Good Case Practices in Africa

12 -13

Credits• AIESEC Ghana, OGX Coordinator Barnabas Yandiba Nyaaba

• AIESEC Ghana, MCVP TMOluwashayo Tinuoye

• AIESEC Kenya, MCVP ICX iGCDP Wei Na

• AIESEC Kenya, MCVP ODKemboi Maiyo

• AIESEC Kenya, MCVP OGX Gathoni Mwangi

• AIESEC Mauritius, MCVP iGCDP Mushood Badulla

• AIESEC Nigeria , MCVP TM Bonaventure Ikediashi

• AIESEC in South Africa, MCVP ICX Alvin Morogo • AIESEC South Africa, MCVP OD Siddharth Bali

• AIESEC in Tanzania, MCVP Strategic Development, Ian Tarimo

GCP collected by Sean Fourmacou – Regional Coordinator, AIESEC Africa

Table of Contents112141720232533

AIESEC KENYA – Leading Africa

iGCDP – AIESEC Mauritius

iGCDP – AIESEC Tanzania

oGCDP – AIESEC Ghana

TMP/TLP – AIESEC Ghana

TMP/TLP – AIESEC Nigeria

AIESEC South Africa – A success story

Africans outside Africa

AIESEC Kenya - Leading Africa

UBS Award Winner IC 2012, Russia

1

“incoming Global

Community Development

Program , AIESEC Kenya”

Wei Na (MCVP iGCDP,

12-13)

2

Strategic Planning

What we want to do

What the world need

What we are good

at

External Social Environment

Corporate CSR Program

Financial Model with NGOs

3

External Social EnvironmentKeep updating with external world and

following with government’s focus area/social trend. For example, Peace and Human rights in Kenya 2012.

Kenya is having President election in 2013. Last time there was serious post-election violence. So AIESEC Kenya initiated social Project Youth speak Peace to spread right message though the whole country

Benefits: Easy to get external resources support and Media attention

Corporate CSR Program

Be sensitive to Corporate sector CSR focus. Corporate always has good CSR Program searching for partners. AIESEC is an expert in social work and teenager market.

For example, Microsoft is aimed for unemployment issue solving and developing CSR Program with AIESEC. You can also utilize alumni network to get in touch with Corporate information.

Benefits: easy to get financial support and empower project impact

4

Financial GCDP Model with NGO’s

What we are selling is becoming more valuable for Other NGOs’ HR Solution. We should be flexible to discuss new financial model with High quality NGOs.

For example, Shalin Finalnd is offering 70 euro monthly subsidy for each interns. Some NGOs will pay 50 dollars service fee for AIESEC

Benefits: Get financial sustainability and better internship XPs

5

“outgoing Global

Internship Program ,

AIESEC Kenya”

Gathoni Mwangi(MCVP OGX, 12-13)

6

Approach A - Raising Campaign• Initially TM and OGX portfolio

collaborated on a general raising campaign for AIESEC Kenya in TMP and outgoing exchange.

• A national ORS (Online Registration System) was created via the AIESEC Kenya website. All ORS EP recruits were redirected to LCVPOGXs for processing.

• OGX received a 70% increase in EP raises (majority oGIP) from July – December 2012 versus July – December 2011

• Although the campaign was successful in raising, there was a big challenge in matching and realization with few EPs.

Standard for raising EPs

• EPs to be raised were very recent graduates(1 year max.) or final year students with start dates after graduation.

• EPs were required to pass a review board with a panel of Psychologist/ University Counselor, MCVPOGX, LCVPOGX, and LCP.

• With the revamped OGX portfolio structure all passed EPs were required to be assigned to an EP manager from LC portfolios.

• Passed EPs were then required to go through a nationally standardized OPS (outgoing preparation seminar) http://www.myaiesec.net/content/viewwiki.do?contentid=10237519

7

Matching Blitz 2013

Launch: https://www.youtube.com/watch?v=cIlhHAH2ZecSupported by: 2 National GIP Matching Manias organized.Matching wikis developed for Kenyan EPs. Improved basic education of matching to LC members to assist smaller OGX portfolios. Matching Wiki: http://www.myaiesec.net/content/viewwiki.do?contentid=10246020Matching Mania Wiki: http://www.myaiesec.net/content/viewwiki.do?contentid=10243851

Details• Bi-Monthly GIP TN search tool provided by sub-product and Kenyan EP profiles.• Actively working with Country and LC partners in Turkey, India, Rwanda to see EPs interviewed in bulk and thereafter successfully matched.• Results: Saw an national Match rate increase of 42%.Winner: https://www.youtube.com/watch?v=Z5H4R8k4_50

8

Approach A - G.A.P

• Due to the big difference in the number of EPs raised and realized initially and understanding the reality of low demand of African GIP EPs in the AIESEC network; the Graduate Abroad Program was created.

