhi-Jaipur Delegate

2011 JNC 2011 Delhi-Jaipur Delegate

2011 July LCONG 2011 Chennai EBC

2011 NLDS 2011 Silvassa Facilitator

3. Your 5 key specializations in AIESEC. Mention tangible achievements for

each of them.

Key Specialisations Tangible achievements

Talent Management Processes Creation of Member handbook in Aug

2010

Event Management (Logistics) Managing Logistics for two back-to-

back events (BKK ‘09 & Empower ’10)

Exchange Process Delivery Managing the delivery of all ICX

internships in Chennai in 2011.

Designing of feedback systems &

Quality Monitoring Processes

Creation of SED’s and EED’s. Quality

reports in 2011.

Crisis Management/Troubleshooting Managing all the quality issues and

complaints during the year 2011.

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Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

4. Divide your AIESEC Experience in two parts Successes and failures. Mention 3 each. Successes Failures

Balakalakaar 2009 Empower 2010

Balakalakaar 2010 The Thundercats (OGX Dept 2) 2010

Vice-President Stakeholder

Management 2011 Unable to win an award.

5. If we have to add/remove/replace/evolve stages in the AIESEC Experience, probably if any, what will that be? 6. What are your opinions on the revised AIESEC Experience? Mention

changes if any

I believe that the current AIESEC Experience cycle of Engagement,

Experiential AIESEC Experience and Lifelong Connection is completely

adequate and defines all the processes and experiences this organization

provides.

Compared to the previous experience cycle, the current cycle is far more

marketable and understandable to externals, also it has actually covered

what AIESEC actually offers to members ie., a leadership experience based

on learning from experiences. I am not able to see any changes in the

revised system, but the challenge lies in offering what it promises to

everyone who engages with AIESEC.

Page 7: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

Organizational Subsystems, Functions and Processes 1. What are the key successes and failures of year 2011-12? Evaluate the performance on the basis of the LC Focus areas.

Successes Failures

Development Sector Summer Cycle for OGX Quality Processes Winter Cycle for ICX Creation of a base for Corporate Sector

Failure of Empower to deliver OGX raises.

Youth to Business and Balakalakaar February recruitment, resulting in pocket recruitment.

University Relations (Sastra & SRM) Client Issues. ER Growth Improper planning & target adherence

leading to trainee flat losses.

2. What are the top 3 Focus areas of AIESEC Chennai in 2012.

•Evolving systems and processes to give members more than what they learn from exchange alone.

•Exposing members to all the opportunities available in AIESEC and enabling them to take part in the Global Learning Environment

Value Added AIESEC

Experiences

•Evolve democratic systems, engage the middle level management more in decision making and planning.

•Increasing knowledge of LC activites and processes across all levels of membership and ensurign transparency in process to all.

Governance and Transparency

•OS systems in place to monitor every stage of exchange process.

•VP Operations & Delivery

•Increase Quantity while sustaining and improving quality

High Quality, High Volume

Exchange

Page 8: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

3. Compare the role of AIESEC Chennai as an LC in National Association, AP GN and Global Plenary from years 2007, 2008, 2009, 2010, 2011 to what will be in 2012.

2007 - Shezaan Hamid

•73 exchanges

•Most Progessive

•1 MC member from the EB

•24th Globally

•Not much involvement in the AP region

2008 - Harish Rajan

•53 Exchanges

•JNC 2008 led to MC debt

•Fall in National Reputation

•Good attendance at AP region's Heros conference

•34th in Globally

2009 - Abhijit Sunder

•60 Exchanges

•Stability to the LC, post the JNC debt.

•TOP GUN LC for Q1 in AP Region

•No mentionable contribution to the global plen

•1 MC Member from the year's EB.

2010 - Advyit Varma

•220 Exchanges

•Most Progessive LC

•Best ER

•Most Progressive Finance

•Best OGX

•Best OGX Globally

•Natcong 2010 Hosting LC & 1 MC member.

2011 – Diwakar Raju – Has been a year of sustainability of operations, stabilization and expansion of client and EP pools, Recognition for event management, evolution of quality and stakeholder relation processes. We had delegates after a long time at AP – Unleash and AIESEC Chennai members are working in global teams. Currently we are 37th in the GIP ICX, 25th in GCDP ICX and not in the top 100 in OGX.

AIESEC Chennai 2012: A LC that is recognized for the brilliant work it has done in

delivering the best possible experiences for all its stakeholders. A LC which is sustainable

in finances, in exchange processes and leadership. A LC whose models are Best Case

Practices for other LC’s around the country. A Local Committee that has “Delivered what

it promised and promised only what it could deliver “The reason I have not mentioned

any awards above is because I know that if we achieve the abovementioned status,

awards are nothing but a formality, for we will have achieved what every local

committee everywhere in the world strives to achieve.

Page 9: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

4. What would you want to start, stop and continue in AIESEC Chennai in terms of the relationship with and Satisfaction of our stakeholders: Members, Exchange Participants, Alumni, Clients and Parents?

Stakeholder Start Stop Continue

Members Enhanced experiences

Membership skills analysis

Performance and competency report

Subsidized CEED’s and ILCEP’s

Customized @ Experiences.

Team Building Activities

Re-Start Office Culture

Unplanned recruitments.

Placing members in arbitrarily decided departments.

Leadership roles without members under them to lead.

Exit interviews

Performance Tracking

Manager Job roles – for TL who do not have teams directly under them

Exchange Participants Structured Re-integration.

Matching with countries that have visa issues

Structured Raising and EP selection

Current Operating Procedure & QTF structure for both OGX and ICX

Alumni More active involvement with LC activities.

Local internships for members

More exchange.

Viewing alumni as last-ditch sources of ER income.

Alumni Events

Database rebuilding, monitoring and updating

Alumni FB group

Client More personalized approach.

Client Relations Mgmt systems

Evolved and automated Feedback mechanism for clients –compulsory

Involvement in LC activities.

Local internships for members

Raising clients who do not understand or relate to the organization.

High Volume Clients like Amazon

Multi Dimensional Partners who provide support apart from just exchange. Eg:Sri City

Parents Calendar for LCM’s, pre-intimation for city parents regarding meeting

Using AIESEC as an excuse for other things.

Database.

Page 10: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

Minutes/report of lcm sent to parents

Bi-annual competency & skill report.

Informing parents about conferences, agenda sent to them as well.

Transparency of functioning.

Universities Building better relationships with colleges

Small college based events

Partnering with college clubs for events and for promotions

Showing aiesec as a leadership curriculum to universities

Education Support Board.

5. Briefly analyze the current state of financial systems in the LC. How do you see the financial systems evolving in the coming year, what would be the changes you would want to bring about in the approach towards the current thought behind the Financial Management.

The current state of financial systems good but there are a few red flags which need to be corrected they are:

A complete lack of transparency and functioning

Budgeting issues

Bank account signatory issues and net-banking

Page 11: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

6. Please mention the processes, ideas or initiatives you will bring in to improve the financial management in terms of: 7. What should be done to improve the following?

