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This is the chat about talent planning with strategies to generate an effective
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1
Talent Planning
2
Objectives of Session
Clarify the concept of Talent Planning
Capacitate people to use the national talent planning tool
Present talent planning strategies and how to implement it
Expected Outcomes
TM Team Leader empowered to use Talent Planning tool
effectively
TM Team Leader with a clear understanding about talent planning and empowered to
implement strategies at local level
What is Talent planning?
Create Clear Target Profile
Atract right people to right
roles
Right Mindset for AIESEC
Why do Talent Planning?
Attract the people you need to AIESEC.
By targeting a specific profile of student.
Much more effective way to recruit, rather than mass marketing.
The Answer!
1. How many members do we have right now?
2. What kind of members do we have right now?
3. How many members should
we recruit?
4. What kind of members should
we recruit?
Talent Planning tool
Fast track
• Discover what are the people you can count on and the people you can’t.
Talent
Pipeline
• Preview your HR according to the individual carrer plan of each member
Talent
Planning
• Plan the HR you need to recruit, according to the profile required by each VP
Fast TrackMap your members
Organize your data
Set ActionsPutting in practice
Evaluating Efficience
1. Mapping your members
How much development?
How much performance?
What kind of people he is?
1. Mapping your members
1. Mapping your Members
2. Organize your data
For each cluster, define how much members you have and who they are.
3. Setting actionsYou already have suggested actions…
Transform it into effective actions…
Reallocate this member from OGX to
COMM.
Change “Produce Newsletters” to “Develop
and manage internal communication”
4. Putting in practice
Make it happen!
5. Evaluating Efficiency
Repeat the process periodically to verify if people
are upgrading their status!
Present membership reports to your EB! They must know
the real state of the LC!
Talent Pipeline
Previous @XP
Expected@XP
Talent pipeline
Mapping your members!
What do we have now?
What can we have later?
Who are those people?
Mapping your members
Your pipeline!
What do we have now?• 5 Previous GCD/GI experience• 4 Previous TL Experience• 1 Full Experience
What can we have later?• 2 GCD/GI Experience• 4 TL Experience• 2 Full Experience
This is your
pipeline!
Members with
perspective of exchange
Members with
perspective of TL
experience
Members with no
perspective of exchange
Members with no
perspective of TL
Experience
ADVANCE
GENERATE
PROMOTE PROMOTE
• When finishes the @XP of your members?
• When you have members at long term exchanges?
Preview your HR!
Talent PlanningSet the profile you need
Set your Recruitment Goal
Focused Promotion
Smart Selection and allocation
Focused trainnings
Set the profile you needField ExampleArea COMM
Program TM
Main responsibility Manage internal communication
Top 3 CompetenciesEntrepreneurial Outlook / Basic
Proactive Learning / GoodSocial Responsibility / Good
Top 3 Hard skillsGraphic Design / Excellent
Virtual Communication / GoodSocial Media Knowledge / Good
Availability in hours 5 hours / weekQuantity 1
Set your recruitment goal
What are the profile you need to recruit?
• Based on a short interview with VPs
How much members you need to recruit?
• Amount of profiles defined considering retention rate
1. The past experiences with
recruitment
2. When you are doing the
recruitment
3. The quality of your induction and
Team Member preparation
To define your Retention Rate goal, you must consider…
Set your recruitment goal
Focused Promotion
Based on the profile, you can set with your VPCOMM where you are going to promote
to attract the right people you need!
Focused message to the right public
Smart Selection and Allocation
Selection focused on areas
Competencies mapped on selection says what people are good for what area
Allocation is done just after selection.
Focused trainning
You select for attitude and train
for skills
Agenda of trainning focused on
necessary skills in each area
They already had the competency, with the hard skills, you are going to put them closer
to the ideal state required by each VP
And then…
You have right people in the right places,
previewing when you are going to need more,
guaranteeing that your members are performing.
TM Sinergy
Talent management
Full XP
I2@DEV
Any doubts?
34
Objectives of Session
Clarify the concept of Talent Planning
Capacitate people to use the national talent planning tool
Present talent planning strategies and how to implement it