Gip frame q2 2013 (1)

Gip frame q2 2013 (1)

• 1.
  GIP Frame work Q2 2013 1. General information. 2. Timeline of actions. 3. MC-LC responsibilities. 4. Education for GIP members. 5. Branding. 6. Recommended finance and structures (inputs for TMs). 7. Tracking System. 8. Reward and Recognition System. 9. Inputs for planning projects. 10. Useful links.
• 2.
  General information aboutGIP in Q2 2013. IT Marketing Language &Teaching As AIESEC in Poland Member Committee we decided to focus only on 3 out of 16 sub products in this term in order to boost the growth of the program. In language & teaching our national product is AIESEC University. Joining Top Talents which will evolve in Q2 2013 for Global Talents brand (implemented from AIESEC in Brazil) you need to clarify which product and on what segment you will be selling. There is no possibility to be engaged in Top/Global Talents and sell different product than IT or Marketing or both. Why segmentation and sub product strategy is important?  Improvement of sales;  Quality in sales and account management;  Improvement of matching and delivery;  Selling products that we have capacity to deliver;  Easier approach to our potential customers;
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   Easier brandingof product 2. Timeline Beginning of February OCP selection in LCs 15.02.2013- 18.02.2013 First functional commission skype 15.02.-28.02.2013 Local induction and preparation to project (education mainly) 01.03.2013 Sales of team leader and database of companies prepared 15-18.03.2013 Functional education of commission by MC 22-24.03.2013 Polish GIP Summit- attendance obligatory 01.03.2013-30.06.2013 Sales and result tracking by LCVPs (reporting to MC and national consultancy ) 30.06.2013 Final report After June Evaluation of initiative Note: important is to finish local induction for team leader on last day of February. It is obligatory for team leader to attend functional meeting and GIP Summit. 2013 February March April May June OCP selection OCP sales Team sales Sales Sales Result LC induction OC recruitment Results tracking tracking Report OC induction MC consultancy National Selling GIP Summit Mania MC education Global Talents introduction
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  3. MC-LC responsibilities MC EB OCP Frame work providing Frame work following and Sales implementation of strategy Sharing platform creation OCP operational education TN matching Functional education OCP coaching and support Reception if in LC it is in on local level during sales projects JD and delivery Branding of project Website up dates Attendance on functional skypes, meetings, GIP Summit Functional commission Tracking of results Being proactive on mailing management group GIP Summit delivery Attendance on GIP Summit - Consultancy Report to MC Reporting to EB and MC Support in TN delivery Raising and matching - Website management - Website up dates
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  4. Education ofGIP members Sales, account management and sales team S&D tools Operations management Sub Strategy Segmentation product Principles Why of and Why and purpose purpose of AIESEC program MC LC Why of GIP (purpose, principles, value Why of AIESEC (AIESEC Way and preposition) AIESEC 2015) Sub product and segmentation strategy Team management Products IT and Marketing Sales and sales team management Supply and Demand basis Team management TN Taker servicing rules Project management Faster delivery process Formal issues in GIP Brand usage Myaiesec.net usage
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  5. Branding We planto implement Global Talents brand till the end of February. It will include change of logotypes, offers and for now small changes on the website. Main change with www will take place in march/april, whem we will connect Global Talents on OG and IC site and put it on one www. Managing website is right now on MC site. We only need you to provide updated data about contacts. Press notes and media contacts are right now on LC side. 6. Finance& structure recommendations TN fee is still under decision of Executive Board of Local Committtees. Remember that TN fee and pricing model creation should support delivery process and financial sustainability in your home entity. Recommendation below: 6-8 weeks 1000 PLN 3 -6 months 1200 PLN 6-12 months 2000 PLN per TN Charging system need to be aligned what we want to sell. 70% of internships longer than 6 months are never being matched! We should focus on shorter internships and our charging system need to reflect that. Recommendation regarding structures: How many OCs? • For biggest cluster- 5 OCs; • For 3/2 cluster- 4 OCs, • For smallest cluster- 3 OCs
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  OCP OC OC OC General recommendation: no OCVPs in project. 7. Tracking System All of the LCs are obliged to up date National Sales Tracking Tool every month. Why?  Gathering sales data;  Research about sales effectiveness;  Bottleneck finder;  Improving of sales processes Rules of usage: Weekly up date checked by MC.
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  8. Reward andRecognition Top Talents Award – (MultiTo&SumCo) Award descrition: Award dedicated for team members on the end of their project work or min. after 3 months of their work. Criteria:  Percentage of the realization the sales plans from the first period of the project planning,  Exchange plans realization  TN average number per person in the team  Total number of raising Awards:  Team days/ fee for national conference covered (final plan is up to OCP of winning project, the price included: an overnight stay and two meals for max. 7 people (OC + OCP) from Local Committee) Seller of the month: Award description: Award dedicated to the bestseller person in each month (selected from all LCs). The award is allocated on the basis of National Sales Tracking Tool. For the first time the prize will be awarded in January. Criteria:  Rate of the monthly plan realization,  Rate of the selling effectiveness  Total numer of raising Award: Promotional information posted among AIESEC Poland fun page (Facebook) and newsletter 9. Inputs for planning
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  *Project life cycle February March April May June July Selection of team leader Team selection Team sales Sales and raising OCP induction and Delivery and education OCP sales Raising Delivery Delivery reception OC induction and Transition for next education OCP OC first sales Most often mistakes during planning of iGIP:  Lack of sales plan for OCP and each OC;  Too long induction and education process planned;  The same amount of raises and realization planned;  Plan 77 % of matching rate and 75 % realization rate!  Lack of plan for structure for delivery of TNs;  Market research done by new members;
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  10. Useful links GlobalGIP wiki Global GIP Radio Global IT GIP wiki National GIP People Education wiki GIP Management wiki National GIP IT wiki In case of questions contact with national coordinator: Justyna Borucka iGIP Manager 12-13 [email protected] +48 517 328 409