nsc2015 - ce review final aiesec research q4 2015-incoming outgoing copy

AIESEC TRAINEE SATISFACTION SURVEY 2014 Q4

IND

EX

Introduction

Incoming Exchange

Summary of Incoming

Conclusions & Recommendations of Incoming

AIESEC 2014

Satisfaction towards AIESEC Support

Trainees Views on Company/Organizations

Leadership

Social Activities

Cultural Differences

Outgoing Exchange

Summary of Outgoing

4

7

8

9

13

19

27

33

35

39

42

43

Conclusions & Recommendations of Outgoing 44

2

IND

EX AIESEC 2014

Satisfaction towards AIESEC Support

Trainee Views on Company/Organizations

Leadership

Social Activities

Cultural Differences

47

53

57

62

64

68

3

INTRODUCTION

4

RESEA

RC

H O

BJEC

TIVE

AIESEC Indonesia needs to evaluate the overall satisfaction of its GIP and GCDP program. Therefore this study main focus is to gather the opinion of Exchange Participant (EP) of AIESEC Exchange Programme.

To this end, an online study is conducted to monitor and evaluate the programs in terms of the services provided by AIESEC, the company or organization where the EPs did their traineeship and, if a culture shock occurred.

The research objective is:

To continually measure the overall performance of the GIP and GCDP programs in Indonesia .

5

METH

OD

OLO

GY

Research method:

Quantitative

Online

Fieldwork: 28/01/2015 to 22/02/2015

Average completion time: 19 minutes 29 seconds

Count Percentage Margin of Error

Level of Confidence

E-mails delivered 838* Incoming:

351 Outgoing:

524

100%

Total of completes 229 27% 5,52 95%

Total of Incoming 89 10% 8,99 95%

Total of Outgoing 140 17% 7,10 95%

6

*37 of e-mails bounced back from 875 emails sent resulting in total 838 valid emails.

INCOMING EXCHANGE

7

SUM

MA

RY O

F INC

OM

ING

Respondent Profile

Most incoming EPs are female. The average age is between 21-23 years old. They come mostly from Europe and Asia. The EPs are mainly participating in GCDPs. The highest number of EPs are at LC UNAND.

Duration

Total duration is 2,1 months, for PhD/Master the duration is longer (average of 4 months).

NPS

In general, NPS for incoming and outgoing EPs is almost the same (35%). Surabaya and Malang rank highest with a score of 50%. LC UGM (-17%)* and UI (5%) have the lowest NPS.

LC

For incoming EPs at LC Bandung and BINUS: they are much more satisfied about AIESEC support in general compared to other LCs.

Before arrival phase

Top aspects of AIESEC support before arrival are information about requirements, clear visa application and required documents. Regarding these services, LC UNAND and BINUS viewed as the best LC to give these supports to their EPs.

* LC UGM has 2 respondents in the survey which means the result can’t be used to define the LC result itself until larger number is gathered in future.

During GIP/GDCP phase Overall satisfaction: GCDP scores higher than GIP. Promoters have a much higher score than dectractors, especially on aspects like organizing social activities, AIESEC events and support to achieve personal goals. For this stage, LC UNAND and Bandung are the top two with regard to giving these support to their EPs. Company/Organization GIP scores higher than GCDP on almost all dimensions related to learning aspects during internship programs. Examples are: improved soft skills and satisfactory level of responsibilities. Stipend A reasonable stipend in general for GIP EPs is 3,35 million rupiah per month. EPs at LC UI have the highest standard, 6 million rupiah. Leadership The most important leadership aspect for incoming EPs is the increased ability in intercultural communication. Social Activities City sightseeing is the most popular activity. Incoming EPs expect more cultural events. Having a party in the club is least important to them. Culture shock Communication with the local people is the most impacting aspect with regard to a cultural shock for outgoing EPs.

8

CO

NC

LUSIO

NS &

REC

OM

MEN

DA

TION

S Conclusions


Despite the fact that couple of LC has done great in preparing the EP before they come to the respective city, there are several LCs that still have problems with regard to information before arrival. Especially information about housing and the job description need to be better.

During GIP/GDCP

Overal satisfaction, GCDP score higher than GIP.

Introduction to the company is what AIESEC does best. On the other dimensions AIESEC needs to improve.

Company/Organization

GIP scored higher than GCDP on almost all dimensions related to learning aspects during internship programs. Examples are: improved soft skills and satisfaction level of responsibilities.

Culture shock

EPs doing a GIP feel the culture shock more than those doing a GCDP.

Recommendations


AIESEC promises to take care of housing. For that reason they should give more information to the EPs. The same applies to the job description. AIESEC should provide questionnaire mock for EP-TN interview, which enables an EP to explore the nature of responsibilities expected from the TN side. It is important for EPs to know what they can expect. If an EP is negatively surprised, this will naturally lead to a lower satisfaction at a later phase.

During GIP/GDCP

Improving the different dimensions mentioned during the GIP/GDCP mainly require a change in operations. Things need to be organized differently. A possible explanation that causes a malfunctioning organization, might be due to a lack of skills or manpower. This can be perceived as showing a lack of proactive behavior and motivation to actually facilitate a cultural exchange.


Extra focus on improving skills for those who do a GCDP would be good. Variety of the job and training are dimensions that can easily be improved. Ad-hoc projects are mentioned as a negative for the organization. It should be better organized.

9

REC

OM

MEN

DA

TION

S


AIESEC should pay more attention to those companies who score a negative review from the intern. At this stage, the evaluation review is very important to immediately see whether there’s a rising problem with regard to balancing expectations of the EP and company/organization. In addition, it would be great if it could tracked which companies or organizations are liked by the interns. It would give suggestions to the company and also to the interns who want to apply to internships in Indonesia. Therefore, the advice is to include these things in the future surveys too.

Culture shock

An explanation might be that the professional working environment makes them experience the shock more. Another explanation is that EPs of GIPs usually have a longer duration in Indonesia. The result is more exposure to cultural differences and thus an increased chance of edperiencing a culture shock. By improving the soft skills, EPs that follow a GIP can slowly overcome the culture shock. Guidance by AIESEC would be helpful to go through the culture shock. Part of the recommendation is to prepare the AIESEC buddies to recognize, and be able to handle the culture shock symptoms.

