Sensing of Current Customers Membership satisfaction survey June 2014

151 RESPONDENTS

ur Yo AIESEC XP?

6-12

3-6

Up to

More than

months: 23

months : 13

3 months : 26

12 months:51

Personal development (self -awareness, soft skills improvement) – 61 respondents

Leadership development – 38 respondents International XP – 18 respondents

Practical XP – 13 respondents

Personal development : 68 Practical XP: 25

Impact on Society : 17 Leadership development: 16

International XP: 16

Average rating

7.41

If you decided to give the note that was lower than 5 in any element,

please, choose what was the main reason of assessing it that way. Didn’t have TLP XP, Expectations didn’t

come true.

Average rating

6.83

If you decided to give the note that was lower than 5 in any element,

please, choose what was the main reason of assessing it that way.

My LC mostly put a big stress on organizational goals, Not connected to my studies.

Average rating

7.75

If you decided to give the note that was lower than 5 in any element,

please, choose what was the main reason of assessing it that way.

Didn’t spend enough time in the organization yet

Average rating

6.93

If you decided to give the note that was lower than 5 in any element,

please, choose what was the main reason of assessing it that way.

Lack of professional trainers, no clear expectations

Average rating

6.87

If you decided to give the note that was lower than 5 in any element,

please, choose what was the main reason of assessing it that way. There is no clear coaching or mentoring

system in my LC, ineffective Buddy system

Average rating

7.41

If you decided to give the note that was lower than 5 in any element,

please, choose what was the main reason of assessing it that way.

Lack of appreciation culture Lack of team building

Average rating

7.3

If you decided to give the note that was lower than 5 in any element,

please, choose what was the main reason of assessing it that way.

Local conferences are not aligned with MC Cycle.

Average rating

8.25

Average rating

8.24

What would be your biggest expectation in order to improve

AIESEC Experience? Going on X

Professional Development

System of trainings and education

your

Diversify portfiolio of experiences

Dynamic environment;

Short and intensive experiences

in small teams

Global network

Run by students for students

Development of skills what matters for

every successful people

• We are not using all

opportunities from GLE • TMP is underestimated XP,

• Low retention rate

• Communication of personal value

of experience for members-not

right

• No Expectation settings

Weakness

Strengths

• Use Employer of Year data to

address issues important for

employers;

• Transition Planning

• More knowledge from alumni &

• external partners

• R&R system

• Communicate what we do

• clearly (why we do what we do);

• Competitors of AIESEC in the

market (WAT);

• Short time experience that do not

support team experience;

• Huge product portoflio which

won’t communicate the Value

proposition of TMP/TLP

• Allocation process is

sometimes risk

Threats

Opportunities

area based •

•

•

Crisis management,

Language skills,

Creativity,

• Self-presentation • Time pressure,

• Time management, • Flexibility,

• Goals setting, • communication

• Self awareness, skills, • Usage of IT platform, • Hard skills- corporate

knowledge

• Teamwork

*SKILLS we develop in TMP

Lack of customer orientation regarding

membership;

Personal development as most important factor for our members (value);

We communicate „professional development” but

we gain „personal development”;

Leadership development, international experience, practical XP is appreciated;

Members Value the importance of coaching, although there’s not effective one.

Most of members don’t see the connection of AIESEC XP to their studies, which

emphasize on the importance of goal settings& TMP product packaging.

Conclusions

• Lack of TM structures in the LC, also lack of

usage of externals in Learning and Development members;

Lack of appreciation culture;

• Systems of trainings to be reviewed and maybe

changed in most of the LCs;

In AIESEC in Bulgaria we put big stress on

organizational achievements;

We should put bigger stress on showing our members

personal value preposition of XP

•

•

Conclusions