• Sub-Product Strategy launched January 2013 to streamline partners we can match EPs to

• All EPs are now registered under one of the following fields before Review Board. Raising EPs outside these fields is prohibited unless the LC has a standing partnership to match EPs to.

9

“Team Member Program/Team

Leader Program,

AIESEC Kenya”

Kemboi Maiyo(MCVP OD, 12-13)

10

Strategies for TMP/TLP

As AIESEC Kenya we had a few strategies to increase our TMP-TLP numbers. Before I outline our strategies we noted that most of our activities never reflected online and we decided to make a deliberate effort to improve this. 

1. July - August: We had a campaign to have all members in the LC to be registered and allocated roles on the system so far we have about 60% of all members roles reflecting on the system.

 2. Sept-Oct: In collaboration with Communication portfolio we had numerous trainings on myaiesec.net usage and that really boosted our numbers. At the same time we had the concept of Dual roles, where once evaluated and you can perform in two roles then some super members had were assigned two roles and that also reflected on the system.

3. November: We developed Experience Management Teams (XMT) in each LC to track and ensure that all teams reflect on the system and that all members have roles. This team has been efficient in doing trainings with the members to ensure that whatever roles they have are also reflected on the system.

11

“incoming Global Community

Development Program ,

AIESEC Mauritius”

Mushood Badulla

(MCVP iGCDP, 13-14)

12

Knowledge managemnt for ICX

ICX StructureTo get better acquainted with the ICX department in Mauritius along with the failure report of the previous term.

Useful link?https://docs.google.com/spreadsheet/ccc?key=0AgjHlCWzRjO2dHVLbHZTb2RLOTlHc2JjYnQ5c2tXbUE#gid=0

13

AIESEC Mauritius has this Google spreadsheet which acts as the knowledge management tool to supports iGCDP operations in Mauritius. The following are the content of this spreadsheet.

Conception to Matching phase

Contains promotional materials to promote Mauritius internships and also contain the Education cycle.

Matching to Realisation

Contains links to the reception booklet of AIESEC Mauritius and other what to do after matching.

Post RealisationContains sample report and the reports all of projects of AIESEC Mauritius up to date along with endorsement to interns.

“incoming Global Community

Development Program ,

AIESEC Tanzania”

Ian Tarimo (MCVP

Strategic Development, 12-13)

14

Implementing Africa in ME

What is Africa in Me?AiM is a strategy for AIESEC in Africa to develop massive amount of young people, especially African youth, by offering them a leadership platform.

We do this in relevance to our market and society, for a sustainable development of the African continent because, we believe that stronger youth leadership is developed in that context. We commit to partner in delivering this strong youth leadership

Why implementing Africa in Me?ACP provided a structure allowing innovation and required research on prevailing issues which enhance the TMP/TLP experiences while impacting the society at the same time.

More information about Africa in Me?Africa in Me strategy wikihttp://www.myaiesec.net/content/viewwiki.do?contentid=10259513. 15

Implementing Africa in ME

How AIESEC Tanzania implemented AiM?

Members in the different LCs did research on the prevailing situation and the issues being faced in Tanzania• Under Health improvement – HIV & Early

pregnancies• Under Education and Literacy – Culture and

Globalisation• Under Economic development– Micro finance and

entrepreneurship• Under Career development and leadership –

Bridge project to provide high schools with skills to be better prepared for the professional world

Outcome of Africa in Me

• Better job description for members• Aligned projects being run in the various LCs in Tanzania (6).• Enhanced quality in the experience delivery of interns

16

“outgoing Global Community

Development Program , AIESEC

Ghana”

Barnabas Yandiba NYAABA

(OGX Manager, 12-13)

17

Go West Africa Campaign

About CampaignAIESEC Ghana came out with an initiative in collaboration with AIESEC entities in West Africa dubbed ‘Go West Africa Campaign’ to drive their oGCDP Though developed by the MC, it was implemented at the local level by the LCs with strategies and support from the Member Committee.

Campaign goalThe goal of the campaign was to send out 100 young people on GCDP to one of the West African countries during the winter break 2012/2013 and to create excitement around the exchange opportunities within the West African Region.

