No contexto de um mundo dito “globalizado”, de um mercado de trabalho competitivo e flexibilizado, programas de intercâmbio cultural parecem ganhar força enquanto produtos e estratégias de classe para a obtenção de capital simbólico e distinção. É neste cenário que surge a AIESEC - uma organização não governamental internacional, presente em mais de 111 países e territórios - que se apresenta como “plataforma para construção e desenvolvimento de lideranças” por meio do trabalho voluntário e intercâmbios de trabalho - pautados pelo discurso da “sustentabilidade, paz mundial e impacto positivo na sociedade”. Essa pesquisa tem como objetivo principal analisar o discurso e práticas organizacionais, voltadas ao engajamento institucional e seus reflexos na construção de identidades e estilos de vida. O presente estudo, de cunho etnográfico, busca analisar processos de “consumo institucional” por parte dos membros da organização, atentando para processos de identificação e compra da mesma, passando pela sua (re)apropriação e atribuição de significado. A pesquisa tem por fundamento dados levantados por meio do trabalho de campo com os membros da AIESEC do seu escritório na cidade de Porto Alegre. Procurou-se mapear e analisar o conteúdo da comunicação, os valores institucionais e as práticas às quais estes jovens são submetidos antes do período de intercâmbio, bem como depoimentos antes e após a experiência. Visto que um dos objetivos principais da organização é “desenvolver futuros líderes”, buscamos entender quem são estes jovens, como são selecionados para entrar na organização, como se engajam e percebem questões de “liderança” e que “líderes” são esses que estão sendo formados por meio de uma “rede internacional”. / In the context of a so called “globalized” world, of a competitive and flexibilized job market, cultural exchange programs seem to gain strenght as products and class strategies for achieving simbolic capital and distinction. It is in this scenery that AIESEC appears - an international non-governmental organization, located in more than 111 countries and tetritories - which presents itself as a “plataform for leadership construction and development” through volunteer work and exchange work programs – based on the discourse of “sustainability, world peace and positive impact on society”. This research has as its main focus to analise organizational practices and discourses, oriented to institutional engagement and its reflexes on identities and lyfestyles. The present study, with its ethnographich character, seeks analyzing the processes of “institutional consumption” by the members of the organization, paying attention to the processes of identification with and purchase of it, through its (re)apropriation and meaning assigning. The reaserch has as its fundament the data collected through fieldwork with the members of AIESEC’s office located in Porto Alegre, Brasil. We sought maping and analysing the institutional communication content, its values and the practices which the members are submitted to before going on an exchange program, as well as the interviews before and after this experience. Seen that one of the main goals of the organization is to “develop future leaders”, we sought understanding who are these “young people”, how they are selected to enter the organization, how they engage and perceive matters of “leadership” and what king of “leaders” are being formed through an “international network”.

No contexto de um mundo dito “globalizado”, de um mercado de trabalho competitivo e flexibilizado, programas de intercâmbio cultural parecem ganhar força enquanto produtos e estratégias de classe para a obtenção de capital simbólico e distinção. É neste cenário que surge a AIESEC - uma organização não governamental internacional, presente em mais de 111 países e territórios - que se apresenta como “plataforma para construção e desenvolvimento de lideranças” por meio do trabalho voluntário e intercâmbios de trabalho - pautados pelo discurso da “sustentabilidade, paz mundial e impacto positivo na sociedade”. Essa pesquisa tem como objetivo principal analisar o discurso e práticas organizacionais, voltadas ao engajamento institucional e seus reflexos na construção de identidades e estilos de vida. O presente estudo, de cunho etnográfico, busca analisar processos de “consumo institucional” por parte dos membros da organização, atentando para processos de identificação e compra da mesma, passando pela sua (re)apropriação e atribuição de significado. A pesquisa tem por fundamento dados levantados por meio do trabalho de campo com os membros da AIESEC do seu escritório na cidade de Porto Alegre. Procurou-se mapear e analisar o conteúdo da comunicação, os valores institucionais e as práticas às quais estes jovens são submetidos antes do período de intercâmbio, bem como depoimentos antes e após a experiência. Visto que um dos objetivos principais da organização é “desenvolver futuros líderes”, buscamos entender quem são estes jovens, como são selecionados para entrar na organização, como se engajam e percebem questões de “liderança” e que “líderes” são esses que estão sendo formados por meio de uma “rede internacional”. / In the context of a so called “globalized” world, of a competitive and flexibilized job market, cultural exchange programs seem to gain strenght as products and class strategies for achieving simbolic capital and distinction. It is in this scenery that AIESEC appears - an international non-governmental organization, located in more than 111 countries and tetritories - which presents itself as a “plataform for leadership construction and development” through volunteer work and exchange work programs – based on the discourse of “sustainability, world peace and positive impact on society”. This research has as its main focus to analise organizational practices and discourses, oriented to institutional engagement and its reflexes on identities and lyfestyles. The present study, with its ethnographich character, seeks analyzing the processes of “institutional consumption” by the members of the organization, paying attention to the processes of identification with and purchase of it, through its (re)apropriation and meaning assigning. The reaserch has as its fundament the data collected through fieldwork with the members of AIESEC’s office located in Porto Alegre, Brasil. We sought maping and analysing the institutional communication content, its values and the practices which the members are submitted to before going on an exchange program, as well as the interviews before and after this experience. Seen that one of the main goals of the organization is to “develop future leaders”, we sought understanding who are these “young people”, how they are selected to enter the organization, how they engage and perceive matters of “leadership” and what king of “leaders” are being formed through an “international network”.