-Financial accountability

Finance Task Force consisting of LCP, VPF and 3 other EB members.

FTF Meeting for all important financial decisions

FTF Meeting minutes published online to the LC

Finance Structure so that Finance managers of portfolios and events are the first responsibles, till the money/cheque is handed over to the VPF or any other person designated by the FTF

- Realistic Budgeting

Year budget for ideal/moderate/worst case scenarios

Bi-Annual budgeting

Pool analysis to be done before exchange income budgeting - Transparency and Financial learning.

Post-event budgets and ER client list released to the LC

Quarterly budget statements and monthly bank statements released to the LC

Finance mangers to take department learning sessions at dept meets

Investment in members

Continuing the current RnR campaign, learning events as prizes

Investment in CEED’s and Internship subsides

-Cash Tracking

Finance mangers track exchange and non exchange incomes in specific departments

Reducing the amount of liquid cash in member hands

Bills, vouchers and invoices made mandatory before releasing cash from LC.

-Profit maximization

Focus on in-kind raising.

Focus on sustainability rather than profitability -Automated financial governance

Usage of AIESEC finance.net

Page 12: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

8. What are the areas where AIESEC Chennai will pioneer?

-Information system (myaiesec.net) knowledge of members

Utilization of AI tools and resources to understand the new system

Regular training and refresher instructions at the department & team level

- Virtual platform optimization

Usage twinned with the new Value Added AIESEC Experience System, thereby having regular training and skill-building workshops conducted by EB,MB & GB members for the LC

Utilization for both internal and external marketing campaigns to increase brand visibility

- Campaign management

Campaign mangers to be appointed to manage RnR and Marketing Campaigns.

RnR regular updates are a necessity. - Communication protocols and mechanism

Externally communication protocols need to be strictly adhered to in order to maintain and develop brand image

Internally adopt a less structured and more interactive communication mechanism and structure so as to ensure high levels of communication and knowledge transfer.

1. Value Added Member Experiences.

2. Customized and Localized, Internal and External Branding and Marketing

Campaign.

3. Alternate revenue stream apart from exchange service and events

(Education and Training based Project).

4. Stakeholder Relations and Engagement.

5. GIP OGX – Due to the high number of technical graduates in the city.

There is a gap of more than 3 months in general between course

completion and job beginning, this is an ideal market and time to tap

into the GIP market as this is also a global push area.

Page 13: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

9. SWOT AIESEC Chennai at the end of 2011. Discuss your strategies for threats and weaknesses. Strengths:

OGX (SRM Partnership & SASTRA-NIT)

OGX IR

Expansion of client bases across sectors

Successful DT Projects

Info.Mangement

Mutual Partnerships

Good Event Branding

Delivery Structure

Sustainability in BD

Satisfied LBOA

Weakness:

Poor publicity for projects

Communication issues

Failure of summer cycle

Lack of realization in Q4

Losses due to low target adherence (Trainee Flat Losses)

Poor branding from last year

Lack of Big-House Media coverage

Delay in implementing delivery structure

Financial Opacity

Low respect for timelines

Opportunities

Good pipeline at the end of Q4

New projects

Satisfied clientele

Defined delivery structure

Good finances

Good membership

Sufficient pool for feb recruitments

Threats

Bad branding

Quality issues

Failure of summer cycle

Membership issues

10. How will you ensure growth in External Relations next year? Give a list of your suggested ER products with corresponding potential market DIFFERENT from year 2011 for 2012.

Strategies for counter-acting the weaknesses and threats will be given in the portfolio

specific questions and the LC Plan Annexure.

Page 14: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

11. How will you make sure that you are cultivating, developing and pipelining the middle level management? How can you make your MB as competent as your EB? List down strategies to ensure HIGH ACCOUNTABILITY amongst the MB of 2012-13.

12. Give your plan to ensure HIGH amount of personal effectiveness and efficiency in at each level of Organizational Structure in 2011 in the order of LCP, Executive Board Members and Management Board Members, Project Managers, GB members and new recruits.

Interms of external relations it is hard to provide improvements for what has

been for two years running the best in the country. Only change next year is

the cancellation of Empower as an event, and holding small scale events in

individual colleges as a part of the L.E.A.D initiative, with the help of interns

and clients and a global village.

Potential Clients for LEAD & GV – Organizations with a strong student

orientation for LEAD (but it will not be that necessary because since it is

conducted in small scale at college auditoriums, funding need is minimal. For

GV, travel agents, companies which are trying to project an international

image etc.

MB Training days need to be restarted

Transfer of knowledge and skills to MB members by respective VP’s

individually

MBM’s to have target v/s achieved updates for every single MB

member.

MB transitions, in Q1 and throughout the year when there are changes.

- LCP:

Personal effectiveness as an LCP is not a choice; AIESEC is not longer a

voluntary organization.

Accountability to the EB

Creation of an Alumni Supervisory group on the lines of the AI

supervisory group.

-EB

Weekly Targets, Immediate repercussions incl. Cancellation of

subsidies, Denial of speaking rights, Denial of voting rights.

Accountable to the LCP, EB, MB and LC

Page 15: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

13. What do you think is the key motivation for the current membership and what are your plans to ensure motivation amongst the membership throughout 2012? 14. How will you deal with lack of adherence to targets across the EB, MB and GB?

Current Motivations: AIESEC Culture, Personal Growth, Friendship and

bonding with other members, Team identification, conferences and fun aspect

of AIESEC.

Motivation Plans:

Bi-Annual RnR Campaign on the lines of Octo-Nova Fest.

The League – Campaign for departmental awards with departmental

activities like Sports LCM’s, CounterStrike Tournaments etc apart from

weighting departments purely on performance.

LC days

Member of the month

EB – weekly targets, proper planning and repercussions for non-

achievement

MB – Achievable targets, meetings to discuss performance of individual

and team, RnR systems

GB – Appraisals, RnR systems, member of the month, regular meets with

TL’s if there are issue, if not solved go though hierarchy of VP, VP TM.

-MB

Accountability to the LC and rest of the MB.

Fortnightly-Monthly MBM’s where targets/achieved for every team will

be informed to the rest of the MB.

-Project Managers and GB Members

Target & Performance Tracking

Dept and OC level training

RnR systems

-New recruits

Properly documented Personal Goal Setting and Alignment.

Knowledge management, mentoring and coaching along with skill

building.

Page 16: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

15. AIESEC Chennai has faced a huge problem of lack of availability of sufficient ICX supply in Q3, affecting overall performance. How do you plan to make sure that forms are being matched continuously throughout the year? 16. What are your plans and strategies to ensure improvement of number of the number of matches and overall performance in the corporate sector? 17. How do you plan on taking forward the growth in the development sector and ensuring better performance in 2012?

LC-LC Partnerships

Capitalizing on MC partnerships

Reverse Matching

CEEDers from AIESEC Chennai working alongside LC’s abroad to raise

LC specific forms.

LC-LC Partnerships

Capitalization of social media for advertisement of LC forms and

experiences

Raising proper defined job roles

Time based matching system.

