Specific Questions

1. Where will you bring innovation and where are you going to leverage on the work of yourpredecessors to ensure sustainable growth on Talent Developmentarea? Mention 3 initiatives thatshould be continued from previous terms and 3 initiatives you would change.

Concerning the previous terms, there are things that should be kept and things that should beimproved, or created, in terms of development of this area.Among the initiatives that should be continued are:

- Full AIESEC XP – even though we are not focusing anymore on X+L strategy, this is an initiativestarted during the 2010-2011 term that should always be continued in order to ensure a totaldevelopment of the people we have in the organization. To this purpose, I would work on Careerplanning for members and promotion of GCDP along with TMP and TLP and not separately, on thedevelopment of the reintegration process and conversion from International Programs to TLP orTMP.

- Coaching from the NST for the VPs – during the 2010-2011 term, the NST members were coaching anumber of LCVPs on Talent Management processes and they were a support for the MCVPTM interms of knowing the local realities and coming with solutions or approaches directly.

- Members’ Education Cycle Creation & Implementation – this is an initiative that is starting duringthis term and should be continued in the next one, in terms of implementation and downscaling at LClevel.

Among the initiatives that I would bring are:

- Leadership Development Program – extension of TLP opportunities to more of our membersthrough externally oriented projects, external preparation and fast prototyping.

- Induction on programmes definition – we need to define what Induction on programmes means andhow we can qualitatively deliver it to ensure that the members we recruit will not be lost afterwards.

- National R&R system – Our members’ engagement to the organization is highly important so wemust motivate them at all times. That is why we should focus on ways to facilitate their access tonational and international conferences, GIPs of GCDPs, if they do not afford it and recognize theirwork and efforts in AIESEC in order to engage them to do even more.

2. Please present a GANTT chart of all the Talent Development activities during your MC VP term,2012-2013.

Month Online Teams Recruitment SupportLeadership Development

Program & MbsMotivation

Members' Education

MayNTTC & ROTMUChair Elections &

Planning

Feedback from VPs for SpringRecruitment

Create national initiativesfor LDS

Launch AIESEC RO R&Rsystem

National CongressNew Structure

Preparation & Guides

June

NTT & ROTMUElections

Platform preparationfor VPs

Materials andprocesses sharing

Asess the Spring Recruitmentresults and processes in every LC

and gather materials used;Present Engagement activities

developed by the MC;

Preparation onLeadership for EBs

LPM agendaguidelines

between VPs

July ITtT promotion andfinal agenda

Create the Recruitment Flow:- Selection One Guidelines- Selection Two Guidelines

- Selection Three GuidelinesCreate sample Recruitment

materials:- Interview guide template

- Assessment Center template- Sample agendas for RTSes or

LTSes

Support in LPMs forcreating Leadership-

based projects for pupilsand students

Support in LeadershipPreparation in LCs

FA preparationframework for

RockMeAssessment with Ebsconcerning RockMe

preparation

Aug.ITtT

LC Visits from NST toLCVPs

Create TTI objectivesGCM usage preparation

Recruitment Flow downscaling toLCs and adaptation

LC Visits from the NST coaches tosupport the implementation

Team Leader AwardApplication Form Release

International CongressDownscaling IC andagenda for RockMe

Sept.

Involvement of NSTsin RockMe

preparationVPs physical meeting

in RockMe

Unfold engagement activities inevery LC and support initiatives to

bring students closer to AIESECDevelop induction activities for all

programs

Launch AlumniScholarship Program

Team Leader ProgramPackaging and Market

Segmentation forRecruitment

RockMERYLF preparationframework and

feedback from alumniand Ebs

Oct.

Recruitment supportfrom VPs

NST work oninduction activities

Support in promotion at nationallevel through media partners

Assess HR needs of each LC andtake measures to ensure support

from MC or other LCs

Assess applicants forAlumni Scholarship

Program

Sample agenda forLTS/RTSes

Support in externalpreparation for LCs -

NTT, MC, NST

Nov.

VPs physical meetingin RYLF

NTT delivery in RYLF,for newies

VPs preparation &coaching for MCC

pipeline

Selection one – First week afterRecruitment

Selection two – During RTS/LTS orafter

RYLF preparation for newies – firstinduction activity

Covered RYLF fees forAlumni ScholarshipProgram winnersLeadership-based

agendas for RTS/LTS inoldies track

RYLF

Dec.