No contexto de um mundo dito “globalizado”, de um mercado de trabalho competitivo e flexibilizado, programas de intercâmbio cultural parecem ganhar força enquanto produtos e estratégias de classe para a obtenção de capital simbólico e distinção. É neste cenário que surge a AIESEC - uma organização não governamental internacional, presente em mais de 111 países e territórios - que se apresenta como “plataforma para construção e desenvolvimento de lideranças” por meio do trabalho voluntário e intercâmbios de trabalho - pautados pelo discurso da “sustentabilidade, paz mundial e impacto positivo na sociedade”. Essa pesquisa tem como objetivo principal analisar o discurso e práticas organizacionais, voltadas ao engajamento institucional e seus reflexos na construção de identidades e estilos de vida. O presente estudo, de cunho etnográfico, busca analisar processos de “consumo institucional” por parte dos membros da organização, atentando para processos de identificação e compra da mesma, passando pela sua (re)apropriação e atribuição de significado. A pesquisa tem por fundamento dados levantados por meio do trabalho de campo com os membros da AIESEC do seu escritório na cidade de Porto Alegre. Procurou-se mapear e analisar o conteúdo da comunicação, os valores institucionais e as práticas às quais estes jovens são submetidos antes do período de intercâmbio, bem como depoimentos antes e após a experiência. Visto que um dos objetivos principais da organização é “desenvolver futuros líderes”, buscamos entender quem são estes jovens, como são selecionados para entrar na organização, como se engajam e percebem questões de “liderança” e que “líderes” são esses que estão sendo formados por meio de uma “rede internacional”. / In the context of a so called “globalized” world, of a competitive and flexibilized job market, cultural exchange programs seem to gain strenght as products and class strategies for achieving simbolic capital and distinction. It is in this scenery that AIESEC appears - an international non-governmental organization, located in more than 111 countries and tetritories - which presents itself as a “plataform for leadership construction and development” through volunteer work and exchange work programs – based on the discourse of “sustainability, world peace and positive impact on society”. This research has as its main focus to analise organizational practices and discourses, oriented to institutional engagement and its reflexes on identities and lyfestyles. The present study, with its ethnographich character, seeks analyzing the processes of “institutional consumption” by the members of the organization, paying attention to the processes of identification with and purchase of it, through its (re)apropriation and meaning assigning. The reaserch has as its fundament the data collected through fieldwork with the members of AIESEC’s office located in Porto Alegre, Brasil. We sought maping and analysing the institutional communication content, its values and the practices which the members are submitted to before going on an exchange program, as well as the interviews before and after this experience. Seen that one of the main goals of the organization is to “develop future leaders”, we sought understanding who are these “young people”, how they are selected to enter the organization, how they engage and perceive matters of “leadership” and what king of “leaders” are being formed through an “international network”.

The thesis compounds three views on the Key Account Management (KAM). Firstly, KAM is defined from a theoretical perspective. Secondly, a practical example of KAM is described within the international organization AIESEC; including feedback from a client. Finally, there are suggestions in order to improve KAM in terms of soft skills of Account Managers.