LC

Regarding the lack of activities and interaction between the EPs and AIESEC, there should be improvement in this area, especially for LC UI. Therefore AIESEC can eliminate the detractors and change the passive into the promoters so the NPS will be higher. A simple recommendation is: organize them. It doesn’t have to be big. A simple dinner might alrady work.

Leadership

On the leadership aspect, to increase the ‘social driven person’ aspects, the working atmosphere must be more challenging.

10

RESP

ON

DEN

TS PR

OFILE IN

CO

MIN

G

27%

73%

Which program are/were you participating in? n=89, base = all

GIP

GCDP

33%

67%

What is your gender? n=89, base = all

Male

Female

29%

7% 48%

3%

11%

From which continent do you come from? n=89, base = all

Asia

North America

South America

Europe

Australia

Africa

The total number of respondents of the incoming EPs is 89. Of them 73% are GCDP EPs and only 27% are GIP EPs. Most of the respondents are female (67%).

After Europeans, most incoming EPs are Asian. Only a small number of them come from other continents.

By far the most EPS are realized through LC UNAND, LC Bandung and LC UI. For LC UNAND, this is a huge increase compared to the previous survey (+10% points).

9%

7%

8%

11%

12%

13%

18%

21%

Other

LC UNIBRAW

LC UNDIP

LC Surabaya

LC BINUS

LC UI

LC Bandung

LC UNAND

In which LC did/do you take your internship? n=89, base=all

11

RESP

ON

DEN

T PR

OFILE IN

CO

MIN

G

For EPs, three quarters of the interns does the GCDP. Only 25% of them are involved in the GIP. LC Bandung has more GCDP interns than the other LCs. On the other hand, LC Surabaya ranked the highest on the percentage of number of GIP interns. On average EPs stay around 2,1 months. On average GIP EPs stay longer (3,3 months) than GCDP Eps (1,7 months). Also, PhD or Master decide to take a longer internship (4,0 months) than other EPs. On average EPs stay around 2,1 months. On average GIP EPs stay longer (3,3 months) than GCDP EPs (1,7 months). Also, PhD or Master decide to take a longer internship (4,0 months) than other EPs.

27%

10%

18%

45%

32%

28%

23%

30%

25%

73%

90%

82%

55%

68%

72%

77%

70%

75%

Other

Bandung

BINUS

Surabaya

UI

UNAND

UNDIP

UNIBRAW

Total

Which program are/were you participating in? LC

n=89, base = all

GIP GCDP

1,7

3,3

2,1 2,3 2,2

1,6 2,0

4,0

2,8

2,1 1,6

2,1 2,3 2,1

What is/was the duration of your internship? months

n=89, base = all

19%

22%

45%

81%

78%

55%

18 - 20

21 - 23

24 =>

Which program are/were you participating in? Age

n=89, base = all

GIP GCDP

12

AIESEC 2014

13

NP

S

36%

31%

Since early 2014 the NPS has known a light increase from 31% in Q2 to 36% in Q4 2014. The high number of promotors can be found across genders, GIP/GCDP programs, age groups and duration of the stay.

Compared to the Outgoing EPs, Indonesia’s program performs almost equally strong.

17%

20%

34%

24%

48%

56%

Q2-2014 incoming

Q4-2014 incoming

How likely is it that you would recommend a [GIP/GCDP] to other students and friends? NPS

n=235, base = Q2 incoming and n=89, base=Q4 incoming

Detractors Passives Promoters

20%

14%

24%

38%

56%

49%

2014 Q4 Incoming

2014 Q4 Outgoing

How likely is it that you would recommend a [GIP/GCDP] to other students and friends?

NPS n=229, base = all


35%

36%

14

NP

S UN

TIL NO

W

Until now 324 Incoming EPs have participated in the AIESEC Trainee Satisfaction survey. Looking back AIESEC, has an impressive overall NPS rating of 32%.

Several LCs truly contribute to this positive word of mouth about AIESEC. This especially applies to the LCs of Surabaya, Malang, Semarang, Bandung and Bogor, which help the overall performance of AIESEC Indonesia.

It is worth considering to set up a program within AIESEC to analyze, document and develop an implementation package to ensure the best practices of these LCs for the future of AIESEC.

However, there are 2 LCs that in fact hamper the overall performance of AIESEC:

LC UI, NPS 5%

LC UGM, NPS -17%

Without these below standard performing LCs, the NPS rating of AIESEC would jump from 32% to 38%.

33%

28%

23%

21%

9%

20%

13%

13%

13%

14%

18%

50%

38%

27%

26%

45%

20%

27%

26%

25%

23%

31%

17%

34%

50%

53%

45%

60%

60%

62%

63%

64%

50%

LC UGM - Yogyakarta, n = 6

LC UI - Jakarta, n = 53

LC UNIBRAW - Malang, n = 30

LC UNAND - Padang, n = 43

LC BINUS - Jakarta, n = 22

LC President University - Bogor, n = 5

LC Bandung, n = 67

LC UNDIP - Semarang, n = 39

LC UMUM - Malang, n = 8

LC Surabaya, n = 22

Total, n = 324

All time - NPS n=324, base = all


32%

50%

50%

49%

46%

40%

36%

33%

27%

5%

-17%

15

Promoters I liked that; very kind people there in Semarang! Thanks to that project I really enjoyed it there.

There were many great events and conferences attended by a great number of participants, which were prepared perfectly. However, the communication with the schools and organization of classes, I was supposed to give, could be improved.

The buddy should be more into the intern and should care more about the intern. I just saw my buddy once when he picked me up at the airport. Then I've never heard anything from him again.

It was the best experience of my life, mainly due to the amazing people that I got in contact with, especially my buddy, my hosting family and the AIESEC-ers.

REM

AR

KS

Pay more attention to time management for meetings and personal cases. Do not separate GIP and GCDP programs in AIESEC activities, give those interns a chance to communicate.

Even though my XP has been amazing, there are some points that you guys need to make the TN aware of. TIME and ORGANIZATION, people take it very seriously! !

16

It was great overall. But I wish there had been more attention to ad-hoc projects.

My project was well organized, but other EPs had problems and some did not get good support from their buddies.

Passives

LC and OC of AISEC should be closer and understand each other better. The project is really good, but the way they organize it isn't as good as it could be done, so the results weren’t as good as it could be...

AIESECers should do more with their interns. Like trips/activities or hangout. My intern friends were dissapointed about it. I tried to help them many times & told them positive things, but AIESEC should also show some effort. Anyways, [for myself] I would [like to] come again!