Database of CV’s continuously collected and maintained depending

on major areas of client bases, so as to have a ready supply of CV’s

to present to clients.

Matching teams to be in-place from the beginning of the year

Capitalizing on current large volume clients like Amazon

Capitalizing on SEZ’s. (Mahindra City etc.)

Focussing on client retention

Year-Long partnerships with DT Clients

Subsidized internships

Increasing exchange via Projects Based on Exchange

Raising forms which have pools available.

Page 17: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

18. State your plans regarding the Outgoing Exchange portfolio and how you plan on having a structured raising and matching system? 19. What are your plans regarding stakeholder management? 20. How do you plan on carrying forward the concept of sustainability started in the year 2011 and ensuring that each and every stakeholder is satisfied?

Continuing with SRM and Sastra Plans

Exploring market expansions again to VIT, Coimbatore and

Pondicherry.

Continuation of contracts, selection interviews, ep interview

preparation, culture shock preparation etc.

As long as we ensure that other factors don’t interfere like this year,

we should be on course to reclaim the pole position in ogx.

Enhanced university relations and an educational support group

No position of Vice President Stakeholder Management next year.

Instead a Vice-President Operations and Quality along with a Vice-

President BD and ER specifically for AR and supporting BD initiatives.

Quality Task Force and delivery structure to be kept the same

A TL for Parent Relations under VP TM

Client relations and EP/Trainee relations to be under VP Ops&Q

along with the QTF.

Evolving the OS so that there is no VP SM, as the jobrole has

achieved its purpose. Instead having separated and specialized

positions such as AR,PR and the QTF along with VP Operations will

be a lot more effective.

Ensuring that SED’s are given in, punishments to include non-

consideration of dept for awards.

Strong QTF and functional DTF in every portfolio

DT projects/raises due to BD initiatives with companies (focus on CSR)

Development Support Group.

Small scale events alongside Balakalakaar.

GCDP ICX in SASTRA Expansion

Continuation of current delivery model

Q1 Realization Project (Jointly with the Global Village Event)

Page 18: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

21. How do you plan on improving our brand and external visibility in the year 2012? 22. What are your plans to ensure effective management of membership, talent tracking, appraisals, retention and overall engagement of members? 23. How do you think members will benefit from being in AIESEC in Chennai apart from the regular experience they get?

PR Partner (it has not worked out so far, but if we can get some

mileage out of it, we stand to gain a lot more coverage)

Public figures and Stars necessary to attract media attention to

events.

Memorabilia distributed to returning EP’s, sort of a welcome home

package (T-Shirt, keychains, posters etc).

Functioning website, promotions for partners on it and cross

promotion.

Leadership Blogs and Social Media Capitalization

LEAD Sessions in Schools and Colleges

Look at a Regional or local MUN

Work towards being first choice partner for youth leadership &

youth voice

Highly structured LC in terms of hierarchical structure, but allowing

for two way flow of knowledge, information and ideas.

More responsibilities to the TL’s.

Skill & Choice Based Recruitments and Allocations.

Mentoring – needs to be tracked more effectively.

Quarterly Appraisals.

Job rotation.

Through the Value Added AIESEC Experiences, which is one of my focus

areas members will gain the opportunity to learn skills which the regular

AIESEC Experience work doesn’t offer, they will be learning from, and

teaching, helping and enriching each other’s experiences. Along with this I

also plan on enabling members to attend external forums as a part of their

RnR.

Page 19: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

24. How do you think various stakeholders will benefit by engaging with AIESEC in Chennai? Mention the benefits that each and every stakeholder gets separately.

Clients – Tapping into a pool of skilled international manpower. Engaging

with a group of highly skilled individuals (potential for recruitment into the

organization.

Trainees – Engaging and learning about the culture of India and Chennai,

Working in recognized organizations and learning skills for their future.

Living and working in an multi-cultural environment

Members – Working and learning in a unique global organization,

interacting with corporates, NGO’s and internationals. Local and

international networking.

Exchange Participants – Work abroad in a multi-cultural environment,

learn soft skills and life skills, return and work as a member in AIESEC.

Parents – Engage and see their children grow in AIESEC which will be

enabled through the parent relations plan giving them empirical data

which measures their child’s growth.

Alumni – Network and Reconnect with other alumni, return and again

experience the magic and the feeling of AIESEC.

Universities – Having students go through an international and experiential

leadership training programme, ability of conduct international event is

their colleges

Page 20: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

25. What are your plans of investment in infrastructure and office space? 26. What are your expansion plans? Mention the name of the entity, if any and whether you plan on making it an official expansion in the year 2012.

An office space is a priority, raising in kind will be attempted but

failing which investment will happen in this area as a healthy office

culture can work wonders for LC functioning.

Infrastructure investment will have to happen if we are looking at

exponential growth in numbers, but requirements and targets will

be highly scrutinized to ensure that only required investment and

no losses are incurred.

SASTRA-NIT, Yes it will be legislated as an official expansion at JNC

2012 if the summer OGX cycle goes as planned and a few ICX

realizations are done.

SRM – Not this year, as I believe AIESEC Chennai’s success is still

very closely linked with SRM. I also feel that the members of SRM

are very closely related to AIESEC Chennai and indeed SRM’ites are

some of the best members of the LC. A decision will be taken

around NSC 2012 regarding separations after discussion with LC.

VIT – Try to re-establish connections.

Market Expansions – Coimbatore, Pondicherry, Madurai &

Tuticorin.

Page 21: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

27. Mention your plans to engage EB, MB and GB members in CEEDs, ILCEPs, International conferences and X+Ls? 28. Give a brief outline of the RnR system to be followed in the LC. 29. How will AIESEC Chennai fall in line with national direction and the NSC 2015 goals.

Instead of members going on just internships, members will be

encouraged to go for CEED + Internships + Leadership (C+X+L)

International conference subsidies for Performing EB and MB

members.

We have a lot of non-Chennai natives as members here, for their

summer vacations ILCEPs are a good option.

X+L’s will be encouraged, the only way to promote X+L’s is to

sensitise members on the advantage of the programme, it is

pointless just raising and matching if you cannot believe in your

own organization’s product.

Bi-Annual campaign for RnR will result in easier evaluation of

performance.

Octo-Nova fest rewards will be carried forward.

Retaining of the current awards model.

Alumni award – the reuben javvaji award.

Subsidies, as mentioned before.

Certificates and endorsements.

GIP OGX will be focussed on – in line with global and national

direction.

Increase in both time and volume of impact of events and projects,

ie., post project follow up, more value in events – so that we create

positive impact on society.

Increasing Leadership roles and exchange numbers so that we are

set on the path of achieving the 2015 goals.

Page 22: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

AIESEC Chennai: 2012-13

1. Comment on the Culture of AIESEC Chennai 2011-12. How has it evolved/changed/depleted from the year 2007? How will you ensure culture of excellence, dynamism, holistic experience, mutual cooperation and co-existence? How will you LEAD and MANAGE CULTURE? 2. What legacy will you leave behind as an LCP for the generations to come considering the year 2011?