The aim of my thesis is to critically evaluate the set of management tools used in the student organization AIESEC Praha. The issues discussed are the organization's mission and strategic management, especially using the system of Balanced Scorecard. Furthermore, terms of critical success factors and key performance indicators are defined and are being investigated in various stages of development of the strategic map of Balanced Scorecard of AIESEC Praha, with emphasis on their annual change, consistency and coherence with other instruments of the organization, its internal development and the development of the external environment. In conclusion I describe a draft of qualitatively better system of management tools of AIESEC Praha with regard to described objectives. Emphasis is also placed on the conditions of usage of the system of management tools and the factors that influence its further development.

V této diplomové práci jsem nejdříve nastínil pojetí a význam postavení hodnocení pracovníků v systému řízení lidských zdrojů. Dále jsem popsal cíle a přínosy hodnocení v organizaci. Zabýval jsem se také předpoklady úspěšného využití výsledků hodnocení v praxi, resp. chybami, kterých je třeba se vyvarovat. V následující analytické části této práce jsem na základě empirického výzkumu navrhl systém hodnocení členů, což bylo cílem této diplomové práce. Při tvorbě systému jsem vycházel z teoretických poznatků, které jsem čerpal z příslušné odborné literatury, ale také z konkrétních požadavků na tento systém, stanovených při konzultacích s prezidenty AIESEC Praha a dále získaných v empirickém výzkumu od výkonného výboru místní pobočky, vedoucích týmů, členů a dále při praktickém testování jednotlivých součástí systému hodnocení. Navrhl jsem především metodu hodnocení, hodnotící formuláře a další podpůrné dokumenty, jejichž strukturu jsem detailně popsal. Vymezil jsem smysl zavedení nového systému, kdo bude hodnotitelem, na koho se bude hodnocení vztahovat, periodicitu, fáze hodnocení a využití výsledků hodnocení. Celý návrh systému lze považovat za okamžitě využitelný v personálním řízení AIESEC Praha, ale současně též otevřený k dalším úpravám, které si vyžádá praktické využívání v realitě organizace.

This thesis is focused on solving specific problems in NGO organization AIESEC Praha, caused by big fluctuation, by process analysis and process management implementation. The aim of this paper is provide theoretical introduction to process management and its associated areas. In the beginning of practical part organization is introduced, also with its culture and legal environment that affects its main processes. Following strategic analysis is base for identification of single processes in the organization. Process analysis itself takes major part of thesis and involves described several driving processes through the organization. At the end the knowledge database Tiki is introduced with final conclusions and evaluation.

The Master's thesis focuses on analysing the data about the customers of the student organisation AIESEC collected between 2012 and 2014. The results show the various customer segments defined by university, faculty and year of study from which AIESEC gets its applicants, the successfulness in finding an internship of students from these segments, proportions of different programmes (and sub-programmes) that students apply for, most desired countries as internship destinations, most effective communication channels and the average time periods between the process parts of application, raise, match and realization. Based on the results and insights from theory which discusses the use of Internet in communication with youth, the author suggests specific improvements for AIESEC to acquire more customers. These suggestions focus on increasing the return on investment of the organisation by increasing the quality of the applications, but equally focus on increasing the quantity of new customers acquired and increasing the efficiency of the AIESEC process.

Focusing on the current reality in Czech Republic and Hong Kong, the paper deals with the process of business negotiation and other topics concerning products offered by international student organization AIESEC, offering a comparison of the given markets. AIESEC is presented in the introduction to the thesis, giving a general overview as well as a deeper insight into the Czech and Hong Kong reality in the area of services provided by AIESEC to their corporate partners. A characteristic of Hong Kong follows, describing the geographic, political, economic and cultural specifics of the territory. The focal point of the paper is the analysis of the selling process of AIESEC products, showing the specific characteristics of business negotiation in Hong Kong. The main aspects of the analysis are preparation for a business appointment, usage of presentation materials, participants and place of the appointment, the respective phases of the selling process as well as strategic and tactical issues. In the concluding part of the paper a comparison of the two given countries is drawn, in terms of the sales procedures while offering the specific AIESEC products. A quantitative overview is included, as well as an estimation of the market potential for selling international internships in the respective countries. Furthermore, customer relationship management and cultural specifics are discussed. A SWOT analysis follows, presenting the abovementioned learnings in a structured way.

This diploma thesis deals with the information system in organization AIESEC Slovakia. Through appropriate methods and analysis, the current state of the IS will be assessed. Based on results of these analyzes, there will be proposed changes that will lead ultimately to higher efficiency of the organization and improvement of quality of services provided.