Challenges and Opportunities: A Qualitative Study on Tax Compliance in Pakistan
AIESEC Sydney TM Award Application
1. TM AIESEC SydneyTalent Management AIESEC Australia Talent Performance Award ApplicationJuly 2011
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3. The new HR plan is as follows:40 members 10 X+Ls 15 Ls
4. TM Recruitment We carried out a successful recruitment at the beginning of year. Mentioned below were the numbers we aimed to achieve at recruitment 600 O-week sign ups 70-100 attending info sessions 50 applications 35 members Numbers we achieved 300 O-week sign ups 160 attended info sessions 80 applications 48 members (includes retained members from 2010, and members on probation). We did not meet our target O-week stall sign ups, but we worked really hard towards pushing people to attend info sessions We also successfully converted a large number of expression-of-interest into applications. We believe we recruited some of the most enthusiastic people who turned out to become fantastic AIESECers.
7. Considering the fact that a semester at USyd is only 13 weeks, almost a quarter of the semester would pass without new members or official induction.
8. Hence, we decided to cut short this process and redefine it to suit our needs and goals.
17. As the name suggest, the objective of this conference was to activate the AIESECer in every new member/applicant.
18. It was an all-day extravaganza with activities, talks by guest speaker, portfolio training and networking.
19. Some notable guest speaker included one by Emily Jones (ex AI), James Vincent (MCVP FN), and Sue (ex SM NSW).
20. It was a very successful event and the attendance (on a Saturday, with people having no prior knowledge of AIESEC) was beyond our expectations.
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22. TM Retention Rate Members retained from 2010: 8 Members retained from Quarter 1 2011: 43 (out of 48) (does not include new members post-pocket recruitment) Retention rate: 90% During recruitment, we were not able to clearly decided whether to keep or let go some of the candidates who were not as impressive at the Selection Panel or Activ8 Conference. Hence, we decided to put them on a 3-week probation. As a consequence, we had to let some of the members go at the end of that probation period which clearly affected our retention rate.
43. So far, we were only basing our analysis on observations and Personal Learning Plans.
44. We have come up with an elaborate spreadsheet for each member with a detailed mathematical model to take each aspect of our member’s AIESEC Experience into consideration.
45. The system includes both EB Assessment as well member Self Assessment and is largely based on the Global Competency Model.
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48. This year, this program is basically catered to the LCP, EB and the leaders of the LC.
49. Based on the feedback from the current participants of the program, we will extend it to the rest of the members as well as the region, next year.
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51. This program starts from the second semester as OGX at AIESEC Sydney just finished EP recruitment and the last set of MRBs.
52. Steven Ly has been announced the OCP for this program.
57. The participants will be responsible for the EPs - inviting them to LCMs, LC events, informing them about important OGX deadlines (payments, EP Prep day, Matching).
![TM LC HR Plan The fresh-in-office EB under the guidance of the LCP of AIESEC Sydney, definitively sketched out the HR Plan before the start of the semester back in February. The HR plan was as follows: 35 members 5 X+Ls 10 Ls ,[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)