The culture of AIESEC Chennai in 2011 has been one focussed on

performance and self development. It has been a very practical rather than

an emotional culture, barring a few exceptions. We are a very

performance driven and we are an LC which is focussed on what we as

individuals can gain from the organization.

In the year 2007 AIESEC Chennai were perceived to be “chillers” in the

national plenary, we have grown more focussed, result oriented, and

experience oriented as a local committee.

A culture of excellence will be ensured by a constant focus on

performance, the value added aiesec experience innovation will ensure co-

existence and a holistic experience for all members.

The only way a leader can be called successful is if his successors are able

to scale greater heights than him.

That being said, I want to leave behind a local committee of highly skilled,

motivated leaders. Who are the best at what they do in every aspect of

the organization and are in a position to readily challenge the best local

committees in the national and the global plenary.

Page 23: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

3. If at all you wish to bid for a conference in year 2012, which one will that be? How will you make sure that you generate maximum profit from it without it being interfering in your plans? 4. Give your plans ideas and innovations to ensure that AIESEC Chennai has a high performing Q1. 5. Give department wise exchange targets for Q1.

Portfolio Raise Match Realization

Development 65 40 50

Corporate 30 20 30

OGX 130 100 0

Total 215 160 80

The only conference I want to bid for is NLS 2013, depending on the LC’s

finances at that point. It will not affect the performance because it will not

affect the matching cycle of the year, and by the time we start

preparations, our year will be at a strong position so performance even if

it drops damage will be minimal will be minimal. Profit maximization can

be done by a long planning process before the actual work begins,

ensuring that we choose the most profitable options without

compromising on quality of the conference.

Highly structured and planned transitions for the EB.

MB transitions.

Building pipeline by the incoming EB in December 2010.

OGX LEAD Sessions and Global Village in Q1 for OGX.

Q1 realization Project – Planning and forms up in Dec 2010.

Focus on matching Amazon forms, along with pre-existing TN forms

Timeline based raising and matching for all forms.

Page 24: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

6. How will you make sure that you are optimizing your performance as an LC in Q3 which has seen a major drop in performance throughout AIESEC India in 2011? 7. What is your Theme?

Major reasons why performance drops in Q3

a) August Recruitment begins

b) People just return from summer vacations

c) Post-JNC feeling of lethargy

d) Higher stress and fatigue levels due to busy summer cycle.

e) Time lost in managing peak realization

f) Low number of forms on system for GCDP ICX and OGX

Solutions

a) An LC day or a July LCong to increase motivation levels

b) Effectively engaging members who return home for holidays

c) Separate Delivery team

d) Ensure availability of forms through partnerships and returning

CEEDers.

e) More focus on winter cycle research and raising.

My theme is

The Experience Matters!

Why?

Because whatever we say AIESEC offers, the core of all the work, products

and branding we do is the AIESEC Experience. Members alone don’t go

through the AIESEC Experience, anyone and everyone who we interact, work

with or impact goes through an experience with AIESEC. To them that is the

AIESEC Experience, that is their AIESEC Experience! It is my theme because

that is what my entire term will focus on, ensuring that we come up with

plan, processes and implement them so that anyone be it a trainee, client,

member, parent, alumni, EP or even a person attending an event of ours, we

ensure that they have the best possible experience with AIESEC Chennai no

matter how short or long the interaction is!

Page 25: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

8. What according to you will be the role of the LCP of AIESEC Chennai in Focus Commission 2012-13? 9. What is your plan or Alumni Relations in year 2012? How will you make sure you have an access to the biggest ever pool of alumni? What structural changes you need to have in OS to make sure LC has amazing Alumni Relations?

The focus commission which comprises of all the LCP’s of AIESEC India is the

highest legislative body in the national network. The role of the LCP of

Chennai will be to,

Project and ensure that the good work of AIESEC Chennai is

recognized nationally.

To serve as a representative of AIESEC Chennai in the commission, so

as to safeguard the interests of local committee.

To observe and learn the best case practices of other successful local

committees and if possible implement and increase performance and

deliver better experiences in Chennai.

Alumni relations have been largely repaired and bettered in 2011, in 2012

alumni relations should be focussed on effectively engaging the alumni in

terms of them providing support to the LC in the form of knowledge or

exchanges, funding support should be avoided.

The current database rebuilding programme which is being run both

nationally and locally will ensure that we have a pool of alumni with the

right details and information about them.

Also apart from structural changes, the view point of AR has to change and

we need to place ourselves in the shoes of the alumni, and deliver the

experience they expect.

Out of the two VP BD’s who are going to be there in the LC, one person will

be tasked with the jobrole of alumni relation and an AR Manager will be

appointed under that VP along with one member working closely with

them.

Page 26: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

10. What are your innovations across all portfolios for the year 2012?

OGX:

1) Removal of empower and instead having a series of smaller events,

sessions in colleges culminating in a global village.

2) Specific team under all the VP’s for GIP OGX.

GCDP ICX:

1) Q1 Development Project.

2) An education based project which is self funded and will provide

funding for most of the other projects as well, thus eliminating the

need to charge clients more.

Communications:

1) Branding campaigns on the lines of “mystory” or “I am an AIESECer”

to increase visibility to programmes based on the current raising or

matching drive. These campaigns will be for both internal and

external branding.

Talent Management:

1) Bi-Annual 6 month Rewards and Recognition Campaign

2) AIESECer of the Month

3) The League – Inter-Departmental tournament, involving fun activities

and parameters apart from performance.

4) Certificates for OC Members, Endorsements for members gaining

alumni rights from the EB/LCP.

Structural:

1) Creation of VP Operations and Delivery.

Page 27: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

11. What is your proposed Organizational Structure of year 2012? Mention EB, MB, GB structure.

Explanation of EB Structure

OGX - One Director specific for all markets apart from SRM, One Director for

International Relations, and one director specific for SRM university

DT – The current structure will be followed

TN – Addition of one more EB member in this portfolio, in order to support

exponential growth in the sector

Page 28: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

12. Design LC calendar for 2012. 13. Attach your LC plan. (Use appendix)

AIESEC is a collective organization, where the team plays a very important

role. This is something that is fact. It will be arrogant and high handed of me

to decide the structure and number of members of the teams and

departments of my Executive Body. During the first planning days of the

year, a comprehensive structure will be devised by the EB of 2012 as a team,

keeping in mind each EB members’ concerns and preferences. As it is the EB

members who are going to be directly working with the MB and the GB.

Refer attached file

Refer attached file

VP Operations and Delivery – Takes over the Quality management and

Delivery aspect of the current VP SM jobrole.

VP BD – One VP BD with specific focus on events, One VP BD with specific

focus on sales of business development products, and multi-dimensional

partnerships and alumni relations.

VP IM – In charge of all Information management systems and knowledge

management processes.

VP TM – All Parent relations processes to come under VP TM along with

normal TM processes

Page 29: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

14. NLS 2013 and AIESEC Chennai.

At NLS 2013, I Envision AIESEC Chennai as,

The host local chapter of an amazingly organized national

conference.