Assessment ofRecruitments in each

LCAssessment of the

TD area at both localand national level -

support for MCCCandidates

Support in induction activitiesunfolded by the LC

Asess the Autumn Recruitmentresults and processes in every LC

and gather materials used;Feedback and improvement on

Engagement activities developedby the MC;

Leadership figurespresent at LCCs

Support in LCfunctional area

preparationCreate framework forSprinCo and feedback

from EBs

Jan.

Assessment of NSTand NTT

Improve the Recruitment Flow, ifnecessary:

- Selection One Guidelines- Selection Two Guidelines

- Selection Three Guidelines- Preparation on Recruitment

(webinars) for newly elected TDVPs

Leadership preparationfor fast trackers

VP TD Transitiontemplate for the

newly elected VPs

Feb.

LC Visits from NST toLCVPs

National Trainers'Congress

TTI Objectives and GCMpreparation

Recruitment Flow downscaling toLCs and adaptation

LC Visits from the NST coaches tosupport the implementation

Unfold engagement activities inevery LC and support initiatives to

bring students closer to AIESEC

Team Leader ProgramPackaging and Market

Segmentation forRecruitment

SprinCo

March Transition

Improve Induction activties forprograms

Support in promotion at nationallevel through partners

Assess HR needs of each LC andtake measures to ensure support

from MC or other LCs

TLP Selection inRecruitment

RTS/LTS agendas onprograms

Assessment in LCs formbs preparation and

guidelines for RTS/LTSagendas

April Transition

Selection one – First week afterRecruitment

Selection two – During RTS/LTS orafter

Support in preparation for newies– NTT delivery, webinars

Develop new nationalintiatives on LDS

Support in FApreparation for LCs

May Transition Support in induction activitiesunfolded by the LC

Present new nationalinitiatives on LDS in NC National Congress

3. How will you manage the communication strategy of AIESEC Romania on TMP and TLP takinginto consideration the local and national recruitment campaigns, projects, initiatives and othercampaigns?

Concerning the communication strategy of AIESEC Romania on TMP and TLP, a very goodcollaboration with MCVP Communication, concerning the message that we want to transmit tostudents is necessary. Since most of the LCs will not have a VP Communication in their EBs, thisproper collaboration is even more necessary. This implies: creating a desired profile for TMP and onefor TLP and market segmentation, in order to see where to emphasize on TMP and where on TLP.Furthermore, we need to assess the situation in every LC, to make sure that the recruitment processboth on promo and selection can be applied and successful.Along with Recruitment planning, we need to plan ahead and come up with Engagement activities toensure our results. For this, we need to assess what has been happening in each LC so far, whatworks and what doesn’t and create proposals from there. The most important thing is to work fromtransition and establish these things in time, because the number of members we will have workingfor all of our organizational objectives depends on it.

In my personal opinion, the fact that this autumn AIESEC Romania managed to align all of the LCs andpromote the same message tells us that the first step in this sense has already been made, so it isonly a matter of ensuring it continues on the next term as well.

4. How will you work on implementing the new structure and what other measures will you take inorder to allign AIESEC Romania to the 2015 vision on Talent Development area or on any others?

In terms of implementing the new structure, a very good collaboration with the MCVP OrganizationalDevelopment is required, to establish the healthiest accountability system and preparation for thenewly elected EBs, considering the very big differences in structure at local level. For this purpose,we must focus on technical preparation about the platform and the processes regarding it that arechanging, about directions from AIESEC International and from the MC team. Furthermore, we musttry to create an alignment at LC level, in terms of where they stand in the implementation of thestructure. Concretely, we need to support the LCs that are having difficulties regarding the structureand use the LCs that are already functioning according to it in order to reach a balance.

In terms of AIESEC 2015, as MCVP Talent Development I would focus on the Engagement stagequality, to sustain the recruitment process (initiatives, strong promotion of AIESEC among students).Furthermore, in order to provide responsible and entrepreneurial leadership, I will focus on theLeadership Development Program, in terms of extending it to a larger group of members, insupporting initiatives and fast prototyping, external preparation and development throughexternally-oriented projects (with students, especially). In terms of being the first-choice partner forcompanies, I intend to work with the MCVP Alumni Development to develop a healthy Heading forthe Future process and increase that pipeline of former members we provide for our companies.