REM

AR

KS

External events should be using English as the communication channel. Organising events still have some space of improvement, but overall it is pretty good.

17

Communicate among yourselves and with interns. Respond to our question and please come to pick our passport for visa extension on time. We need to beg you and chase you to do so. Also, try to find cheaper accommodation for intens.

I suggest that the team leaders should have a training first and a clearer description of what they should do as AIESECers and as EP buddies in order to perform better.

Detractors

We had not much contact with AIESEC. Just with TFI, the organisation we worked for.

LC Undip was so irresponsible. They didn't provide a buddy for me. I couldn't contact them during my internship.

REM

AR

KS

Not a single AIESEC member showed me how to use the angkot. TN manager ignored most messages and was generally unhelpful. Actual teaching time was much less than promised in job the description.

18

SATISFACTION TOWARD AIESEC SUPPORT

19

SA

TISFAC

TION

TOW

AR

D A

IESEC S

UP

PO

RT

In general, the EPs give a relative high score for their satisfaction with AIESEC support; 7,2. This is a slight increase compared to the previous survey (7,1). Compared to the Outgoing EPs, Indonesia’s program performs almost equally strong, both with an average score of 7,2.

The older the EPs get (24 or older) the less impressed they are (6,8).

Especially information about requirements (86%) and clear instructions for visa application and required documents (84%) score high. Satisfaction with clear instructions for visa went up from 72% to 84%. The same happens for Information about requirements, which also improved compared to the previous survey.

38%

39%

31%

40%

39%

51%

26%

27%

39%

33%

45%

35%

Quality of job description

Information about housing

Response time of AIESEC in Indonesia

Information about all possible expenses

Clear instructions for visa application and …

Information about requirements

Satisfaction AIESEC Indonesia 2014 - Before Arrival n=89, base = all

Satisfied Very Satisfied

6,8

7,3

7,2

7,2

24 =>

21 - 23

18 - 20

Total

Satisfaction of trainees regarding AIESEC support Age

n=89, base = all

20

SA

TISFAC

TION

TOW

AR

D A

IESEC S

UP

PO

RT

For satisfaction during the GIP/GCDP program, respondents mention timely payment of stipend (67%, up from 58% in the previous survey) and introduction to the company / organisation (65%) as being the most satisfied about. These are followed by communication between respondents and AIESEC (61%), support to achieve personal goals (61%) and buddy support (59%).

The respondents mentioned post- evaluation meeting with EP buddy as the least satisfactory aspect (52%).

It’s worth noting that several GIP EPs indicate that timely payment of stipend (10%) is not applicable. And for GIP and GCDP EPs that is also the case for post- evaluation meeting with the EP buddy (13%).

27%

35%

30%

33%

20%

36%

27%

33%

33%

25%

20%

26%

25%

39%

25%

34%

33%

33%

Post- evaluation meeting with EP buddy

AIESEC events

Organizing of social activities

Visa extension, application and documents

Buddy support

Support to achieve personal goals

Communication between you and AIESEC

Introduction to the company / organisation

Timely payment of stipend

How satisfied are you with the AIESEC services that were delivered to you during your [GIP/ GCDP]? n=89, base = all


21

AIESEC

SA

TISFAC

TION

: PR

OM

OTER

S, DETR

AC

TOR

S

11%

48%

38%

6%

10%

30%

Detractors

Passives

Promoters

AIESEC events NPS

n=89, base = all


17%

57%

34%

10%

40%

Detractors

Passives

Promoters

Support to achieve personal goals NPS

n=89, base = all


As can be expected, promoters are (very) satisfied with AIESEC support. Including activities and events, but also achieving personal goals.

However, for these aspects of AIESEC support they are hardly impressed. It makes them areas where AIESEC really should make an effort to improve performance in order to reduce detractors.

33%

38%

26%

5%

44%

Detractors

Passives

Promoters

Organizing of social activities NPS

n=89, base = all


22

SA

TISFAC

TION

TOW

AR

D A

IESEC S

UP

PO

RT B

EFOR

E AR

RIV

AL

32% 24%

45% 27%

36% 40% 41% 27% 25%

37% 49%

27%

27%

36% 44%

15% 40% 38%

0%

20%

40%

60%

80%

100%

Response time of AIESEC in Indonesia - LC n=35, base=before arrival


32% 34% 41%

18% 28% 26%

36% 30% 42%

26% 33%

32%

32% 21%

44% 18% 17%

13%

0%

20%

40%

60%

80%

100%

Organizing of social activities - LC N=35, base=before arrival


Interns from LC Bandung and BINUS are the most impressed . They score an 8. Surabaya, UNAND and UNDIP have a fair score around 7. And the others including UNIBRAW and UI are less impressed. The result is not too different with previous survey.

Overall, LC UNAND-Padang has the best performance on their response time towards the interns. LC Surabaya scores the lowest (54%) , followed by LC UNDIP-Semarang.

Regarding the aspect of organizing social activities LC BINUS-Jakarta is the most impressive, 73% of the interns are happy with the service. Other LCs should improve the service, as by organizing more events like cultural events, going to concerts or soccer matches.

6,6

6,2

6,6

7,1

7,4

7,5

8

8

7,1

Other

UI

UNIBRAW

UNDIP

UNAND

Surabaya

BINUS

Bandung

Total

How satisfied are you in general with the support of AIESEC in Indonesia? - LC

n=89, base = all

23

SA

TISFAC

TION

TOW

AR

D A

IESEC S

UP

PO

RT B

EFOR

E AR

RIV

AL

Just as with organizing social activities, LC Binus and UNAND also ranked on the highest on the aspect of information about requirements. In general, almost 80% of the interns are satisfied. Other LCs also demonstrate a good service as all of the scores are high.

For information about housing, LC Surabaya and UNIBRAW give the best service. They are followed by LC UNAND and UNDIP. The satisfaction score in general is not so high, only 64%.