A LC that is recognized for the brilliant work it has done in delivering

the best possible experiences for all its stakeholders.

A Full Member of the AIESEC India Plenary.

A LC which is sustainable in finances, in exchange processes and

leadership.

A LC whose models are Best Case Practices for other LC’s around the

country.

A Local Committee that has “Delivered what it promised and

promised only what it could deliver”

The reason I have not mentioned any awards above is because I know that

if we achieve the abovementioned status, awards are nothing but a

formality, for we will have achieved what every local committee

everywhere in the world strives to achieve.

Page 30: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

General Questions

1. Why did you decide to run for LCP, AIESEC Chennai for any other responsibility in or outside AIESEC?

2. What is your style of leadership? How can you conclude that what AIESEC Chennai needs is an LCP like you?

I owe who I am right now to this Local Committee. It is a dream that I have

cherished for 2 ½ years and it is an opportunity lead a group of remarkable

individuals who will provide others with the same amazing experience if

not better than what I have experienced in this organization. I have seen

two wonderful individuals grow exponentially in this role before and I am

eager to see what positive changes this role will bring into me. I have

heard people say that the role of an LCP is the most difficult role in AIESEC,

I politely disagree. I think that this role is not difficult but it is definitely the

most challenging, rewarding and insanely life-changing role that this

organization has to offer and THAT is why I decided to run for LCP, AIESEC

Chennai 2012-2013

I believe in the style of leadership that allows constructive two way

communication, one that allows the leader to just point at a direction and

leaves the follower to find his own path enabling him to traverse that

wonderful process of making mistakes and learning from them. A style

that allows brickbats as easily as bouquets but mostly it is the style of

leadership that empowers his followers and readies them to take on the

mantle of responsibility for the future.

I conclude that AIESEC in Chennai needs a leader like me because of the

kind of organization that AIESEC is, the only reason why people work so

hard in AIESEC is passion towards organization. Passion needs to be

nurtured and grown carefully and studiously so that the member is able to

constructively harness his passion for his own, and others benefit

Page 31: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

3. Why should you be not selected as the LCP of AIESEC Chennai 2012? In case that happens, what is your plan B. Remember there must be a plan B.

4. Your AIESEC Chennai DREAM!

5. What role can AIESEC Chennai play in addressing issues like Global Warming, Youth in politics, fighting financial slowdown and building global harmony?

If I was not selected as LCP, then my plan B is to apply for member

committee of AIESEC India, and other countries. I feel that I have a lot

more to give to AIESEC, a lot more to gain from AIESEC so I don’t want my

AIESEC journey to end so soon, because frankly – I am not ready to part

ways with AIESEC, not so soon.

MY AIESEC Chennai DREAM, is a local committee which is sustainable in

every process, a local committee where every stakeholder, every person

who interacts is satisfied with it, a local committee which adds value to its

member’s experiences and a local committee which is true to the values

and ideals of AIESEC.

Global Warming:

Projects & workshops

Being sustainable as individuals and as an organization, because

before we try to change the world – we need to change ourselves.

Youth in Politics:

We are an organization, that seeks to indirectly impact the society.

By consciously cultivation a healthy sense of social concern, we will

be able to create a new generation of leaders who are concerned

about society and hopefully a few will decide to choose to change

the world by taking up the mantle political leadership

Page 32: Narendran Vijayaragavan-LCP Manifesto 2012

Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013

Fighting financial slowdown:

By supporting enterprises and businesses with low cost, highly

qualified international manpower.

By inviting companies to recruit highly skilled students leaders from

AIESEC Chennai.

Building Global Harmony:

Global harmony can only arise by understanding each other’s culture, this

was the premise on which AIESEC itself was founded, I think the vision and

wisdom of the founders still holds true. There is no better way for this than

international exchange, a few ways we can maximize its impact are

Global Villages

Cultural Education Projects

Peace Projects

Page 33: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

This portfolio wise year plan though it has targets for

every quarter, it is only a provisional target list based

on my belief in the potential of AIESEC Chennai’s

market and the potential of its members. A year in a

local committee is a year of team work by the entire

local committee. I believe a LCP’s job is to plan

strategies and innovations for growth and then it is

for the people who will implement these strategies

and plans – The EB, to decide where those strategies

will lead them at the end of the year. These targets

are not binding to the EB and are subject to change

when the LCP and Executive Body of 2012-2013 plan

for the year at Planning Days. I believe and trust the

team I am going to choose, and I believe that they

have the right to decide their own destiny and path

together as a team.

Page 34: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Key Strategies:

Year-Long partnerships with DT Clients

Subsidized internships

Increasing exchange via Projects Based on Exchange

Raising forms which have EP pools available.

DT projects/raises due to BD initiatives with companies (focus on CSR & Creation of specific DT products to sell to companies)

Development Support Group – a group of clients, and other stakeholders who will support us with references and exchange.

Small scale events alongside Balakalakaar, to increase impact.

GCDP ICX in SASTRA Expansion

Quick conversion from raise-match-realization.

Promotion and packaging of Internships to LC’s abroad.

Continuation of current delivery model

Q1 Realization Project (Jointly with the Global Village Event)

An education based project in schools during June-July, in association with a skill training institution which will generate about 25 exchanges and generate profits which will be re-invested in projects in order to make them self-sustainable.

Ensuring good job roles so as to increase satisfaction of delivery

Moving away from the current system of intern accommodation into a part-LC part-Outsourced model.

Page 35: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Threats:

Bad branding

Failure in international relations, due to failure to provide internships.

Improperly Trained Manpower.

Dissatisfied clientele

Lack of funding to support GCDP internships

Quarter Raise Match Realization

I 30 20 30

II 20 30 30

III 20 20 40

IV 25 30 10

TOTAL 95 100 110

Key Strategies

LC-LC Partnerships

Capitalization of social media for advertisement of LC forms and

experiences

Raising proper defined job roles

Time based matching system.

Database of CV’s continuously collected and maintained depending on

major areas of client bases, so as to have a ready supply of CV’s to present

to clients.

Matching teams to be in-place from the beginning of the year

Capitalizing on current large volume clients like Amazon

Capitalizing on SEZ’s. (Mahindra City etc.)

1 member for every client, two members for high volume clients

Capitalizing on international companies in Chennai.

Threats:

Page 36: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Failure to adhere to timelines of the client.

Poor servicing

Lack of quality in the global pool

Improper delivery and client servicing

Membership issues.

QUARTER RAISE MATCH REALIZATION

I 130 100 0

II 30 30 110

III 40 35 20

IV 60 55 70

TOTAL 260 220 200

Key Strategies:

Capitalization on partnership with SRM and SASTRA

Focus on building university relations in synergy with ER

Instead of Empower, a series of small events in colleges across the city in

the form of sessions and seminars, packaged in synergy with BD as a

international cultural education and leadership training module.

Culminating in a Global Village.

Restarting attempts to partner with VIT.

Exploring market expansions to Coimbatore and Pondicherry.

Rigorous following of Standardized Operating Procedures.

