iGIP National OCP workshop
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Transcript of iGIP National OCP workshop
iGIP OCP Workshop
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MC LEGOSBUILT TO LAST
1.SDP Guideline
2.New GIP Portfolio
3.Supply Update
4.New JQ Template
5.TN Quality Standard
6.Simulation
7.Wrap up
AGENDA
1.SDP Overview
2.Activeness Tracking tool
3.Q&A
Sales Development ProgramGuideline
WHY SDP?• Increase the number of TN realized per
member• Increase customer satisfaction• Achieve AIESEC 2015 big goal
Sustainable growth for
GIP
• Provide education plan to stretch member capacity
• Provide audit system to keep track member learning Member
development
Content Expected outcome
Customer
SDPEducation Plan
· what to learn (knowledge + skill + attitude)· when to deliver
• Salesman• Matcher
• Intern service
member
LibraryMaterials
SAP Activeness Criteria· Checklist on how to define an active member
Sales Auditing Day (SAD)
· define qualified salesmen· provide next step
Sales star selectionDefine and train potential salesmen into sales auditor
BIG PICTURE
Newbie Junior Senior Master
Salesman
Matcher
Intern service
1TN Ra/ peak>= 2 peak
2TN Ra/ peak>= 2 peak
3TN Ra/ peak>= 2 peak
6 weeks/ TN>= 2TN
4 weeks/ TN>= 3TN
2,5-3 weeks/ TN>= 4TN
NPS: 60 (Promoter: 65%, Passive: 30%, Destractor: 5%)
NPS: 60(Promoter: 70%, Passive: 20%, Destractor: 10%)
EDUCATION PLAN
Salesman Topic PIC Implementation
Product understanding
GIP und.Sub-product und.Compliance
VP+OCP
Review+coaching+training
Business intelligence
VP Training
Skill Market researchBiz communication and behaviorPresentationQuestioning and listeningFollow upObjection handling
VP+OCP
MC
Review+coaching
Library + OCP tracking
Training
Attitude Proactive learningCustomer centric
VP+OCP
Review+coaching+training
Activeness Tracking Tool
• Classify member level
• Goal setting and keep track
• Sales star selection
SAP
National iGIP
Portfolio
SUPPLY
UPDATE● iGIP GOAL: 116 Interns
● ET GOAL: 58 Interns (50%)
ET is currently a sub product in focus of iGIP Vietnam
Timeline
SEPTEMBER
Goal:4
NOVEMBER
Goal :25
MARCH
Goal :1
0
JUNE
Goal :20
AFT 1. AFT2. VN-NZ
Partnership:● 20 EPs – 3 months● 5 EPs – 6 months
1. AFT2. ?
1. AFT2. ?
Peak times of Realization
From 1.7.2014 to 30.6.2015
Next Steps
MC
• Update EP information every week (Monday)
• Track LC performance• Deliver trainings to
VPs, OCPs.• Matching Mania
LC
• Update TN information every week (Monday)
• Update LC performance
• Deliver trainings to iGIP members
• Focus on raising TNs
NEW JQ AND GUIDELINE
I/New Job Questionaire Template
III/ Q&A + Input
II/ JQ Guideline
WHY?
WHAT?
HOW?
New Job Questionaire Template
Eliminate misunderstandings
New adventages
JQ Guideline, Sales practices
Company Information:-
Company Name:- Click here to enter text. Industry:- Click here to enter text.
Representative Name and Position:- Click here to enter text.
Representative contact details:- Click here to enter text.
Supervisor Name and Position:- Click here to enter text.
AIESEC Global Internship Program
The future of your organization begins with the people working for you. For over
65 years AIESEC has provided young global talent to major companies, non-profits,
and start-ups for professional internships that can develop them into the leaders of
tomorrow.
For organizations, AIESEC provides flexibility and a strategic advantage--the
ability to work with future leaders that have specific academic backgrounds,
work experiences, and skills from over 100 countries in major quantity or one
at a time at any time of the year
What can your organization achieve with tomorrow's leaders on your side?
2013
AIESEC JOB QUESTIONAIRE
Contract No.: TN / HCMC / No121212 JQ No.: 1
Exchange Type Global Talent Program (GTP)
Community Development Program (CDP)
Internship Description Internship Title*
Administrator
In which department the intern will be working*
Logistics
Job/Task Description 1* (maximum 200 characters)
Daily: Be a catalyst to get all CNCD employees to start speaking English, Assist in Sales activities
including visiting customers with engineers
Job/Task Description 2* (maximum 200 characters)
Help CNCD revise website, English language, import, export
Job/Task Description 3* (maximum 200 characters)
Periodicially: Assist in Sales activities including visiting customers with engineers
Job/Task Description 4* (maximum 200 characters)
Job/Task Description 5 (maximum 200 characters)
Job/Task Description 6 (maximum 200 characters)
• Short: 3 pages• Specific fields and detailed
information• Easy to complete
• Long: >13 pages• Summary input and assume
information• Time consuming
JQ Guideline
Supervisor Name and Position
Job Description Specific Working Conditions Key results expected from
the intern by the end of the internship
?!!
