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Talent Management Summit 2013

Talent Management Summit | Oct 2013

“The Talent Capacity Revolution”

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Talent Management Summit 2013

Welcome!Let’s get to know each other

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Talent Management Summit 2013

Activity 1 Grab a Post-it and pen each In your Post-it, write the following:

• Nickname• LC• Academic Discipline• 1 word to describe yourself/fun fact• Expectation/reason to be here today

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Talent Management Summit 2013

AgendaRole of Talent Management

The Impact Model

Assessment of Current

Practices

The Talent Capacity Model

Talent Flow

Capacity and Learning &

Development

Talent Capacity Revolution

The Next 100 Days

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Talent Management Summit 2013

Expectations

Old school Why not? Be your

own manMake it happen

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Talent Management Summit 2013

Role of Talent Management

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Talent Management Summit 2013

What’s Talent Management?

“The science of using strategic HR to improve business value and to make it

possible for companies and organizations to reach their goals”

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Talent Management Summit 2013

What’s Talent Management?

“The science of using strategic HR to improve business value and to make it possible for companies and organizations

to reach their goals”

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Talent Management Summit 2013

What’s Talent Management in AIESEC?

“The process of managing and developing Talent Capacity to enable the creation of meaningful leadership through Exchange

”

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Talent Management Summit 2013

AIESEC’s Impact ModelWhat We Envision: Peace & Fulfillment of Human Kind’s Potential

AIESEC 2015 MoS

Our Impact Model Develop Change Agents by providing Experiential Leadership Development Opportunities for Young People

BHAG: Our Aspiration in the Market to push us forwardEngage and Develop Every Young Person in the World

Our Impact Model Develop Leadership by providing Experiential Leadership Development Opportunities for Young People

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Talent Management Summit 2013

AIESEC’s Impact Model – Fundamental Solution

Leadership & Young People

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Talent Management Summit 2013

Our Leadership Development Model

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Talent Management Summit 2013

Our Leadership Development Model

AIESEC’s volunteering model allows us to develop the kind of leadership needed through creating experiences for others

Leadership in every TMP and

TLP (MEP) experience

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Talent Management Summit 2013

People make organizationTransforming people will transform our

organization

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What do we know of our people and processes thus far?

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Talent Management Summit 2013

Talent Management Processes

Talent Planning Talent Marketing Selection & Allocation Talent Induction

System Administration

Talent Development

Tracking & Performance

AppraisalReward &

Recognition

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Talent Management Summit 2013

Talent Management Processes

Talent Planning Talent Marketing Selection & Allocation Talent Induction

Recruitment Stage | 4 weeksPre-recruitment Stage | 1 week

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Talent Management Summit 2013

Talent Management Processes

System Administration

Talent Development

Tracking & Performance

AppraisalReward &

Recognition

Post-recruitment | 8 weeks End-term | 1 week

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Talent Management Summit 2013

Overview of Talent Management

“The process of managing and developing Talent Capacity (TC) to enable the creation of meaningful leadership through Exchange (X) ”

Managing TC Processes

Recruitment, Induction,

Assessment, Recognition

Developing TC Processes

Training, Education, Development, KSA

Creating meaningful Leadership through X

Structure, Culture, Exchange Programs

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Talent Management Summit 2013

The Talent Capacity Model

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Talent Management Summit 2013

Talent Flow

Organizational Flow Team Flow Individual Flow

LC Performance & Achievements | Team Experience | Members’ Needs

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Talent Management Summit 2013

Talent Flow

Organizational Flow Team Flow Individual Flow

AAIESEC 2015 & Impact Model | Team Projects & Gaps | Specific Recruitment

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Why does Talent Flow matters?

Organizational Flow Team Flow Individual Flow

LC Performance & Achievements | Team Experience | Members’ Needs

AAIESEC 2015 & Impact Model | Team Projects & Gaps | Specific Recruitment

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Talent Management Summit 2013

Why does Talent Flow matters?

It affects our developmental strategies and management focus

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Talent Capacity Limit In 12-13, we had 451 members in total (largest LC: 165, smallest

LC: 69) Highest number of exchange delivered by an LC was 150 (lowest

was 18) Largest team was 22 members (smallest was 4) An average member will take up 2 team experiences in a year

(team member and/or leader) Only 14% of the membership end up running for a leadership

position in their second year Only 45% of the membership is retained for the second year

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Talent Management Summit 2013

Why does Talent Flow matters?

Organizational Flow Team Flow Individual Flow

AAIESEC 2015 & Impact Model | Team Projects & Gaps | Specific Recruitment

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Talent Management Summit 2013

Why does Talent Flow matters?

Organizational Flow Team Flow Individual Flow

LC Performance & Achievements | Team Experience | Members’ Needs

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Talent Capacity Model

By focusing TM’s contribution to the team development stage, we

are better able to manage the individual

development & organizational goals

subsequently

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Application of Talent Capacity Model

Smallest LC (64 members) with exchange results of 18 Diagnosis:

• Low participation in Explore!• Large number of teams/department projects do not contribute to organizational

goal• Members were neither able or motivated to sell GIPi • Members recruited weren’t convinced with organizational direction

Managing TC Processes

Recruitment, Induction,

Assessment, Recognition

Developing TC Processes

Training, Education,

Development, KSA

Creating meaningful Leadership through XStructure, Culture,

Exchange Programs

Organizational Flow Team Flow Individual Flow

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Talent Management Summit 2013

Application of Talent Capacity Model

Creating meaningful Leadership through X

Structure, Culture, Exchange Programs

Developing TC Processes

Training, Education, Development, KSA

Managing TC Processes

Recruitment, Induction,

Assessment, Recognition

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Talent Management Summit 2013

Activity 2 In your own respective LCs, map out the current state of our LC’s Talent Capacity Model

Creating meaningful Leadership through X

Structure, Culture, Exchange Programs

Developing TC Processes

Training, Education, Development, KSA

Managing TC Processes

Recruitment, Induction,

Assessment, Recognition

Observations | Critiques |

Improvements | Unknown

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Talent Capacity Revolution

The Next 100 Days

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Talent Management Summit 2013

How will Talent Management in AIESEC look like?

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Initiatives LaunchDay 1 – 20

• Capacity: MEP 2.0 working group formation

• L&D: Education Cycle Creation

Day 21 – 40• Output creation

• Pilot launch at LCs

Day 41 – 70• Integration and alignment to

current processes• Education

Day 71 – 100• Tracking and measurement

• Recognition