1. RoTDu planning meeting
Bucharest, 6-7 August 2012
And the main actors are:
Didi, as MC VP TD 12-13
Costi, as Virtual Education Manger 12-13
Alinuta, as EwA Developer 12-13
Mada, as TMP&TLP Manager 12-13
Laura, as RoTDu Chair 12-13
André, as Brand Officer 12-13
RoTDu – Eager to develop into ONE team!

2. RoTDu planning meeting 2012 - objectives
Creating RoTDu's brand.
Getting to know AIESEC Romania's reality and talent development area's reality in the country
Planning RoTDu's activity.
Building strategies to improve LC's performance on TD area.
RoTDu – Eager to develop into ONE team!

3. Objectives for each block:
RoTDu as a TEAM
Setting a team culture and defining the key elements of our team brand.
Stay connected. Stay real.
Connecting to AIESEC Romania's reality and with the reality of TD area from each LC.
Think. Create. Plan
Creating an action plan to improve LC's TD area and help them perform better.
Planning the national initatives and the recruitment process.
Planning our work as LC Consultants for TD area
RoTDu Branding
Our values:
Lala: friendship, respect, sincerity
Mada: integrity, loyalty, balance
Andre: curiosity, enjoyment, helpfulness
Alinuta: trust, respect, curiosity
Costi: integrity, devotement, passion
What drives us:
Lala: people, challenges, my development and the development of others (personal & professional)
Mada: people, responsibility, opportunities
Andre: people, fun, new experiences and challenges
Costi: something different and innovative, others development
Alinuta: personal development and others’ development, people
What we want others to say about RoTDu at the end of our term:
Lala: impact, relevance, added-value, professionalism
Mada: presence in the network, development of the area in AIESEC Romania
Andre: inspiring, team bonding, honesty, perseverance (loyal to our ideas)
Costi: proud, innovative, supportive
Alinuta: colorful, energy, growth, sharing experience
RoTDu motto: Eager to develop into ONE team!
RoTDu – Eager to develop into ONE team!

4. Team elements:
- T-shirts
- Logo
- Motto
AIESEC Romania’s reality
Materials used for session that you have in the output:
- MC plan: conference cycle, national projects, national drivers, R&R directions
Talent Development’s reality
Materials used for session that you have in the output:
- PPT of Didi: TD Area Plan
- LCs TD SWOT, presented below
Strengths: Weaknesses:
- MEC on FAs and programs - No national framework fo MEC
- Intuitive application of principles - No TMP&TLP principles knowledge
- High interest on some FAs (TD, - TMP & TLP not seen as means for
Comm, Fin) Exchange (conversion strategies)
- Some focus on LR development - Poor EwA understanding and
- GCP on EwA – AIESEC Arad implementation
- GCP on project pipeline – AIESEC - Low interest on X areas
Bucharest - Top management doesn’t support
- GCP on returnee seminars – AIESEC HR systems
Timisoara - Low preparation on HR planning
- Transition between teams
- Trainers’ pipeline
Opportunities: Threats:
- VPs are willing to collaborate with - LCs have very different realities
each other - Different focuses in different LCs
- Each FA has a learning cycle - Reluctance to webinars
- High interest in conferences - Recruitment stress
- National partnerships on HR - Lost contact with target group
- Very different levels of preparation
of the VPs
- Delay in contacting the partners or
alumni (KLP)
RoTDu – Eager to develop into ONE team!

5. LC Consultancy System
Splitting the LCs:
- Lala: Timisoara, Arad, Oradea
- Costi: Craiova, Sibiu, Tg. Mures
- Mada: Iasi, Suceava, Galati
- Alinuta: Bucuresti, Pitesti, Constanta
- Andre: Cluj – Napoca, Brasov, Ploiesti
MC’s role:
- Support on planning
- National drivers implementations
- National and international trends
- Deliver educational cycle for EBs
NTT’s role:
- Preparation
RoTDu’s focuses and role:
- Adapting TD national strategies to different realities
- Help the LCs understand the TD’s standards and frameworks received from a national
level
Ways of working:
Before an individual meeting or commune meeting, a needs assessment form shoul be launched to the
VPs.
1. Skype meetings with all 3 LCs that each of us is responsible. Objectives:
- Ask for feedback on our way of working, tools, frameworks, etc
- Downscale from the MC
- Finding the progress of the country
- Sharing ideas
2. Individual Skype meetings. Objectives:
- Explaining/ talking about specific issues
- Giving updates on the progress made
- Talking about needs assessment done previously
Evaluation of our consultancy services:
- 15 LCs having a complete EC
- 100% of implemented strategies after the Skype meeting
- 100% of delivered preparation from EC
- 4 Skype meetings with all 3 VPs
Recruitment process
Past recruitments – what went wrong
 Profile not according to LC’s realities
 Unfit messages
 Poor HR planning (done before the new structure was launched)
 No national focus on induction
 Recruitment flow – regarding AIESEC 2015
RoTDu – Eager to develop into ONE team!

