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TMP/TLP Evolution
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Talent Management
Not yet because we don't implement Team Minimums yet.
Do you track Team Minimums?
Not yet because we don't implement Team Minimums yet.
Do you track LC Productivity?
Not yet because we don't implement Team Minimums yet.
According to MYAIESEC.net...
Not yet because we don't implement Team Minimums yet.
How much do you rely on myaiesec.net to track your members?
Not yet because we don't implement Team Minimums yet.
What KPIs do you measure in TM?
I cant give very clear information
Talent Capacity
a.k.a.. • My excuse for
everything wrong
• The biggest buzz word on earth
Is it that we do not have enough members?
Is it that members are not performing because they lack education
Is it that members are not contributing to exchange?
Is that members are happy?
Apparently… We have a problem
We know our Strategies...
IxP
Team Minimums Productivity
Sales capacity
Sales intensity
NPS Talent Allocation Recruitment
Now let’s focus on Implementation!
The future of Talent Management...
Talent Planning
Standards & Satisfaction Productivity
BI through GIS
Every member is purposefully recruited and is aware of his role, contribution and tools to achieve their targets. We provide high quality team experiences every time through team standards. We learn by doing and we provide life changing experiences to other young people while we do it. We have business intelligence to make smart decisions based on past and present accurate information, and ensure the sustaintability of our organization.
Talent Planning
Standards & Satisfaction Productivity
BI through GIS
Talent Planning
Set personal goals
Understand your
personal values
Reinvent yourself
Reflect on your
experience
Individual responsibility and goals
Interaction with
multiple stakeholders
Support system
Challenging role and
environment
Purpose of the Journey for Society
Purpose of the Journey for Society
Purpose
Goals
Backwards Planning
TMP / TLP Needs
GCDP / GIP Goals
Productivity Goals
# TMP
# TLP
Recruitment Flow Aligned to
the new Customer Flow
Programme Packaging
aligned to our true Value
Proposition and internal
opportunities
Selection process aligned
to our Leadership
Development Model and
Values
Allocation in teams and
projects that will be
interconnected inside the entity
What about
Talent Capacity?
Right People in the
Right Place at the
Right Time
Implementation Milestones Ensure my entity has planned proper structures and talent needs to drive high quality team experiences that
will contribute to achieving the strategies and goals we aim for.
RECRUITMENT ALLOCATION RE-ALLOCATION
% TMP/TLP Opportunities
Matched
% Applicants per TMP/TLP Opportunity
% Member Allocation in Front Office
% Member Allocation
in Back Office
IxP
Headhunting Recruitment
PLANNING
# TMP Opportunities
# TLP Opportunities
My Talent Checklist: Talent Planning
RECRUITMENT ALLOCATION RE-ALLOCATION
% TMP/TLP Opportunities
Matched
% Applicants per TMP/TLP Opportunity
% Member Allocation in Front Office
% Member Allocation
in Back Office
IxP
Headhunting Recruitment
PLANNING
# TMP Opportunities
# TLP Opportunities
What is missing or could improve in my entity?
Standards & Satisfaction
Fulfillment of Team Minimums
NPS and Response Rate
Standards Satisfaction
High Quality Team Experiences Globally
Set personal goals
Understand your
personal values
Reinvent yourself
Reflect on your
experience
Individual responsibility and goals
Interaction with
multiple stakeholders
Support system
Challenging role and
environment
Purpose of the Journey for
Society
Think about your best team experience...
What made it so special ?
People
Challenge
Direction
Understanding
Connected
Self-Development
Support
Trust
Diversity
Common Goal
Self-Awareness
Team
Plan
JD
Training
Tracking & Coaching
Evaluation
Reflection
People
Challenge
Direction
Understanding
Connected
Support
Trust
Diversity
Common Goal
Self-Development
Self-Awareness
Learning And
Development
Implementation Milestones Ensure every team experience we deliver is covering our minimum standards by engaging the membership of
its fulfillment.
GOAL SETTING TRACKING EVALUATION
NPS goal Response Rate goal
% Retention Rate # IxP
% Team Minimums Fulfillment goal
% Team Minimums Fulfillment
NPS
Response Rate
% Achievement of goals
# Up-Selling
opportunities
EDUCATION
# Educational Touchpoints
100% Knowledge of
Membership
My Talent Checklist: Team Minimums
What is missing or could improve in my entity?
GOAL SETTING TRACKING EVALUATION
NPS goal Response Rate goal
% Retention Rate # IxP
% Team Minimums Fulfillment goal
% Team Minimums Fulfillment
NPS
Response Rate
% Achievement of goals
# Up-Selling
opportunities
EDUCATION
# Educational Touchpoints
100% Knowledge of
Membership
Productivity
How does TM contribute to GCDP/GIP?
Set personal goals
Understand your
personal values
Reinvent yourself
Reflect on your experience
Individual responsibility and goals
Interaction with
multiple stakeholders
Support system
Challenging role and
environment
Purpose of the Journey for
Society
Productivity = # Exchanges # Members
Implementation Milestones Ensure our operations and membership performance is contributing to enable bigger and better exchange
experiences to more young leaders in our entities.
GOAL SETTING EVALUATION
Productivity goals per exchange
programme
% Achievement of Productivity goals
# Overall average
entity productivity
EDUCATION
# Educational Touchpoints
100% Knowledge of
Membership
My Talent Checklist: Productivity
What is missing or could improve in my entity?
GOAL SETTING EVALUATION
Productivity goals per exchange
programme
% Achievement of Productivity goals
# Overall average
entity productivity
EDUCATION
# Educational Touchpoints
100% Knowledge of
Membership
BI through GIS
Where is it we want to go?
Steering the Wheel
Standards and
Satisfaction
NPS IxP
LEAD Team Minimums
Performance and
Productivity
Performance and
Productivity
Productivity Talent Capacity Team Minimums
Standards and
Satisfaction
Implementation Milestones Ensure our membership data is updated and coherent with our realities by using the online platform
constantly which will allow us to see the evolution of our membership and make smarter decisions now and
future generations.
GOAL SETTING EVALUATION HR LONG TERM
STRATEGY
uploaded to the system
% Data updated in the GIS
EDUCATION
# Educational Touchpoints
100% Knowledge of
Membership
My Talent Checklist: HR BI
What is missing or could improve in my entity?
GOAL SETTING EVALUATION
uploaded to the system
% Data updated in the GIS
EDUCATION
# Educational Touchpoints
100% Knowledge of
Membership
create your Future of Talent Management!
Gather in groups of 5 and find your
topic in your nearest rocket!
What would be the impact and future of AIESEC if all our entities had your element fully implemented?
Share!
Let’s imagine our entity is a rocket we want to launch...
Talent Planning
Standards & Satisfaction Productivity
BI through GIS
Now imagine...
What would be the impact and future of AIESEC if all our entities had all elements fully implemented?
Talent Planning
Standards & Satisfaction Productivity
BI through GIS
What do you think about this Future of Talent Management?
No global standardized processes for
our membership
Global misunderstan
ding of TM
Txp evolution Timeline
TMP/TLP Program packaging
TM global tools in GIS
Launch of Front office program flow
Member Development Cycle
& Long-Term Strategies
September October November February
BI through GIS
Leadersh
ip
Develo
pm
ent
TXP Minimum Standards
Productivity
Talent Planning
TMP/TLP Program
packaging
TM global tools in GIS
Launch of Front office program
flow
Member Development Cycle & Long-
Term Strategies
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