Implementation & Information Management of all EP evaluation

documents, contracts, NOC’s etc.

Page 37: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

LC-LC Partnerships with local committee who have partnered with us

before.

Tapping into colleges which we have not focused before.

Focus on Dual-Experiences

Strong focus on university relations in order to expand markets for both

membership and exchange selling the AIESEC Experience in synergy with

BD to various colleges across the city.

Threats:

Colleges reneging on their partnerships

Summer holidays cut down

Lack of availability of opportunities in countries

Recruitments:

February and August recruitments to continue.

No pocket recruitment, instead associate membership/membership

waitlist to be implemented. In case of unplanned manpower loss, these

members can be upgraded into members.

February recruitment form sales – ideally 800 in order to ensure a good

pool of people to recruit from and also create a base of

waitlisted/associate members

August recruitment form sales – ideally 1000, for the same reasons as

mentioned above, also note that a percentage of associate members will

be upgraded during this process.

A healthy local committee should have a membership retention rate of

75% in order to be sustainable.

Page 38: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Processes:

Strategies & Innovations:

6 month, bi-annual campaign for RnR, will involve continuous rewards

like the current campaign.

The League – A inter-departmental non-performance related activities like

sports LCM’s , Counter-Strike Tournaments etc.

Online webinars by members to teach other members skills.

Certificates and endorsements for members

Performance and competency reports.

Member of the month award.

Finding opportunities of members to get local internships.

Finding external learning forums which members can attend

Well documented personal goal setting sessions

Highly planned recruitments.

MB transition.

TM cell to continue.

Creation of Short Term AIESEC Experiences (STAX’s)

Continuous and regular year-round training.

Talent planning Recruitment and selection

Training and induction

Allocation

Personal Goal Setting &

Mentoring

Continuous Motivation.

Tracking and pipeline

management

Performance management

Value Added Skill Building

Leadership Experiences

Rewards and recognition

Life long Connection

Page 39: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Mentorship blog, and tracking system.

Mentors for the EB from the Alumni.

Members to be given ID cards.

Training for EB and OC regarding interview and group discussions by

professionals.

New tools for selection during recruitments, with the help of a

professional recruiter.

Creation of a Local Trainers Team.

Threats:

Failure of recruitment OC’s.

Sudden drop in membership motivation.

Category Target

Articles 80

TV Instances 30

Radio Instances 1000

Blog & Website hits 5000

Media Partnerships 15

Form Sales 1800

Key Strategies

High level of synergy between communications and rest of the portfolios.

Page 40: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Campaigns of the lines of “my story” and “I am an AIESECer” run and

managed by the LC to increase brand visibility.

Internal and external branding campaign.

More mutual partnerships.

Campus Ambassadors to promote it in campus.

Branding for event.

Threats:

Improper campaign management.

Any issue that affects the brand adversely.

Key Strategies:

Server for storage of documents.

Collection of all possible documents from the year and previous

years, organizing and cataloguing them.

Minutes of LCM in the form of an LCM report

Maintaining quarterly reports, and budgets.

Maintenance of the minutes of EBM’s, MBM’s and dept meetings.

Conducting webinars for knowledge management.

Weekly knowledge quizzes

Main Deliverable for VP IM:

“To create information management systems, that will result in the creation of a

one-stop knowledge library and year records for all the members of AIESEC

Chennai”

Page 41: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Theats:

Lack of cooperation from the lc.

Failure of the team.

Events:

LEAD and Global Village

Balakalakaar

Youth to Business

Peace concert/Impact Week

Event Income Expenses Profit

LEAD and GV 5,00,000 3,00,000 2,00,000

Balakalakaar 15,00,000 6,00,000 9,00,000

Youth to Business 7,00,000 4,00,000 3,00,000

TOTAL 27,00,000 13,00,000 14,00,000

Strategies:

Sale of year-long partnerships

Business development team to work on creating and selling products for

development of exchange

Evolving products to sell to corporates and ngo’s

Products that define the AIESEC Leadership curriculum to sell to colleges.

Project/Product Exchange Generated

LEAD & GV 50 - OGX

Balakalakaar&Footprints 20

Youth to Business 20

Yearlong sales of products 50 –GCDP 30 - GIP

TOTAL 170

Page 42: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Events on a very small scale at colleges and engage and create the

Education support Group

TL for Alumni relations under VP BD for better engagement and enhanced

leverage for the LC

Threats:

Loss of clients due to bad delivery

Poorly designed products

Skewed event du

Operations and innovations will take over the quality management

and trainee relations jobroles of the current VP SM.

Strategies:

Quality Task Force

Implementation of SED’s which will be made compulsory for department

awards

Delivering all the internships during the year

Infrastructure development

Outsourcing of trainee flats.

Hostels to be looked at for accommodation

Threats:

Poor lc culture, with regard to delivering internships

Lack for funds for investment

Page 43: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Financial accountability

Finance Task Force consisting of LCP, VPF and 3 other EB members.

FTF Meeting for all important financial decisions

FTF Meeting minutes published online to the LC

Finance Structure so that Finance managers of portfolios and events are the first responsibles, till the money/cheque is handed over to the VPF or any other person designated by the FTF

Publishing of year budgets, event budget, quarter wise profit/loss statements to the LC on a regular basis.

- Realistic Budgeting

Year budget for ideal/moderate/worst case scenarios

Bi-Annual budgeting

Pool analysis to be done before exchange income budgeting - Transparency and Financial learning.

Post-event budgets and ER client list released to the LC

Quarterly budget statements and monthly bank statements released to the LC

Finance mangers to take department learning sessions at dept meets Investment in members

Continuing the current RnR campaign, learning events as prizes

Investment in CEED’s and Internship subsides

-Cash Tracking

Finance mangers track exchange and non exchange incomes in specific departments

Reducing the amount of liquid cash in member hands

Bills, vouchers and invoices made mandatory before releasing cash from LC.

-Profit maximization

Focus on in-kind raising.

Focus on sustainability rather than profitability -Automated financial governance

Usage of AIESEC finance.net

Page 44: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

December 9th – EB Announcements

EB Transitions

MB Applications

MB Transitions

EB Team/Planning Days

Corporate Sector:

Raising drive

Market Research

Matching of Available forms

Matching in February

Development Sector

Ad hoc raising drive

Team in place for Cultural education project

IR and supply building and partnerships

Matching and delivering Q1 project

Outgoing Sector

Raising drive across universities

LEAD events across colleges

Page 45: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Matching to start from mid February

Communications:

Planning and launching of external marketing campaign for OGX support.

Planning and launching of internal campaign to facilitate matching.

Publicity and media for Global Village and LEAD

Attempting year-partnerships with media houses

Communication databases for all stakeholders established and

maintained

Information Management

Setting up of server and knowledge portal

Data gathering – of all past documents, training manuals etc.

Business Development

OC in place for GV.

Planning for February alumni event

Product packaging and planning for all year events and processes

Sales for Q1 events.

Operations:

QTF in place.

Planning and Delivering the Q1 realizations.

Finance:

Review of past year finances

Releasing of year budget

Finance team in place.