5. Please present your working methodology with the 3 on-line teams you will have to manage(VP’s, NST and NTT).

As MCVP Talent Development, the number of people one has to work with is big, and hard tomanage. That is why, concerning all the three teams, planning ahead is the key.

Concerning the VPs team, the most important thing is to have that physical meeting in NationalCongress and establish together the next steps we’re going to make. That is also higly important forgetting to know all of them and find out more about the LC situation on Talent Development and soon. In terms of ongoing communication, monthly online meetings should be a must, in order to keeptrack of the progress or need of assisstance of each LC. The TD e-mail group is also a must because iteases the communication process and transparency. To increase efficiency, I would encourage toolsand documents sharing from an LC to another, in order to maybe also gain some GCPs.

For the National Support Team, it is important to elect the Chair in due time and meet physically tocreate a plan for the next year and break it into pieces and initiatives. The involvement at team levelshould be minimum, because the Chair is there to facilitate, but the very important part is to keeptrack of his/her activity and make sure that he/she benefits from all the needed support andinformation from me.

The National Trainers’ Team should also keep its NTTC who will have to be elected from the beginnig,a few months before IttT and with whom, as is the case of the NST Chair, a phisical planning meetingis necessary to ensure that everything will go accordingly.

With all of these teams I would also focus on access to external preparation like: professional trainersfor the NTT, HR companies delivery in conferences for the VPs team or HR school and access to HRcompanies and alumni specialized in this field for the NST team.

6. Please present the Educational plan for AIESEC Romania for the next term.

The Educational plan for AIESEC Romania should focus, in the next term, on the following majortopics:

- Functional Area preparation for members and specialists (after Recruitments)- Leadership Development preparation for members to become specialists, specialists and EBs

(May-June for EBs, RYLF preparation)- Preparation in support of the new structure implementation and guidelines from AI (In

National Congress and LC Visits before LPM)- AIESEC knowledge for new members (after Recruitments)- Project management & prototyping for specialists and members (before LPM and whenever

there’s need in a certain LC).-

When creating an education cycle, we must have in mind the following steps:

7. Please present the Recruitment plan for AIESEC Romania for the next term.

Autumn Recruitment 2012 plan:

Month ActivityJune Asess the Spring Recruitment results and processes in every LC and gather materials

used;Present Engagement activities developed by the MC;

July Create the Recruitment Flow:- Selection One Guidelines- Selection Two Guidelines- Selection Three Guidelines

Create sample Recruitment materials:- Interview guide template- Assessment Center template- Sample agendas for RTSes or LTSes

August Create TTI objectivesGCM usage preparationRecruitment Flow downscaling to LCs and adaptationLC Visits from the NST coaches to support the implementation

September Unfold engagement activities in every LC and support initiatives to bring studentscloser to AIESECDevelop induction activities for all programs

October Support in promotion at national level through partners

Analyzemembership

Create anideal AIESEC

XP flow

Create atimeline

Identify keymilestones

of educationcycle

Developspecific

frameworks

Assess HR needs of each LC and take measures to ensure support from MC or otherLCs

November Selection one – First week after RecruitmentSelection two – During RTS/LTS or afterRYLF preparation for newies – first induction activity

December Support in induction activities unfolded by the LC

Spring Recruitment 2013 plan:

Month ActivityDecember Asess the Autumn Recruitment results and processes in every LC and gather materials

used;Feedback and improvement on Engagement activities developed by the MC;

January Improve the Recruitment Flow, if necessary:- Selection One Guidelines- Selection Two Guidelines- Selection Three Guidelines- Preparation on Recruitment (webinars) for newly elected TD VPs

February TTI Objectives and GCM preparationRecruitment Flow downscaling to LCs and adaptationLC Visits from the NST coaches to support the implementationUnfold engagement activities in every LC and support initiatives to bring studentscloser to AIESEC

March Improve Induction activties for programsSupport in promotion at national level through partnersAssess HR needs of each LC and take measures to ensure support from MC or otherLCs

April Selection one – First week after RecruitmentSelection two – During RTS/LTS or afterSupport in preparation for newies – NTT delivery, webinars

April-May Support in induction activities unfolded by the LC