45% 33%

77%

50% 38%

53% 41% 40%

50%

34% 45%

18%

36%

38%

33%

31% 37% 25%

0%

20%

40%

60%

80%

100%

Information about requirements - LC n=35, base=before arrival


38% 30% 41%

55% 38% 42% 49%

30% 35%

26% 31%

18%

18%

19% 30% 23%

43% 19%

0%

20%

40%

60%

80%

100%

Information about housing - LC n=35, base=before arrival


24

SA

TISFAC

TION

TOW

AR

D A

IESEC S

UP

PO

RT D

UR

ING

PR

OG

RA

MM

E

24% 15% 23%

32% 25% 44%

18% 17% 27%

39% 60% 45% 27% 23%

33%

46% 37%

31%

0%

20%

40%

60%

80%

100%

Buddy support - LC n=140, base=during the programme


35% 36% 45%

23% 34% 35% 38%

20% 42%

21% 30% 14%

27% 9%

40% 10%

27%

10%

0%

20%

40%

60%

80%

100%

AIESEC events - LC n=140, base=during the programme


31% 36% 36%

9% 28% 30% 38% 37% 29%

32% 42% 36%

55% 23%

47% 23% 20% 21%

0%

20%

40%

60%

80%

100%

Communication between you and AIESEC - LC n=140, base=during the programme


During the programme, the best buddy support is provided by LC UNAND-Padang (77%) and by LC Bandung (75%). The score for LC UNAND is lower than in the previous survey (87%).

On communication aspect sbetween interns and AIESEC, LC Bandung still ranked the highest. This is the same with the previous survey. But the score is lower. LC UNAND also shows good performance. Their score is equally strong as in the last sruvey.

Altought LC Bandung still scores higher than other LCs, except for UNAND, the score is not higher than in the previous survey. This time it is only 66%. LC UI comes in at last place; scoring the lowest on all three aspects.

25

SA

TISFAC

TION

TOW

AR

D A

IESEC S

UP

PO

RT D

UR

ING

P

RO

GR

AM

ME

For timely payment of stipend, LC BINUS has to develop their service, as only 25% interns feel satisfied. This result is quite weak compared with the best one, LC UNAND, at which all of the interns feel happy about the timely payment.

UNDIP should increase the quality. It would be good to support a buddy with their performance. As can be seen from the remarks, many interns complain about their buddy. It should be improved.

31% 14%

25% 20% 18%

58% 44%

22% 38%

30%

29%

40% 29%

42%

22%

33%

23%

0%

20%

40%

60%

80%

100%

Timely payment of stipend – LC n=140, base=all


23% 19% 41%

18% 21% 37%

13% 20% 23%

25% 45%

18%

27% 13%

21%

18% 20% 23%

0%

20%

40%

60%

80%

100%

Post- evaluation meeting with EP buddy – LC n=140, base = all


26

TRAINEE VIEWS ON COMPANY/ORGANIZATION

27

CO

MP

AN

Y/OR

GA

NIZA

TION

Overall, the satisfaction about company / organization is quite high with a satisfying 7,8 score (on a 10 point scale). This is a slight increase compared to the previous survey (7,6).

Promoters, and even passives, are really satisfied with the company / organization. Detractors are just not satisfied.

Compared to the Outgoing EPs, Indonesia’s selection of companies / organizations does better (7,8) than what Outgoing EPs experience (7,2)

The colleague aspect ranks highest with 91% of the EPs feeling (very) satisfied. Also safety of the office / organization’s surroundings (87%) and teamwork score very well. Transportation between kost and office/organization reflected the lowest score with only 60% respondents feeling (very) satisfied.

26%

36%

33%

33%

34%

31%

34%

38%

43%

47%

53%

60%

Transportation between kost and office/organization

Social activities

Communication between you and the management

Team work

Safety of the office / organization surroundings

Colleagues

How positive or negative are you concerning the following aspects of the working atmosphere of your [GIP/ GCDP]?

n=89, base = all

Positive Very positive

5,5

7,6

8,7

7,8

Detractors

Passives

Promoters

Total

How satisfied are you in general with the company/ organization where you did/ do]your

GIP / GCDP? n=89, base = all

28

CO

MP

AN

Y/OR

GA

NIZA

TION

24%

36%

29%

36%

60%

54%

29%

42%

42%

42%

58%

58%

22%

34%

25%

34%

60%

52%

Improved hard skills

Useful network opportunities

Training on the job

Variety in work

Improved soft skills

Satisfactory level of responsibilities

To what extend did/do your [GIP/ GCDP] TN give you ….? To a large extend

n=89, base = all

GCDP GIP Total

Almost 2 out of 3 EPs improved their soft skills and are satisfied with the responsibilities given by the company during the GIP / GCDP programme.

Overall, GIP EPs experience better personal development than GCDP EPs.

It’s interesting to note that the satisfaction level of responsibilities have improved from 38% to 54%.

More variety, better training on the job and improved hard skills would benefit all EPs, and would result in higher quality of GIP and GCDP programmes.

29

CO

MP

AN

Y/OR

GA

NIZA

TION

29%

30%

39%

28%

40%

36%

40%

18%

22%

21%

34%

27%

38%

34%

Case ownership

Commitment to deadline

Frequent communication with supervisor

Communication with clients

Delivering results

Frequent communication with team

Taken initiative

To what extend are the following aspects of your internship important to the company/ your team? n=89, base = all

Important Very important

Compared to the previous survey, not much has changed. The most important aspects of the internship for the company or team are still:

Taking initiative

Frequent communication with the team

Delivering results

Least important aspects are still commitment to deadlines and case ownership.

30

STIPEN

D

2,7

1,3

2,8

2,4

3,9

4,8

5

6

3,5

Other

UNAND

UNDIP

UNIBRAW

Surabaya

Bandung

BINUS

UI

Total

Reasonable Stipend – LC n=140, base=all

When looking at a reasonable stipend at each LC, interns at UI-Jakarta has the highest standard, 6 million rupiah per month, followed by LC BINUS and Bandung. The areas outside Jakarta and Bandung have lower standards concerning the stipend. The range is between 1,3 – 3,9 million.

For the post evaluation meeting with the EP Buddy, LC UI and Similar to last the last survey, a reasonable stipend, according to current GIP EPs is Rp 3,35 million. Last time this was Rp 3,5 million.

The EPs with the highest demands of the height of the stipend are Phd/ master students; Rp 5,4 million.

31

Organizations Very well organized and managed. Wonderful, very helpful and supportive team.

In LP3I I met a lot of different kind of people and it was awesome to work there. I really loved to stay with them and enjoy my time in Indonesia. The classes were a challenge for me because I needed to adapt, but in the end everything was awesome.

I love my TN. I really appreciate their hospitality.

Amazing atmosphere, but they need to have a schedule and more organization.

