Talent Management 101: Basics

TM BasicsWebinar

Agenda

•WHY of Talent Management

• TM Processes

•Role of a VP TM

Tell me WHYYYYY!???

Talent Management in a Real World

1Professionals are leaving,

and un-qualified workers arrive, that's why there is a high need in

planning talent, developing them, and ensure pipeline.

2 Talents are migrating

from company to company - modern business is less

about system, more about individuals

3The way you manage your talent

can be a game-changer for the organization:

developing & keeping the best talent

= achieving the best results

But Why Da Fuck we need Talent Management in AIESEC??

Why da fuck we need Talent Management in AIESEC?

What is the secret of high-performing AIESEC entities?

Perfect MATCH!

How do we develop leadership in AIESEC?

TM TM

TMTMInner

journeyOuter

journey

The best people = the greatest achievementsThe best people = the most sincere friendshipThe best people = the most impactful leadershipThe best people = the biggest impact in the world

Talent Management Processes

FULL WIKI IS HERE:http://bit.ly/TMProcess

Talent Management Processis answering the question:

“What TM in AIESEC does?”

12 Talent management Processes

+ TMP/TLP Quality Management

13th Talent management Process iiiiiisss…

Creating beautiful

flipcharts!

Talent Recruitment

1. Talent Planning

2. Talent Marketing

3. Talent Selection

4. Talent Allocation

5. Talent Induction

RECRUITMENT WIKI IS HERE:http://bit.ly/TMRecruitment

Discovery Days& Learning by Doing

&Tutoring

Talent Development

6. Talent Education

7. Talent Mentoring/Coaching

8. Talent Goal Setting

9. Talent Career Planning

Talent Development is aimed to support:

• Efficiency of a member in the functional area• Retention of members inside the functional area

Talent Development includes:1. Members’ Education Cycle (LC TMP/TLP Education Cycle)2. Goal Setting (Personal Goals, Learning Goals & Professional Goals)3. Career Planning (Personal meetings OR/AND AIESEC Career Days, based on the goals and

opportunities map)4. Mentorship/Coaching (Educate your Leaders how to run coaching/mentoring at Leadership

Body Seminar)

Why?• Maximizing individual learning helps to build emotional attachment to the organization• Clear personal and professional goals of members improve performance and supports

engagement with organization• Guiding member through map of opportunities ensures pipeline with the right focus

Members’ Education Cycle

Education for TMP:

Different for each functional area (during Team Meetings) – functional VP

General soft-skills for all members (during LCMs or LCCs) – whole EB

Education for TLP:

Different for each functional area (functional meetings) – functional VP

General soft-skills & leadership education (LEAD) – (during TL/PM Meetings) – LCP & VP TM

Learning Environment Elements

Goal Setting

Members and leaders establish specific, measurable, achievable, realistic and time-bounded milestones for themselves

The goals can refer to AIESEC activities/performance/development needs/opportunities, but also to personal aspects of the members’ life or University career

The goal setting done alone or guided by a TM member or a TL

Can be for short, medium, or long period of time

Career Planning

Career plan is a version 2.0 of Goal setting

Career plan is a personal tracking tool for all the opportunities each member took so far, what he/she has learned and what is still missing to get him/her to the next step

Coaching/Mentoring

Coaching:

Is a process in which coachee receives guidance through regular meetings from a coach with one or more clear goals that the coachee wants to achieve

The coach is offering guidance by asking questions to the coachee, so that he/she can find their own answers.

Mentoring:

The mentor is offering guidance by sharing the way in which he/she has achieved his/her goals in his/her career or reacted in certain situation.

Relationship is based on storytelling from the mentors part and active listening from the mentee side.

Talent Retention

10.Pipeline Management

11.Talent Tracking and Performance Appraisal

12.Reward & Recognition

13.TMP/TLP Quality ManagementTalent Retention is influenced by both: Talent Recruitment & Talent Development

Why Talent Retention?

Maximizing membership efficiency through ongoing performance assessment and personal productivity improvement plan

Objective and constant recognition system will support engagement and result orientation of members

Awareness on pipeline gaps and profits will support efficient and fast members reallocation

Talent Management Processes Flow

Role of a VPTM

Role of VPTM:

TM processes execution to:

• Ensure personal, professional and leadership development

of the members and their retention

• Ensure Talent Capacity to the organization (the right people in the right place in the right time) to achieve ambitious

goals

Which are KPIs of VPTM?

# of TMP/TLP% of Retention RateNPS TMP/TLPTXP + X

Questions?