 Resource Center |
 Announcements |
 Company Information |
Projects & other Info
The Trainee Nomination Process
The Goals of the session are
To
describe how the TN process is being
implemented in AIESEC DELHI IIT
To
highlight the best practices
To
identify sections of it where we lack
competency or/and have ignored
To find solutions and decide next steps
To see
where all the TN process can falter
The incoming cycle has the
following stages
Marketing
Procedures
Preparation
Reception
and Integration
Re-integration
and Servicing
Marketing
No of
companies hit out to last year by the TN department was 19
Total
raisings = 18-4 = 14
No of
re-raisings were 8
Therefore
new additions were 6 from 4 companies
And this when you had the TN department and the
Marketing departments doing marketing
Next Steps
Research
on companies
Research
on available interns
Networking
Marketing
techniques
A)
Division
of departments
Three
departments each with a primary objective in mind
For the TN department, raising 25 and realizing 30
forms (including the rest of LC raising) is the primary objective
B)
Research
on companies
Sectored
division between departments. This would lead to greater research per sector
and then, as a result, the relevant departments can approach the company
Use of
CII library to obtain annual reports, project info etc.
use of
the World Wide Web
In case
any of you come across any relevant info about some companies that AIESEC is
targeting, then please let the AM know
C)
Research
on AIESEC SNs
Traineeship
Profiler
XMI
Case
Studies
Exchange
Lists (int-exchange, int-voice, int-tdp, in-tn etc)
In case the company wants a specific form, please
consult your VPTN.
The following TN's should be
raised
Marketing
Engineering
Finance
Accounting
Researchers
Economics
Project
Managers
Networking
The
concept of networking, though known, was never nearly utilized to its fullest.
CII
ACMA
TOI
French
Embassy
NFI
and a
host of others
Over selling
Please do
not over sell The International Traineeship Exchange Programme
Do not
promise traineeships in backgrounds that we do not have or in too short a
period
With
enough research on the available SNs, their academic backgrounds, countries
etc., this is one aspect of marketing
that has to be done away with.
Multiple
Traineeships
How does AIESEC benefit?
Greater
number of exchanges
Greater
impact on our members
Less
effort required in raising and we can concentrate on reception and integration
Better
quality of job-roles
Easy to
coordinate reception once systems in place
Ensures
re-raising
How a company benefits?
Cost
effective vise-a-vive head hunters when a company is looking at project based
recruitment from overseas
Orientation
and integration is easier for the company
Greater
Productivity
Ways to achieve these Multiple
Traineeships
Remove
mind set that one trainee is enough.
Actively
pursue 2+
Research
for vacancies in other departments. If there is are openings in a company then
there is no reason that AIESEC should not be the source of those needs
Use of marketing
tools like case studies.
Procedures
Filling the Job Questionnaire
Ensure
Job
Profile is a quality one
Salary
and work schedule for the traineeship leave adequate time for cultural
interaction
Verify
all legal aspects of the organisation prior to getting them involved with
exchange
Remember
·
No form is deemed raised/coded into INSIGHT till the
Cheque is in the hands of your OCVPF
·
All cheques to be in the name of AIESEC IIT DELHI
Matching your form
Insight
matching. Press the match button
Actively
edit your form
Use of
Browse Forms Option
Use of
your VPTN international contact
All
initial mails to these contacts will be send by your VPTN
Use you
National Committee
Use
Strategic International Conferences
Use
Matching Manual
Use your
trainees, both SN and TN
Remember: The more matchable your form, the easier
will this cycle be
Communication with the company
Send
weekly updates. Can be through e-mails and faxes, or through telephone calls
Introduce
them to the BFO option
Show them
Insight
Please clarify all doubts with the company. Do not
assume beyond your knowledge.
Communication with the Trainee
Please
keep in constant touch with the prospective SN
Even if
the form is rejected, please inform the SN as soon as possible
Up till now, we have been very good in this
department
Acceptances
Please
keep a copy of it and fax it to the SN
Should
specify the dates, duration and stipend clearly
Before
giving the resume to the company, please have the student acceptance with you
Preparation
Ensure
The
organisation is prepared for the cultural aspects of the exchange
All legal
aspects are covered before realizing the traineeship
Expectations
are clarified with then trainee and Local Committee
Members
are ready for this experience
Two assets of AIESEC DELHI IIT
Communication
Reception Package
Where we need to improve
Actually
use the Expectation Form that the trainee fills in
Prepare
the Local Committee for this trainee
Make sure
the SN is in touch with the other trainees (the good ones that is)
Ask the
SN to make a country presentation
Reception
Plans for the initial weeks should be planned
Reception and Integration
Ensure
The
structure of home-stay if followed
Expectation
setting happens between AM and trainee. Open communication channels
Introduction
to Local transport and basic cultural integration
LC is
aware of the fact that there is a trainee down
From the company point of view
Expectation
meeting happens with the AM present
Communication
channels decided
Facts
Delhi
IITs reception is poor compared to the high standards its members set for
themselves
Only a
handful of members are actually involved in Reception
If we are
to realize 30 Quality traineeships,
then reception and integration has to be the best in the entire TN process
Remember: We do reception because we want to do it
Solutions
Reception
Officer -- Dheeraj Aneja
Cooperation
with DU
Regional
reception weekends
LC-Trainee
interaction at organized events
Involve
the trainee in AIESEC activities or community development if so desired
Standardization
of systems
Evaluations,
both company and trainee, must be filled in time and acted upon
Integration
At work
regular
communication with the trainee (not necessarily with the manager)
Set
guidelines with the manager about how to communicate
Evaluations
Re-Integration
Ensure