How?Administrative charges were reduced for Non-AIESECers recruited and trained to go on internships and free for AIESECers who wanted to part of the Campaign. 18

Go West Africa Campaign

OpportunitySince the winter break in Ghana is usually short (maximum 5 weeks) and most students will prefer being at home than to pay to take an internship outside the continent, ‘Go West Africa Campaign’ appeared the right approach to advertise opportunities in West Africa  and more so when admin. fees were reduced; it made the campaign an attractive package to most of our students at the Universities and to AIESECers.

Output of Go West Africa CampaignThough our goal of 100 GCDPo in Ghana through this campaign was not met, the campaign undoubtedly increased outgoing exchange within the West Africa region as AIESEC Ghana also received EPs from other entities and offered our LCs the opportunity to strategically select EPs that can be eligible for re-integration with AIESEC after their exchange. It has indeed contributed the majority of our current realisations in GCDPo.

Useful Linkshttp://www.myaiesec.net/content/viewfile.do?contentid=10260123

19

“Team Member Program/Team

Leader Program, AIESEC Ghana”

Oluwashayo Tinuoye

(MCVP OD, 12-13)

20

Good Standards for TMP/TLP

• Allocation cycle and proper TM pipeline mgmt (As a rule, no member must be in a role for more than 6 mths)

• Every member of an LC must have a dual XP (Functional area and Project) and each project has a member of the EB strictly responsible for it asides the VPGCDPi

• EPs must be integrated into LCs before going on exchange and re-integrated when they get back. So integration here means they MUST take TMP before going on exchange (It wasnt really successful during winter peak because it was only one LC that was able to implement it but now we have identified the challenges and we are making it work)

• All GCDPi EPs must also be given a dual XP (GCDP and TMP/TLP) because we realised that in Ghana (not just in Ghana), Interns work in teams and they have a team leader and looking at the TXP principles that is a team experience because they work in teams of 5 or 8 or even more most times and they are responsible for a larger part of the project implementation.

• ORS migration to ELD. We have a conversion manager on the national level and managers in LC. The MCVPIM contacts those who contacted us through ORS to know if they are interested in Exchange or TXP, so based on the specification, we channel them into LCs though a lot of them are more interested in Exchange but we still get a significant number of people who are interested in TXP. Customer Experience management is very crucial for 2015, so we are also trying so hard to focus on this. Imagine if we convert 40% of those that contact us through ORS to ELD.

21

Challenges Faced

1. Not all LCs have been able to implement this, only a few.

2. There has to be a proper tracking system apart from NPS to make sure quality XPs are being delivered.

3.ORS (Online Registration System) has to be checked at least twice a week by the MCVPIM & Comm.

4. VPTMs need to be tracked at least twice in a week via phone calls or emails (For us we have a quarterly strategic meetings to plan for the next quarter also).

22

“Team Member Program/Team

Leader Program, AIESEC Nigeria”

Bonaventure

Ikediashi(MCVP OD, 12-13)

23

Strategies for TMP/TLP

The reason AIESEC Nigeria has had good TXP numbers can be largely attributed contributed to the fact that we have 14 local offices (Note 4 of these LCs still operate at a low capacity and share insight space with other entities). 

At the start of the term, we experienced low registrations on the systems, which was largely as a result of the fact members were not conversant with the use of the system: So a lot of education was centered around this:  Education was had at conferences and regional LCVPTMs summits were held to train the VPTMs: System administration was also introduced as part of the Talent Management Processes to encourage the online culture: NSTs were also used to drive education.

We also reviewed the middle level management structures, creating new team leader profiles to support the delivery of products:  A lot of education has also been centered on structuring LCs according to specific projects run at in the LCs, since different projects have different timelines. It allows members to have multiple experiences.

LCs have also capitalized on different external events of their campuses to convert EWA to ELD for example the host LC of WACS (Illorin).  Over 50 percent of the members recruited were engaged during the opening ceremony and global village.  

24

AIESEC South Africa,A Success Story

ING Award Winner IPM 2013, Serbia

25

“incoming GCDP & GIP , AIESEC South

Africa”

Alvin Morogo (MCVP ICX, 12-13)

26

Growth in Incoming Exchange

Challenges• No LCVP ICX in the starting of our term. • Country laws were the biggest challenges and still are. • No sales culture. • Team falling apart.

