LCVP APPLICATIONS

AIESEC ABIDJAN SUD [15.16]Application specifications:

The application should be in PDF format. Your application should include:

A proof of appurtenance to the organization for more than 6 month delivered by LCVP TM or LCP (Compendium)

A proof of financial regularity toward the LC by LCVPF&A

A proof of participation to a national /international conference (Compendium)

An endorsement letter from an EB member ( LC / MC)

The amount of 5000 FCFA with LCVP FLA for election. (Not valid for international applicants)

Name your application: Your name_Position_AIESECAS15.16. E.g.:MICKAEL_ADJE_LCVPTM_AIESECAS15.16

Applications should be sent to the following addresses: adje.mickael@aiesec.net and yavo.flore@aiesec.net

before the 15/04/2015 23:59 GMT.

Only applications respecting these specifications will be considered. Delayed applications, even of a minute and

in case of computer disfunctioning will not be considered as valid. We therefore highly encourage you to submit

early applications. For any questions please contact : +22547727184 / Skype : adje.mickael / Fb : Mickael Adje

Application DDL

Applicantionsreview

Applicants announcement

27 May 28 May 30 May

ADDITIONAL INFORMATION

Application must be in PDF format and not more that 10 pages and all attached are compressed in

a Winrar doc. Applicants are free to design their applications, Make sure your application is as

creative as possible.

??OGX MaC FLA TM ICX

LCP

EB15.16AIESEC ABIDJAN SUD

TALENT MANAGEMENT

The LC VP Talent Management is responsible for

creating the HR and TMP/TLP program strategy of the

LC to ensure the needed HR resource in the LC and

increase the quality of the members’ AIESECXP. He/she

ensures the learning environment for all the LC

members and the proper leadership development

based on the created strategy. He/she also supports

the effective performance of all functional areas by

maintaining the TM processes (as in the TM flow) in the

Local Committee.He / She is final responsible of :

• Managing human resource in the LC

• Implementing team minimum in the LC

• delivery and the quality of all the talent

management processes in synergy with the global

strategies and in synergy with the other functional

areas for implementation.

• Quarterly Performance Appraisal

• Reward and recognition system Transition

KPI : Retention rate

Developing sales strategies for ICX in order to reach

financial target.

Regular market research in order to follow trends and

get information about market needs.

Implementing a promotional strategy to improve

matching process.

Ensure proper customer relationship management with

our TN takers.

Running quality surveys/ collecting feedbacks from

partners in order to improve our servicing processes.

Ensuring proper matching process and reception of

trainees

Manage Host family program

INCOMING EXCHANGE

The LC VP iGCDP is the final responsible for developing

and delivering the local iGCDP strategy.

He/she is also the final responsible for creating a relevant

project portfolio and delivering it. He/she ensures the

development and the improvement of the iGCDP product.

The management of the iGCDP department and the

coaching of the projects and Coordinators working on this

area is also his/her responsibility. He/she is the final

responsible of the realized number of iGCDP within the LC

KPI : # of Re

NPS

GENERAL QUESTIONAIRE

1 – Why did you join AIESEC and what are your drives to continue AIESEC?

2 - Why are you applying for this leadership position?

3 – What are you personal values? What do you think these values can bring to the EB Team 15.16

4 - What is a « IT MUST BE DONE » during your term as LCVP? Why are you so attached to this? Explain

5 – How do you connect what you have learnt so far in AIESEC to your future ambitions?

6 – What are the characteristic of a strong, succesfull and connected team according to you?

7 – What are your 3 main weaknesses and strenghts? How will you ensure your weakness will not impact oyur terms

as LCVP and your strenght will contribute to organizational development? (Deal with it case after case)

8 – What are your biggest fear in applying for this leadership position?

9 – What is your biggest faillure in AIESEC ? In your personal life

SPECIFIC QUESTIONAIRE

1 – Can you please make a SWOT Analysis of ICX management within the LC

2 – Based on your analysis what are the main challenges you think of as your terms starts?

3 – What is the relevance of ICX in Cote d’ivoire according to you

4 – What are your main strategies to sustain ICX in ABIDJAN SUD?

5- Which entities (LCs) do you think we can partner with in order to have suitable profiles for our TNs? On what

are your analysis based?

6 - What strategies and initiatives would you propose to increase performance in the ICX area on

the LC level? Can you list some projects and synergies that can help developing the ICX

department?

7 – How will you ensure we deliver more and better experiences to our exchange participants?

8 - What can you ask someone applying for the same position? Answer your question.

1 – Make an accurate SWOT Analysis of talent management in ABIDJAN SUD

2 – What is the priority in human ressource management within the LC regarding current realities ?

3 – How will you ensure team minimum implementation in the LC ?

4 – Members commitement is one major issue in the LC? What is that due to? What 3 key strategies do you believe

can solve that issue ?

5 – According to the realities what can be the new criteria for membership status review?

6 – How will you ensure leadership in every experience?

7 – What 3 main innitiatives would you like AIESEC ABIDJAN SUD to implement on the field of talent management?

8 – What is your understanding of « TC Driving exchange »? What strategies can you suggest? Why?

9 – What is the LC culture you would like to see in the LC? How will you achieve this?

10 – Propose and attach to your application, a draft of an allocation plan regarding current realities.

THANK YOU