REM

AR

KS

The highschool that I was working at was one of the best I have ever seen, St Agnes High School and I recommend an extension of the collaboration with them.

The organization helped me a lot and was very kind. They should have taken the time to talk before the EP is leaving. I missed feedback and I wanted to tell them about the students, give some teaching advice, etc.

32

LEADERSHIP

33

LEA

DER

SHIP

Overall EPs enjoyed improved leadership development during their time in Indonesia.

This is especially true when it comes to adaptability skills, awareness of being a world citizen, intercultural communication and empowering others. In these cases more than half the EPs totally agree that the program has helped them develop their leadership skills.

46%

40%

34%

38%

24%

43%

53%

51%

... makes/made me be a more solution driven person.

... makes/made me more aware about myself

... improves/improved my adaptability skills and awareness of being world citizen.

... increase/increased my ability in intercultural communication and empowering others.

Please indicate if you agree or disagree with the following statements regarding leadership. This traineeship …

n=89, base = all

Agree Totally agree

34

SOCIAL ACTIVITIES

35

SO

CIA

L AC

TIVITIES

In general, the respondents are satisfied with the social activities during the stay in Indonesia; 7,4 (10-point scale). And have remained stable since the previous survey (7,4).

Specifically the promoters (8,5) and the passives (7,1) give high ratings for social activities. At the same time, detractors are not so impressed with social activities (4,8).

Compared to the Outgoing Eps (7,6), Indonesia’s program performs almost equally strong (7,4).

Even though the result is good, also in light of the previous results, it would be better if the social activities improved to offer more variety and better organization. The aim is of course to decrease the number of detractors, which totals around 1 in 5 EPs.

4,8

7,1

8,5

7,4

Detractors

Passives

Promoters

Total

How satisfied are/were you in general with the social activities during your stay in Indonesia?

n=89, base = all

49%

43%

42%

47%

12%

48%

49%

46%

Sports activities

Cultural trips

Fun trips

City sightseeing

To what extent is/was it possible to do the following activities during your [GIP/ GCDP]?

n=89, base = all

To some extent To a large extent

36

TYP

ES OF SO

CIA

L EVEN

TS

Most of the EPs (75%) want to visit cultural events like concerts or soccer matches at least once a month.

EPs want to communicate with other EPs through social media (73%). Almost 2 out of 3 want to have dinner with fellow EPs during office days. An almost equal group would love to live near other EPs. Although not supported by everybody, 51% of the EPs think it’s a good idea to have around 10 or more fellow EPs to hang out with.

From this it is easy to conclude that an implied task of AIESEC is to help facilitate this desire for EPs to connect. In doing so, AIESEC would really help to improve their performance. This might help reduce the number of detractors.

22%

29%

35%

36%

48%

42%

7%

22%

25%

28%

25%

33%

Having a party at a club/bar at least once a week is very important for me

There should be at least 10 fellow EPs in my LC to hang around with

All EPs should be living in a concentrated area so its easier to hang out

I prefer to have dinner during most office days with my fellow EPs

If there are social media groups available for EPs I will use it every day to communicate with them

I want to visit cultural events like concerts or soccer matches at least once a month

To what extend do you agree with the following statements? n=89, base = all

Agree Totally agree

37

Social activities AIESEC should put more effort in gathering all the interns.

The LC could organize more social activities for EPs to foster integration between them.

Social activities are good, but it could be more practical and in depth about the objective of the project.

Had a great time with the interns and the staff. Amount of time available was good.

REM

AR

KS

I would be happier to see more different activities and parties, not just sightseeing, but also thematic parties for interns.

Organize them, or at least facilitate. Make it known who actually is present and share contact details if the person allows so.

38

CULTURAL DIFFERENCES

39

CU

LTUR

AL S

HO

CK

2,1

3,0

4,1

4,3

4,5

4,7

5,2

Life in Indonesia is/was rather expensive

I dont/didnt feel save in my LC

The working atmosphere is/was totally different from what I am …

I am/was totally not used to living in a country where religion plays a …

It is/was difficult to communicate with local people

The food is/was really different from the food in my home country

It is/was really hard to use public transport in my LC

Which aspects are/were the main reasons for you to experience a cultural shock? n=42, base = experienced cultural shock

Almost half the EPs experience a cultural shock.

There does not appear to be a correlation between a cultural shock and the NPS score.

The shock is mostly related to the difficulties people experience with the use of public transportation, the different food and problems with communication with people.

AIESEC can improve its support to EPs by providing a clear guide map / book for both the interns. Also encourage meetings at least once per month, so the interns can share their problems.

31%

21%

47%

No cultural shock

Some cultural shock

Culture shock

As far as you can tell, to what extent do/did you experience a cultural shock during your stay in

Indonesia? n=89, base = all

40

Culture shock Please tell us the details of the host fam in advance. Give the exchange kit early too..

In advance inform yourself about the country’s every day life. Things will always be different. Just be open minded about things and accept it and adapt to it since this is what the exchange is about anyway.

Be very opened with the living conditions, to the people’s mentality, to understand what is the role of the religion, experience spicy food (I miss Soto) and be curious.

Be ready for enormous traffic jams and almost no possibility to walk, life without motorbike (or friend with motorbike or car) is really difficult here.

REM

AR

KS

The best thing is not to be afraid and try everything. The people in Indonesia are kind and helpful.

Don't rely on angkots. Never. Just don't. Your feet should be your best friends :) I exaggerate now, but it was weird to realise that going from my host fam to the meeting place (4.5km) was faster on foot than by public transportation (45 vs 55 min).

41

OUTGOING EXCHANGE

42

SUM

MA

RY O

F OU

TGO

ING

Respondent Profile

Outgoing EPs are mostly female. The average age is between 18-20 years old. Most participation is in GCDPs. Participants mostly go abroad to Europe.

Duration

The average total duration is 2 months. Outgoing EPs in Europe stay longer, on average 7,7 months.

NPS

Satisfaction score for EPs at Europe is the highest compared to South East Asia, India/China or other regions. EPs between 21-23 years old are the most satisfied. On the other hand, NPS for India/China is the lowest. It also apply to age group between 18-20 years old.

Before arrival

Support of AIESEC for information about housing and quality of job description are the best. Outgoing EPs are least satisfied about the response time of AIESEC LCs of Indonesia.