6.  4 messages promoted at once
 Not delivering what we promised
 New structure – allocation issues
 LCs were not aligned regarding the selection
 Poor focus on recruitment regarding selection
Past recruitments – what went well
 TTIs & TTPs
 Online promo campaign (website, Facebook)
GCP or WCP (?):
 Tg Mures – RTS is compulsory
 Brasov – X compulsory in spring (L+X strategy)
What needs to be done on this recruitment?
1. Defining the recruitment flow
2. HR planning tool
3. Set milestones for recruitment
4. Profile
5. Promo messages - > feedback
6. OCP transition
7. Guidelines for selection methods
8. Induction – feedback for NTT
9. Allocation guidelines
10. Guidelines for activities
11. Evaluation form
!!!Big recruitment tool done before LC visits (beginning of September)
Recruitment flow
- Promo
- AF
- First interview
- (optional) group interview/ assessment center
- Induction : trainings-> @history, @ Way, GCM, @ 2015; mini projects/tasks; RTS/LTS
- Allocation also a selection role: final interview
 Activities & Projects; positions with JDs
 GCP: allocate on projects and after that on positions
 If there are very good applicants, but too many, they can be sent in the
engagement pool
National profile
Current state:
- Mbs have lack of initiatives
- Mbs with low involvement and low performance
RoTDu – Eager to develop into ONE team!

7. Needed people (talk to the VPs about their perspective!!!):
- Action – driven -> implementers (preferred)
- Proactive (must)
- Responsible (must)
- Eager to learn and self aware (preferred)
- Extra – curricular activities -> 1st and 2nd year of study (preferred)
- Cultural sensitivity (must)
- Communication skills (preferred)
- People orientation (preferred)
Recruitment timeline
August September October November
W4 W5 W1 W2 W3 W4 W1 W2 W3 W4 W1 W2 W3 W4
HR planning OCP OC Local Select Promo campaign 1st Induction Alloca Evaluat
transition select profiles methods interviews tion ion
OCP selection LC
Visits
National
profiles
Big tool
Big hairy recruitment tool (final responsible: Lala). Content:
- Guidelines:
 Profile: Mada
 Selection: Lala
 Allocation: Mada
 Induction: NTT + RoTDu feedback
- HR planning: done, from AI
- Recruitment milestones: Alinuta
- Recruitment flow (on going and big autumn recruitments): Alinuta
- OCP transition: Costi
Evaluation form: Alinuta
Creating the promo message: Andre
National Initiatives and Planning
LEAD (until June 2013): Mada
Objectives:
- 3 parts delivered live
- 100 EB participants
- LCs: 15
- MM: 50% - 75%
Ways of implementation:
1. Presentation with objectives (like in AIESEC Brazil): Andre – until 20th of September
RoTDu – Eager to develop into ONE team!

8. 2. Presenting it at LC Consultancy meetings: everyone – until the end of September
3. Creating a standard needs assessment form for LEAD: Costi – end of September
4. Feedback on the agenda: everyone – until the end of December
5. Tracking: Alinuta – until the end of Dec
6. Evaluation form: Alinuta – until the end of May
Engagement Development (until June 2013): Alinuta
Objectives:
- LCs: 15
- Frameworks regarding criteria
- Education cycle
- Assessment / Evaluation
Ways of implementation:
1. Assessment: everyone with Alinuta’s guidance – until end of August: the creation; until the end
of September: the implementation
2. Strategy guidelines & frameworks: Alinuta - until end of October
3. Feedback at LC consultancy meetings: Alinuta – end of March
4. Tracking: Alinuta – end of Octobers
5. Evaluation: Alinuta – end of May
National Mentorship Platform (until June 2013): Costi
Objectives:
- LCs: 10
- 10 mentors/LC
- 10% of members involved
Ways of implementation:
1. Assessment about mentoring level, virtual education, what has been done so far – creation: until
15th of September, implementation: until 30th of September
2. Strategies & frameworks – mentorship platform: creation 31st of October’ implementation: 15th
of January
3. Feedback on strategies – local strategies until 31st of December
- Nat frameworks until 30th of November
4. Tracking: mentorship platform - ongoing
5. Evaluation: until May 2013
6. Follow – up booklet: until June 2013
Make it Simple! (until June 2013): Mada
- MM/EB transition framework: Costi – until end of December
- JDs framework + EB profile – objectives: Alinuta – until end of October
- MEC (programs + stages): Mada – until end of September
RoTDu – Eager to develop into ONE team!

9. - NEC (from FA EC): Costi - until beginning of October
- TD processes pdf (redefined): Lala – until end of November
- Competencies evaluation: Lala – until end of January
- EC for specialists: Mada – uuntil end of December
- Career plan tool: Alinuta – beginning of October
- Templates (PPTs, Word, Excel) : Andre – middle of September
Evaluation form: Laura - until end of May
Homecoming AIESECers
- not relevant to implement it
Storytelling (until June 2013): Andre
- creating the message: end of August
- communication plan: end of August
- online environment – talk with Roxana, MCVP Communication
- promotion: end of the August
- posting the articles/movie: on going
- R&R campaign: in Rock Me
Virtual Education ideas:
- LEAD
- FA prep from MCVPs
- Softskills/leadership/management
- Topics for each week
- Awareness campaign regarding webinars
- Costi will develop a strategy until the beginning of September
- Until mid of September the final strategy (with our feedback) will be done
- By 24th of September – meetings with the partners
Others:
- Lala will make RoTDu logo until end of August
- Andre will make a template for doc, ppt, excel, using our logo
- Until Rock Me, Mada is responsible of buying and printing the T-shirts
RoTDu – Eager to develop into ONE team!