Finance education for LC

Talent Management:

Page 46: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

MB training days

Recruitment OC in place.

Manpower planning

Performance tracking

Personal goal setting

Launching of the RnR campaign

Launching of the league

Search for member development partners

Recruitments

Inductions

Mentoring

Allocations

LC Day at the end of Q1-beginning of Q2

For review of performance in Q1, and planning for Q2.

Corporate Sector

Matching forms for peak realization period

Tapping into new sectors

Development Sector

Continuing raising and matching

Footprints forms on system

Matching mania for peak realization

Outgoing Sector

Summer cycle realizations

Page 47: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

GIP Matching

Business development:

OC for Balakalakaar in place

Sales for Balakalakaar begins

Continuation of sales of exchange products to corporates.

JBM

Creation and expansion of development support group

Communications:

Marketing campaigns for Balakalakaar

Q1 Newsletter

General branding and marketing for AIESEC and its products

Information Management:

Continuation of management of information systems

Regular learning forums (webinars) for increasing knowledge levels

Finance:

Q1 review and health check

Q1 audit

Infrastructure planning for peak realization period

Investment in membership for CEED’s and internships

Talent Management:

Appraisals in april

Campaign for increasing CEED’s

Performance tracking

Training in synergy with IM

Page 48: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

1st Performance and competency report out

LCONG OC applications and selections

LCONG – In july

SASTRA – Legislated as expansion

Corporate Sector

Peak realization period

Y2B preparations

Raising and matching for winter realizations

Development Sector

BKK follow-up

Realizations and matching to continue

HIV-AIDS project forms to be put up and matching

Outgoing Sector

GIP realizations

University partnerships

Raising for winter cycle

Re-integration of EP’s

Business Development

OC for Y2B in place

Sales for Y2B

Q3 Alumni event

Page 49: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Expansion and engagement of support groups.

Communications:

Search for partners for Y2B

Q2 Newsletter

Talent Management:

Recruitment OC applications and selections

Recruitments

Manpower planning

Performance tracking

Personal goal setting

Inductions

Mentoring

Allocations

Appraisals

Finance:

Q2 report released

Q2 audit

Bidding for NLS 2013 depending on lc finances

LCong

JBM

LCP Elections & EB Selections + Transitions

Page 50: Narendran Vijayaragavan-LCP Manifesto 2012

THE EXPERIENCE MATTERS!

Corporate Sector:

Raising and Y2B follow up.

Pipeline management

Development Sector

Winter realizations

Pipeline management

Outgoing Sector

Matching for winter realizations

Winter realization peak

Pipeline management for next year

Business development

Approaching clients and companies in order to ensure good pipeline next

year

Communications

Continuation of Branding Campaigns

Talent Management:

Appraisals

Performance tracking

Leadership pipeline management

Finance:

Q3 report released

Q3 audit

Page 51: Narendran Vijayaragavan-LCP Manifesto 2012

NARENDRAN VIJAYARAGAVAN | EXECUTIVE SUMMARY

THE EXPERIENCE MATTERS!

oday we are on the last legs of our journey towards

sustainable excellence; it has been a wonderful journey.

It has been a journey of hard work, commitment and

passion. But ask yourselves has it been a journey of delivering

the core product of AIESEC. The essence and the uniqueness of

this organization is in the experiences it provides, which no

other organization in this world can. The experiences of

everyone who interacts, works with or works in the

organization is the true product and contribution that we as

AIESEC Chennai give to the society. After people leave

AIESEC no one will talk about their RMR, they talk about the

experiences they went through, the feelings they experienced

those are the things which last for a lifetime.

Join me in 2012-2013 to help enrich those experiences, to add

value the time an individual spends interacting with AIESEC

Chennai. Not only for the people who work in this

organization but to every individual who interacts or wishes

to interact with this local committee because – THE

EXPERIENCE MATTERS!

T

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Letter of Endorsement

14th November, 2011

To whom it may Concern,

It is with great pleasure to endorse the application of Mr. Narendran Vijayaragavan to the position of

Local Committee President for AIESEC Chennai.

I have known Mr. Narendran for a short while now, since 10th September, 2011. But in our a few

interactions both at Sustra University for the Empower Workshop and the few time we have interacted

while he come to TCS and Interns party. I have come to know him as a very focused and intelligent

person who is able to inspire growth and great ambition to the people he is leading. And this was

demonstrated in the few times I gave him the opportunity to address the Sustra University Empower

delegates during my Q&A leadership session.

Having been an LCP, MCP and GST through my AIESEC Career, I noticed that his vision for AIESEC

Chennai is aligned to the Global direction, he possess the same zeal and passion that I have seen

successful AIESECer have. That’s why I am confident enough to write him this endorsement letter even

though I have known him for a short while.

A great LCP has: a Vision, Passion, Empathy and great communication skills plus the strategic mindset

that is able to inspire and provide solutions from within himself and also from the people s/he is leading.

All these qualities I have seen in Narendran.

With all this reasons and more, I fully endorse the Application of Mr. Narendran Vijayaragavan to the

position of Local Committee President for AIESEC Chennai. If you have any questions or need any

clarification kindly contact me using [email protected]

Regards,

Frank Muthusi, Resource Management Group, Tata Consultancy Services MC VP ICX – AIESEC in Singapore 10/11 Global Support Team – AIESEC International 10/11

Page 53: Narendran Vijayaragavan-LCP Manifesto 2012

TO WHOMSOEVER IT MAY CONCERN

SUB: LETTER OF ENDORSEMENT FOR NARENDRAN VIJAYARAGAVAN

My interactions with Narendran began this year as a client of AIESEC

Chennai, through my interactions I have observed that he is professional

and meticulous in the way he goes about his work. He is proactive and

always open to ideas and plans. The responsibility and the sense of passion

that he has toward his organization is stunning. As an individual I found

him to be passionate, intelligent and articulate. It is my belief that he will

do an amazing job as the President of AIESEC Chennai, So I hereby

endorse the application of Narendran Vijayaragavan for the Position of

Local Committee President.

Yours Sincerely

Dr.A.S.Balachander

Founder Consultant ICPDI & CEO ABK Ventures

Phone Number : +919841129098

Page 54: Narendran Vijayaragavan-LCP Manifesto 2012

7Q Industries Pvt Ltd.

30, A J Carcade (1st Floor),

Vallvarkottam Hg Rd,

Nungambakkam, Chennai-600034

Ph: +91(44)28224040, Fax: +91(44)28220909

November 13th 2011 To, Mr Diwakar Raju President, AIESEC Chennai. Mylapore, Chennai-600004.

Dear Diwakar,

Sub: Letter of endorsement.

I am pleased to know that Mr Narendran Vijayaragavan, currently Vice President Stakeholders

Management, has decided to stand for the election to the office of Local Committee President of

the Chennai chapter of AIESEC for the term 2012-13.