During GIP/GDCP

Outgoing EPs are most satisfied about timely payment of the stipend and support to achieve personal goals. Regarding this, South East Asia gives the best support according to the EPs.


When it comes to the aspect that satisfy the EPs the most, the highest scores are on colleagues and the social activities aspect. In addition, they also get the largest improvement with regard to soft skills.

Concerning the company or organizations: they mostly agree that frequent communication with team, commitment to deadlines and delivering results are important.

Leaderships

Awareness of being a world citizen is the highest ranked aspect for the EPs.

Social Activities

City sightseeing is the most popular activity for outgoing EPs. They expect more from social media groups in order to communicate with other EPs, compared to other aspects.

Culture shock

Communication with local people still is an issue. Only 39% of them feels a cultural shock.

43

CO

NC

LUSIO

NS &

REC

OM

MEN

DA

TION

S Conclusions


For outgoing exchange students, AIESEC needs to enhance the response time to the EPs and provide clearer information about visa application and the required documents.


Transportation still is a big issue, even in other countries. The communication between EPs and their company has to be improved as well .

Culture shock

Communication with the local people is the most impactful aspect with regard to a cultural shock for outgoing EPs.

Recommendations


Outgoing EPs expect the preparation to be better organized. It is important to give clear information to the interns. As is known, not all embassies provide clear information on their website. So, AIESEC could take over the responsibility to make the interns feel well prepared and safe.

During GIP/GDCP Phase

During the programme, EPs need AIESEC. AIESEC can be more active and give support more intensively. One way to improve the service is by improving the communication. It will help the EPs to solve problems.


It will be a benefit for EPs and AIESEC if AIESEC can build good relationship and communication with the company. Organizing a meeting with the company as part of an evaluation can help them improve the performance of the EPs.

Culture shock

Mostly outgoing EPs face difficulty to communicate with the local people. Therefore, hanging out together with other EPs seems important for them. As can be seen, they expect to have a social media group to be connected more with other EPs in the same country.

44

RESP

ON

DEN

TS’ PR

OFILE O

UTG

OIN

G

14%

86%

Which program are/were you participating in? n=140, base = all

GIP

GCDP

24%

76%

What is your gender? n=140, base = all

Male Female

The total number of respondent of the Outgoing EPs is 140. Of them 86% are GCDP EPs and only 14% are GIP Eps. Most of the respondents are female (76%).

When looking at age, 71% of the respondents are between 18-20 years old, 25% is between 21-23 years old. The rest is 24 or older.

45

RESP

ON

DEN

T PR

OFILE O

UTG

OIN

G

85% of the outgoing interns do the GCDP. Compared with other regions, Europe has the lowest number of interns that do a GIP (6%).

Of those who follow a GIP, most of them are 24 years or older.

For the duration of stay: in total they stay on average 2 months. Interns going to South East Asia stay longer than EPs going to other regions. They stay 2,1 months on average.

The respondents between 18-20 years old stay abroad the shortest, only 1,8 months. The older they are, the longer they stay abroad. The ones that stay the longest are those EP’s of 24 years or older(3,8 months).

39%

10%

12%

6%

14%

61%

90%

88%

94%

85%

Other

India/China

South East Asia

Europe

Total

Which program are/were you participating in? n=140, base=all

GIP GCDP

2,7

1,7

2,1

1,8

2,0

Other

India/China

South East Asia

Europe

Total

What is/was the duration of your internship? n=140, base=all

46

AIESEC 2014

47

NP

S

17%

18%

12%

9%

14%

35%

35%

38%

42%

38%

48%

48%

50%

49%

49%

Other

India/China

Europe

South East Asia

Total

How likely is it that you would recommend a GIP/GCDP to other students and friends?


With an average NPS of 35%, the exchange program for outgoing students works very well.

Using the NPS as a benchmark, overall performance of the programme in India/China scores the lowest (NPS 30%). Not only is, for this region, the number of promoters the lowest, also and the number of detractors are the highest.

For outgoing trainees to this region, AIESEC in Indonesia might help better prepare when it comes to expectations, culture in the region, the company or organization the trainee will visit, and perhaps talk to trainees who have already been to India and China. This might help improve the number of promoters.

The aspect impacting the NPS can be well seen from the results. It includes preparation before arrival and performance of the company during the GIP/GCDP.

35%

38%

40%

30%

35%

48

NP

S

With regards to gender, NPS of men is somewhat higher than women. But the score is not too different. This is also applies to the programme. NPS of GCDP slighly higher than GIP.

However, there is a big difference in NPS score within the age groups. EPs between 18-20 years old are the least likely to recommend their internship, with the NPS (27%). EPs between 21-23 years old is the most impressed (57%).

15%

13%

32%

40%

53%

47%

Male

Female

NPS Gender

Detractors

Passives

Promoters

34%

38%

17%

3%

17%

38%

37%

33%

44%

60%

50%

18 - 20

21 - 23

24=>

NPS Ages

Detractors

Passives

Promoters

33%

57%

27%

5%

15%

40%

38%

55%

48%

GIP

GCDP

NPS Programme

Detractors

Passives

Promoters

33%

30%

49

Promoters Everything is great, everything already prepared before we are sent outside.

AIESEC Indonesia really amazing. Thanks for all what AIESEC gave to me :)

Just be more enthusiastic to lead EPs in reaching their goals. And thanks for giving me that great experience, after running my project I realized that I need to learn more and more :)

They are fun, always ask about my condition. It makes if feel like a family.

REM

AR

KS

AIESEC Indonesia should maintain the support to the exchange participant. We have to solve some problems by our selves without any response from AIESEC Indonesia

It was fine because all of the EPs live in the same building. It makes our relationship stronger in contrast to Eps in different buildings.

50

The support should be daily, and because finding an internship is quite hard, the EP manager assigned should respond better and more timely.

At the time, the matching time was really urgent for me, please make clear documents that the EP needs to collect, like what kind of visa and if you forget to write expense in JD please mention during the interview session before we start it.

Passives

I wish AIESEC Indonesia pays more attention to exchange participants for after their exchange experience like making some event or maybe give them a reward.

For future AIESEC officials, who have their own responsibility in helping the exchange participant, they should be more responsive in helping out with difficulties and provide information that is not yet clearly understood.

REM

AR

KS

Be more proactive with the EP, and make a good relation with host AIESEC, so if there is some problem in the future, both sides will have taken a decision quickly because they understand each other.