How to use?
Prepare + understand
Utilize in meetings
Collect input + Enhance
effectiveness
Salesman/OCP: use and feedback for CLO
CLO: enhance JQ guideline and collect feedback
?!!Q&A + Input
TN QUALITY
STANDARD
What to focus
JD is the professional experience we promise to the EP for their leadership development
Because a challenging JD is critical for the outer journey of the EP
The Content
Understanding the issue of JD Clarity in
GIP
Role of Sending and Hosting entity in
solving the JD Clarity issue
Key Activities in solving the issue
What Our Customers Say about the JD Clarity Issue
EPs agree to one JD from the TN form, but actually the JD is
different when they begin working, and not something
they would have agreed to do
The salary the EP receives is different than they agreed or
consistently paid late
EPs’ JDs are not challenging enough or do not include
enough working hours, so the EP is not learning and
developing
What Our Customers Say about the JD Clarity Issue
EPs agree to one JD from the TN form, but actually the JD is
different when they begin working, and not something
they would have agreed to do
The salary the EP receives is different than they agreed or
consistently paid late
EPs’ JDs are not challenging enough or do not include
enough working hours, so the EP is not learning and
developing
Supervision, training, and support for the EP in their role
Implementation of
Standards: Accurate JD
Clear salary process that
is always followed
Throughout Process: RA – MA - RE
THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company, Team, and Role
JD explanation and clarification
Timeline of Activities
Goals of the Company and Team
Area of ResponsibilitiesKey Activities
Agenda of activities during the internship
Working Condition and HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and Team
At this meeting on the first day of realization,
go through the TN form with the
company and the EP to show how each
point of the JD will be lived by the EP
What?The EP’s JD matches the TN form JD or the realization can be brokenThe EP fully compensated
Who?EP buddy ensures the EP’s JD matches the TN form. MC monitors NPS comments to see where JD is an issue
How?EP buddy attends the first day of work with the EP to ensure a clear JD. MC responsible is proactive when EPs complain about JD
Implementation of Standards:
Accurate JD
THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company, Team, and Role
JD explanation and clarification
Timeline of Activities
Goals of the Company and Team
Area of ResponsibilitiesKey Activities
Agenda of activities during the internship
Working Condition and HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and Team
At this meeting on the first day of realization,
go through the TN form with the
company and the EP to show how each
point of the JD will be lived by the EP
What?
The EP has a supervisor who trains them, coaches them, and supports them through their TN
Who?TN Manager ensures this while raisingEP buddy ensures this upon realization
How?At the first day or work meeting, the EP buddy ensures the EP is clear on:- their supervisor- what support and training will be provided
Supervision, training,
and support for the EP in
their role
THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company, Team, and Role
JD explanation and clarification
Timeline of Activities
Goals of the Company and Team
Area of ResponsibilitiesKey Activities
Agenda of activities during the internship
Working Condition and HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and Team
At this meeting on the first day of realization,
go through the TN form with the
company and the EP to show how each
point of the JD will be lived by the EP
What?The EP understands how, when, and who will pay them their salary, and this is always followed
Who?TN Manager clarifies this while raising, EP buddy ensures it happens during realizationHow?Determine in AIESEC or the company will pay salary and when exactly it will be paid
Clear salary
process that is always
followed
THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company, Team, and Role
JD explanation and clarification
Timeline of Activities
Goals of the Company and Team
Area of ResponsibilitiesKey Activities
Agenda of activities during the internship
Working Condition and HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and Team
At this meeting on the first day of realization,
go through the TN form with the
company and the EP to show how each
point of the JD will be lived by the EP
3. Clear Salary Process that is Always Followed
How much
Clarifying the salary process
When Who will pay (AIESEC or the company)?
LCs should have a minimum salary that allows the EPs
to afford basic necessities and
decent accomodation
Salary CANNOT be paid late
If AIESEC is paying the salary, the LC must keep enough financial
reserves to pay their EPs’ agreed salaries for at least the
next month.
What to focus
THE TN QUALITY STANDAR CHECKLIST
Suggested content and criteria for checklist
Purpose of Company, Team, and Role
JD explanation and clarification
Timeline of Activities
Goals of the Company and Team
Area of ResponsibilitiesKey Activities
Agenda of activities during the internship
Working Condition and HR Policies Working Hours
Vacation Policy
Compensation process
Meeting Supervisor and Team
At this meeting on the first day of realization,
go through the TN form with the
company and the EP to show how each
point of the JD will be lived by the EP
NOTICE
minimum of 6 weeks
maximum of 78 weeks
a minimum of 35 hours per week for gip
we don’t have any et tn more than 30 hours/ week
match gip and gcdp
A representative accompanies EP to the work place on the first day of the internship. 1 meeting
SIMULATION TIME
MOCK MEETING using:
New GIP package
JQ question guideline
TN quality standard
WRAP UP!!!!!