As an AIESEC alumnus, I have been working with Narendran for the past 1 year to organize

various alumni activities and to actively re-engage alumni in day-to-day running of your

organization. I am pleased with the efforts Narendran had taken during the year. It is my duty to

bring to your notice, my satisfaction in co-hosting an alumni dinner in the month of June with

AIESEC Chennai for which Narendran had played a significant role for the success of the same.

During my interaction with him at various forums AIESEC has organized over the past one year,

I have observed a rapid progress in his character.

Hence I request you to consider this as a letter of endorsement for his candidature to the above

mentioned position. I would also like to take this opportunity to wish him the very best for all his

future endeavours.

Yours sincerely,

Harish Rajan. K

Junior Project Manager

7Q Industries Pvt Ltd

Email: [email protected]

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Endorsement for Narendran Vijayaragavan

I endorse Narendran Vijayaragavan for the post of Local Committee President 2012-13, AIESEC

Chennai. I have known Naren for the last 2 years and I believe he has the potential and

capability to lead the local chapter. He has been very professional and meticulous in all the

interactions we have had together. He was responsible for the very successful alumni dinner we

had a few months back. His interpersonal skills are excellent and he knows how to manage

relationships with the various stakeholders – be it trainees, alumni or members. It takes a lot of

effort, patience and will to manage these relationships and I congratulate Naren for the

excellent 2 years he has had in AIESEC.

Its time for him to take up higher responsibility and I would vouch for his leadership skills.

Regards,

Vikas Chawla

Alumnus & Former LCP

AIESEC Chennai

Page 56: Narendran Vijayaragavan-LCP Manifesto 2012

TO WHOMSOEVER IT MAY CONCERN

Sub: Letter of Endorsement for Narendran Vijayaragavan for the office

of Local Committee President 2012-2013

I have interacted with Narendran Vijayaragavan through this year, as

his commission head and he has been a committed member of the

national quality board and he has made great contributions towards

the development of stakeholder management in the year 2011. I think

his motivation is above comparison. With this I take honor in

endorsing him as the applicant for the Purpose + Position of Local

committee president of AIESEC in Chennai for the year 2012-13.

All the best to him and other applicants.

Shray Rai Tiwari

VP Operations and Innovations

AIESEC India 2011-12

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To Whom It May Concern I have known Narendran for more than a year now and it gives me immense pleasure to endorse his Application for the Local Committee President of AIESEC in Chennai. Since he got recruited in August ’09, Narendran has always been showcasing enormous passion towards AIESEC and it still remains undiluted. He has been high on Energy since his initial stages in AIESEC and has been a champion performer. His energy got transfused into responsibility & leadership and he became Vice President Stakeholder Management in 2011. .His zeal to do more never fades in AIESEC and his consistency depicts volumes of his dedication towards the organization. He not only has the ability to set new standards but also innovate around to add another dimension to the already existing. . The Three words – Leadership, Excellence & Passion describe him completely and his VP Stakeholder Management for AIESEC in Chennai in 2011 has been the ultimate tale of his skills, knowledge, maturity, endurance, competitiveness and vision to achieve more for the organization and his own self. On a personal note, I have had a chance to interact with Narendran a lot during National Meetings and every time I meet him he surprises me with his amazing balance of maturity and humour. He has a fine blend of intelligence, self‐awareness and positivity, which can keep anyone gripped. Also, he is someone who takes up challenges with full strength and gives in his heart to achieve and reach the zenith. With the amount of time he has spent in AIESEC, his understanding of this organization has evolved exponentially which makes him suitable for taking the next step forward and elevating his learning and contribution towards AIESEC.

Hereby, I Endorse Narendran Vijayaragavan for the Local Committee of AIESEC Chennai, on behalf of AIESEC Kolkata. Regards,

Vaibhav Toshniwal President AIESEC Kolkata

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To whomsoever it may concern

Subject: Official letter of endorsement

My friendship with Narendran Vijayaragavan started from August 2009, the time when

he and I were recruited into AIESEC Chennai. Upon meeting him I still remember myself

thinking he is just a timid little man who may be just passing through the organization.

But my opinions quickly changed after our first interaction where I understood he is a

man on a mission who has great dreams and has all the capabilities for achieving them.

During his AIESEC journey over the last two and a half years Narendran has been part of

Exchange portfolios where he was a Team Leader, as well as Exchange support

portfolios. Apart from this he was OCVP Logistics Balakalaakar 2009, OCVP Logistics

for Empower 2010, OCP NGO Relations for Balakalaakar 2010 and was the EBC for the

July Local Congress 2011 of AIESEC in Chennai. Currently he is the Vice President for

Stakeholder Management for AIESEC in Chennai, the only such Vice President in the

whole of the AIESEC network. He is also a part of the National Quality Board

Structuring Committee. He has managed his team with utmost efficiency and ensured that

AIESEC Chennai achieved a rating of 9 stars for quality. Narendran was and still

continues to be a great source of knowledge whether it is related to AIESEC or otherwise.

Narendran Vijayaragavan is a perfect example of how much of an impact AIESEC can

have on a person for I have seen the amount he has grown as an individual. His maturity,

knowledge, professionalism, hard work and undying love for the organization have

helped bring about various changes in AIESEC Chennai which I believe will help the

Local Chapter grown to great heights in future.

He had stood for the post of Vice President Talent Management for the year 2010-2011

but did not make it onto the Executive Body. I remember talking to him after that and the

only thing he told me was that “It is not about whether I got it or not. It was about the

experience I gained” and this is something I learned from him. Life is not about winning

or losing, it is about the experience. It has been my pleasure to have had Narendran as my

colleague and Co-Vice President of AIESEC in Chennai for the last eleven months and

more than anything it is my pleasure to have him as my friend.

I, Arjun Antony officially endorse Narendran Vijayaragavan for the post of Local

Committee President of AIESEC in Chennai (2012-2013) and wish him all the best for all

his endeavourers.

Arjun Antony

Vice President (2011-2012)

Outgoing Exchange

AIESEC in Chennai, India

Email : [email protected]

Mobile: +91 9789939825

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To whomsoever it may concern

Date : 9th November 2011

Subject : Endorsement for the post of Local Committee President 2012

Narendran Vijayaragavan has stood out as one of the most passionate members of AIESEC

Chennai. Endowed with the gift of earnestness to learn and the skill to accomplish goals, he has

played a significant role in ensuring the smooth running of the Local Committee. Determination

and commitment are his greatest assets that he puts to best use.

He has taken up many responsibilities willingly and performed them to his best potential. He has

proven time and again that he can be trusted and delivers results with excellence. He has played

crucial roles in the events and conferences of AIESEC. He has effectively aligned his personal

and professional pursuits and evolved as an individual through the AIESEC experience. Working

alongside him as a part of the Executive Body 2011 has been a great experience.

With an incredible foresight and vision for the progress of AIESEC Chennai, he has inspired

confidence in many. As a proactive person, he will ensure his efforts are in the best interests of

the local committee. His decision to apply for the post of Local Committee President 2012 has

overwhelmed me and it gives me great pleasure to endorse his application. I wish him the best.

Yours Faithfully

Swetha Viswanathan

Vice President

AIESEC Chennai