51

Please be organized, it is better to have fixed schedule and be professionals.

Please take care your EPs during the AIESEC program especially the volunteer because they don't know the AIESEC thing.

Detractors

Be more active to tell about negative facts related to AIESEC member’s personality in the destination country.

Please find the right hostfam and prepare it so we don’t have to move from one to another like a homeless.

REM

AR

KS

Need more preparation and instruction for applying visa documents because in the past I’ve failed for applying to China’s visa until the 4th time. AIESEC University Indonesia should guide each EP.

52

SATISFACTION TOWARD AIESEC SUPPORT

53

SA

TISFAC

TION

TOW

AR

D A

IESEC S

UP

PO

RT

On the preparation part of the internship, the satisfaction score from outgoing interns is not too high. It is below 80%.

The aspects with the highest levels of satisfaction concerning preparation are information about housing (75%) and followed by quality of job description (72%).

For other aspects, the levels of satisfaction are below 70%. Particularly concerning response time of AIESEC in Indonesia, only 57% of the interns are satisfied.

There is still room for improvement during preparation. It is important to give clear information to the interns. This includes response time. Another aspect that could be improved is for example the instructions for visa application and the required documents. Not all embassies provide clear information on their website. So, AIESEC should take over the responsibility to make the interns feel well prepared and safe.

37%

51%

54%

43%

49%

54%

20%

14%

11%

23%

23%

17%

Response time of AIESEC

Clear instructions for visa application and required

documents

Information about all possible expenses

Information about requirements

Quality of job description

Information about housing

How satisfied are you with AIESEC before your arrival?

n=35 *, base= before arrival


*Initially the questions only talked about AIESEC Indonesia. However, the outgoing students should have gotten questions that mentioned Aiesec and the country they went to. We recovered this by sending an email to all outgoing respondents. Not everyone answered this email. That is why the n for those specific questions is lower than the rest.

54

SA

TISFAC

TION

TOW

AR

D A

IESEC S

UP

PO

RT

38%

43%

49%

40%

45%

42%

46%

47%

45%

25%

21%

20%

29%

24%

27%

24%

26%

30%

Visa extension, application and documents

Post- evaluation meeting with EP buddy

Introduction to the company / organisation

Buddy support

Organizing of social activities

AIESEC events

Communication between you and AIESEC

Support to achieve personal goals

Timely payment of stipend

How satisfied are you with the AIESEC services that were delivered to you during your [GIP/GCDP]? n=140, base=all


During the programme, AIESEC services only get a satisfaction score below 80%. Post-evaluation meeting with EP buddy and visa extension, application and documents are the big issues for outgoing interns. The reasons might be due to lack of support and service on these two aspects.

For timely payment of stipend, the interns feel (very) satisfied (75%). This is followed by support to achieve personal goals (73%) and communication with AIESEC (70%).

55

AIESEC

SA

TISFAC

TION

Concerning organizing social activities and AIESEC events 60% of the interns are impressed. All different regions have similar scores.

For support to achieve personal goals, interns in South East Asia are happier than other regions (80%). The least impressed are the interns in Europe, only 68% is happy about the support.

When looking at NPS, overall the detractors score much lower than the promoters. This applies to support during the program. Specific aspects are buddy support, AIESEC events, support for achieving personal goals, communication with AIESEC and post-evaluation meeting with the buddy.

45%

40%

49%

47%

43%

24%

33%

23%

21%

17%

Other

India/China

South East Asia

Europe

Total

Organizing of social activities n=140, base=all


42%

40%

40%

47%

43%

27%

30%

33%

24%

17%

Other

India/China

South East Asia

Europe

Total

AIESEC events n=140, base=all


47%

50%

47%

47%

43%

26%

23%

33%

21%

26%

Other

India/China

South East Asia

Europe

Total

Support to achieve personal goals n=140, base=all


56

TRAINEE VIEWS ON COMPANY/ORGANIZATION

57

CO

MP

AN

Y/OR

GA

NIZA

TION

In general, the interns are not very satisfied with the company/organizations where they take the internship. The average score is 7,2. Based on NPS, on average promoters give the highest score (8,4), while dectractors give a score of 3,9. The most positive aspect of the working atmosphere is the colleagues (81%), followed by social activities and teamwork. Transportation is still the most dissapointing aspect. Interns in Europe are slightly happier with their working company than in South East Asia or India/China.

46%

46%

46%

43%

44%

46%

24%

30%

31%

36%

36%

35%

Transportation between kost and office/organization

Communication between you and the management

Safety of the office / organization surroundings

Team work

Social activities

Colleagues

How positive or negative are you concerning the following aspects of the working atmosphere of your [GIP/ GCDP]?

n=140, base=all

Positive Very positive

6,5

7,1

7,3

7,7

7,2

Other

India/China

South East Asia

Europe

Total

What is/was the duration of your internship? n=140, base=all

58

CO

MP

AN

Y/OR

GA

NIZA

TION

The result is quite different with incoming interns. For outgoing interns, the largest benefit that they get from the company/organizations are:



Training on the job

Variety in work ranks the lowest. Similarly, the improved hard skills aspect also scores low.

For improved hard skills and training on the job GIP EPs get experience a higher increase than GCDP EPs. Concerning improved soft skills and satisfactory level of responsibilities, the EPs between 18 – 20 years old are least satisfied.

Regarding the NPS, promoters score quite high (above 90%) compared to the passives (around 80%) and dectractors (around 50%). It can be concluded that most dectractors are less satisfied about what they gain while working at the company/organization.

39%

41%

34%

36%

30%

34%

43%

44%

51%

47%

56%

58%

Variety in work

Improved hard skills

Satisfactory level of responsibilities

Training on the job



To what extend did/do your [GIP/ GCDP] give you ….?

n=140, base=all


59

CO

MP

AN

Y/OR

GA

NIZA

TION

Little different with incoming interns, the most important aspects of the internship concern the company or team are still:


Commitment to deadlines

Delivering results

They feel that taking initiative is not too important for the company or team. Case ownership is in the view of the interns considered the least important aspect by the company or the team.

There are big differences between promoters and dectractors based on NPS, especially on frequent communication with the team and also with the supervisor. 90% of the promoters feel (very) satisfied while around 30% of the detractors feel (very) satisfied.

For outgoing EPs, a reasonable stipend is quite different with incoming EPs. Per month, for outgoing interns, 8,5 million rupiah is the minimum.