SolutionProcesses of coming out with solutions:- • Thought of making AIESEC relevant in the country. • Partnership should have a clause of client taking full responsibility of interns.• Transitioning of the projects or clients to the LCs. What is the Solution?• MCVP ICX partnered with a recruiting company which provided interns to the NGOs in Cape Town. • MCVP ICX had to take care of matching with the help of NSTs and we grew. Who were involved?• MCVP ICX & the client. How was it executed? • After signing the MoU with the client, MC visited the accommodation to check everything. • To make sure the project is self sustainable, client charged basic amount to the interns.

27

Outcome of solutions Nationalized project implementation• Standardization of ICX processes• International Relations in place

Breaking the Stereotype• Projects can be created in AIESEC South Africa• Corporates are open to new ideas & solutions.

Fulfilling the Dream

ICX has open new doors to possibility, though we are facing some issues but that is bound to happen. We plan to streamline the process and use this as a case study to improve ourselves.

Target for ICX40 Realisations

Achieved ICX results80 Realisations

28

1st July 2011 till 25th Jan 2012

11 ICX realizations

All done by the MC.

1st July 2012 till 25th Jan 2013

80 ICX realizations

All done by the MC

“outgoing Global Community

Development Program, AIESEC

South Africa”

Siddharth Bali (MCVP OD, 12-13)

29

Growth in Otgoing Exchange

Challenges• MCVPs resigning in the month of August-September due to VISA issues. So, but Mid-October we accepted the fact that the MC of AIESEC SA is of 3 Men. Rahul Maira (MCP), Siddharth Bali (MCVP OD) and Alvin Morogo (MCVP ICX).• LCs went in the transition state where in Executive Boards were changing. But, with the MC all the LCPs took a pledge to not let things go out of control and work till December with their EBs and new EBs.• LCs were not confident to carry out exchange processes entirely and there was high dependence on the MC.

SolutionProcess for coming out with Solution.• MC realized that due to manpower crunch on the National team itself and to make LCs independent we need to transition work to the LCs. • LCs need to get excited about AIESEC work and EB have to be a TEAM. • LCs should realize the need of training themselves & to be solution oriented.• MC also wanted to make sure that every LC knows the performance of other LCs and should start working together or at least have a communication channel.

30

Top Gun CampaignWho was involved? • All the LC’s were involved. • GCDP was the focus area to help LCs get financially stable and get membership for the future. • VPs of the Exchange Support portfolios were trained to work in depth with VP OGX. All the trainings were given around the same program. This also gave a lot of work clarity to all the EB members

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How was ‘Top Gun’ executed? • MC launched the campaign in September. • Weekly updates were given away to the LC through National Wiki- Click Here • LCs loved it and we are glad they accepted it. Then there was no looking back. • To keep up the excitement level we added a lot of variations in the points system from time to time. For example:- We added bonus 50 points for the LC who got 50th, 60th, 70th, 80th ,90th , 100th and so on Raises or Matches. Or, we kept changing points for the raises & matches. • We gave away points for Raises, Matches, LC-LC Partnerships (IR) and EP Induction Conferences, all this pushed them to learn the whole process of OGX.

Top Gun OutcomeTrained LCs• LCs are sure of doing OGX now.

Growth in TM, Marketing and Finance• TM understands how to train membership for doing exchange. • Marketing of Internship has improved in all the LCs. • With the numbers that LCs have done they understand how to invest & generate money.

Fulfilling the Dream

We had to cut down on our target because of the shortage of manpower on the MC, however we still want to keep our standards high.

Target for ICX40 Realisations

32

1st July 2011 till 25th Jan 2012

30 OGX realizations

All done by the MC.

1st July 2012 till 25th Jan 2013

80 OGX realizations

Majorly done by LCs

Achieved ICX80 Realisations

Pictures from Granvié in Cotonou,

Benin have been used in this booklet…

AfroXLDS 2014 will be hosted by AIESEC

in Benin.

African Outside Africa in 13-14

Babajide Okusanya (Nigeria)MCVP IM & Coms– AIESEC Ghana 12 – 13 MCVP Marketing, AIESEC in Switzerland 13 – 14 

Melina Mootien(Mauritius)MCVP Talent Management– AIESEC Mauritius 12 – 13 MCVP Talent Management, AIESEC in Cambodia 13 – 14 

Donah Wanyenze Mafabi (Uganda)CC Teamster – IC Egypt 2013 

Africa in MeMy Africa. Your Africa. Our

Africa

www.africainme.org