51%

44%

42%

43%

48%

44%

44%

17%

27%

31%

31%

26%

31%

35%

Case ownership

Frequent communication with supervisor

Taken initiative

Communication with clients

Delivering results

Commitment to deadline


To what extend are the following aspects of your internship important to the company/ your team? n=140, base=all

Important Very important

60

Organizations I love it, I will never regret enjoying this project. I hope the organisation can keep the good work or make it even better.

In our organization I’m not very satisfied about the communication with us because I think the organization is very introvert.

Provide a detailed job descriptions, stick to it (improve based on both sides agreement).

Should have more preparations, although what they gave me is enough, but it is not very satisfying.

REM

AR

KS

Nope, the company treated me well, they were a professional MNC and they ask me to work for them after I finish my study.

Timetable and exact plan should be given to the participant, give details about everything. Preparation of the event should be upgraded.

61

LEADERSHIP

62

LEA

DER

SHIP

Regarding leadership, similar with incoming interns, adaptability skills and awareness of being a world citizen, intercultural communication and empowering others are ranked highest.

On the other hand, awareness about themselves and also the opportunity to be a more solution driven person only have small impacts. Regarding this, promoters are satisfied much more than dectractors (only around 50%). For passives, the score is about 70%.

43%

45%

46%

44%

36%

39%

47%

51%

... makes/made me be a more solution driven person.

... makes/made me more aware about myself (my purpose, my passion, my strength, my weaknesses, etc) .

... increase/increased my ability in intercultural communication and empowering others.

... improves/improved my adaptability skills and awareness of being world citizen.

Do you have any suggestions or remarks about your experience with the company/ organization where you [did/do] your [GIP GCDP]?

n=140, base=all


63

SOCIAL ACTIVITIES

64

SO

CIA

L AC

TIVITIES

Similar with the incoming, interns outside Indonesia mostly enjoy city sightseeing activities (94%).

Compared with incoming EPs, cultural trips are considered slightly more popular than fun trips. Sport activities are also not much of a favourite for outgoing interns.

Based on NPS, promoters are much more satisfied concerning social activities. The mean score is 8.8. For detractors it is 4,2. In addition, about sports activities the promoters also much more satisfied (78%) than detractors (53%).

56%

36%

37%

36%

17%

53%

55%

58%

Sports activities

Fun trips

Cultural trips

City sightseeing

To what extent is/was it possible to do the following activities during your [GIP/ GCDP]?

n=140, base=all

Not at all To some extent

65

TYP

ES OF SO

CIA

L EVEN

TS

Outgoing interns are more interested with the availability of social media groups as the way to increase the communication between EPs. After that, like incoming interns, they also like to visit cultural events and concerts or soccer matches. Living in a concentrated area is more important for them than having dinner together with their fellows. It is ndicated that they want to get more interaction with the EPs.

Having a party at a club/bar is still the least interesting point. It only scores 20% satisfaction. Regarding this statement, EPs of 24 years and older are much more satisfied (50%) than those 20 of years or younger (16%). In this case, only 6 EPs of age 24 years old and older.

In addition, 33% of the older respondents (24 years old and above) feel that having dinner during most office days is not too important for them. This is in contrast to the other age categories. Those EPs of 21-23 years old also would like more fellow EPs in the same LC.

13%

28%

39%

34%

39%

39%

7%

11%

18%

26%

28%

31%

Having a party at a club/bar at least once a week is very …

There should be at least 10 fellow EPs in my LC to hang …

I prefer to have dinner during most office days with my fellow …

All EPs should be living in a concentrated area so its easier to …

I want to visit cultural events like concerts or soccer matches …

If there are social media groups available for EPs I will use it …

To what extend do you agree with the following statements? n=140, base=all


66

Social activities Need to make it more creatively and initiatively.

I am alone, so there are not much social activities. Also, I was placed in a rural area. I do appreciate spending one week at the university for a festival.

More cultural stuff with sharing international cultures, like an international cooking night.

Visit child hospital or orphanage is better than clubbing in the weekend.

REM

AR

KS

I wish they will improve their ability to make a timetable so every event or social activities runs smoothly.

I was lucky there are many EPs around the world who come over to India, most of us as a GIP have problem, serious problem with the AIESEC in India, I met them and we survived without AIESEC India.

67

CULTURAL DIFFERENCES

68

CU

LTUR

AL S

HO

CK

Overall, the aspect which has the largest impact on cultural shocks is communication with local people, followed by the working atmosphere and the food.

The number of EPs who experienced cultural shock (39%) lower than those who are not (47%).

On average, female EPs experience a bigger culture shock concerning the food. Men rank it on average a 4,8 while women rank it a 2,9. However, the culture shock difference in general is hardly existent.

3,08

3,46

3,76

4,05

4,46

4,59

5,00

I dont/didnt feel save in my LC

It is/was really hard to use public transport in my LC

Life in Indonesia is/was rather expensive

I am/was totally not used to living in a country where religion …

The food is/was really different from the food in my home …

The working atmosphere is/was totally different from what I …

It is/was difficult to communicate with local people

Which aspects are/were the main reasons for you to experience a cultural shock? n=36*, base=culture shock

47%

14%

39%

No cultural shock

Some cultural shock

Culture shock

As far as you can tell, to what extent do/did you experience a cultural shock during your

internship? n=36*, base=culture shock

*Initially the questions only talked about AIESEC Indonesia. However, the outgoing students should have gotten questions that mentioned Aiesec and the country they went to. We recovered this by sending an email to all outgoing respondents. Not everyone answered this email. That is why the n for those specific questions is lower than the rest. 69

Culture shock Accept for what you get in the country and the comfort atmosphere will come soon.

Learn enough language and basic manner skills because it'll really helps you adapt with every country. Don't be shy to ask for things you don't understand.

Learn the culture of the country you'll be living in as much as you can, and be able to understand and speak their language would be great to get into the society.

Do research. Google knows almost everythingt. Ask people who ever got to your country destination.

REM

AR

KS

Learn and cross share both cultures, and enjoy every minute during GCDP.

Tell your feeling to your housemate, I bet she/he will have the same condition, so you can find a way to survive together. Find EPs from the same country, cook your country’s dishes together, and share it with EPs from different country.

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nsc2015 - ce review final aiesec research q4 2015-incoming outgoing copy

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