AIESEC Indonesia |1314| Talent Management December Analysis
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Transcript of AIESEC Indonesia |1314| Talent Management December Analysis
December Talent Management ReviewAIESEC INDONESIA
0
0.25
0.5
0.75
1
UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNILA UNSRI UI UNS PU
0.60.67
0
1
0
0.78
0.941 1 1 1 1
0
1 1 1
LC Monthly Retention Rate November - December
Comments:
4 entities recorded a retention rate less than 100%, however no-one conducted exit interviews.
Average Retention Rate: 92%
Type of LC Recommendation Health
Level
LC’s with retention rate 60% - 99%
1. Take action to understand why retention rate was not as high as predicted. 2. Conduct Specialized Exit Interviews to understand what went wrong.3. Conduct recruitment/head hunting to fill the available positions ASAP.4. If you are in this category, please schedule a chat with MCVPTM to understand exit interview process (www.christinakelman.youcanbook.me)
1
LCs with retention rate = 100%
Great Job! See what you did month that improved from last month and replicate success! 2
68%
32%
Number of TMP trained in NPSNumber of TMP not trained in NPS
1194 team member program
experiences
16% response rate
NPS54
463 team leader program
experiences
18% response rate
NPS50
67%
33%
Number of TLP trained in NPSNumber of TLP not trained in NPS
TEAM MEMBER PROGRAM NPS
TEAM LEADER PROGRAM NPS
RECOMMENDATIONS
If your Local Committee has not been trained your TMP on NPS, do so asap to increase your Local Response Rate.
RECOMMENDATIONS
If your Local Committee has not been trained your TLP on NPS, do so asap to increase your Local Response Rate.
Health LevelHealth Level
1 Didn’t teach LC about NPS
2 Taught LC about NPS
Learning and Development
0
2.25
4.5
6.75
9
UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNS PU UI UNILA0 0 01
0 0
9
23
2
4
21
0
22 2
0
1
0 0
1
4
0
1
2
0
1 1
2
Number of Applicants per Leadership Role Number of Trainings
Comments:
There are still 5 LCs who have not
planned or delivered trainings for January.
Type of LC Recommendation Health Level
LC’s with 0 -5 training days
1. Finalize Local Education Cycles2. Implement implement implement!3. Consult VPTM with your LEC to see how it can be improved 1
LCs with 5 - 12 training days
Keep up the good work! 2
Leadership Ratio: 0.59
Leadership Ratio: 0.41 Leadership
Ratio: 0.45
Leadership Ratio: 1.0
Why are some of the trainings high, but number of applications low? This is due to poor leadership ratio. See pg.6 for suggestions.
0
75
150
225
300
UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNSRI UNILA UI UNS PU
70
150
71
102
50
65 70
143
94
56
195
57
20
139
23
36
NovemberDecember
Number of Members
Leadership Ratio
0
0.25
0.5
0.75
1
UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNSRI UNILA UI UNS PU
0.67
1
0.35
0.77
0
0.45
0.27
0.410.34
0.59
0.2
0
0.29
0
0.220.3
Days
Comments:TLP ratio in most LCs is still high.
Recommended ratio is 0.25 - 0.35
Type of LC Recommendation Health Level
TLP ratio higher than 0.35 (UGM, BINUS, BANDUNG, UNILA, PU, UNS)
1. Leadership pipeline is not sustainable there will be difficulties with applicants for leadership roles2. Revise structure during re-planning, look at TMP TLP Driving GCDP and GIP Output.3. Please note that TLPs cannot have less than 3 members.
1
Member Efficiency
0
0.75
1.5
2.25
3
UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNSRI UNILA UI UNS PU
0
2.7
00.050
1.97
1.02
0
1.67
0.23
1.05
0
1.5
0
0.73
1.2
0.410.65
1.85
0.97
0
1.24
0.040.19
0.680.620.65
0
0.58
00.120.33
Current Member EfficiencyPredicted Member Efficiency
Implemented the National structures
Implemented part of the National
structures
Implemented the National structures
Implemented part of the National
structures
The ideal member efficiency for AIESEC Indonesia is 2.0 - 3.0It is clear that currently only Bandung and UI are achieving Member Efficiency above 1. Even using
predicted Member Efficiency (using your re-planned goals from Jan-Jun). The top 4 efficient entities are using the TMP TLP Driving GCDP and GIP Structures released by AIESEC Indonesia.
See recommendations on the next page.
Health LevelHealth Level
1 <2
2 2-3
If you have implemented the structures proposed by the MC either: your back office
structures are too big or your exchange goals are not high enough.
Consider: Increasing exchange goals until your member efficiency = 2 (if you lack
manpower, move members from back office to exchange)
If you have only implemented part of the structure:Why?
1. “I disagree with the structure”: Please consult with the MCVPTM to understand the structures in more detail and work on a structure that increases
efficiency and fits locally as well.2. “I have a better structure”: Please send the
structure to the MCVPTM and schedule a consultation to see how member efficiency can be
improved
PREDICTED MEMBER EFFICIENCY OVER 1.5
member efficiency
Warning:UNILA, Bandung, Binus have concerning learning and development problems, if this
is not addressed in the next quarter, leadership pipeline and member retention for these entities will be low.
NOTE: ALL LOCAL COMMITTEES WITH MEMBER EFFICIENCY BELOW 1.5 HAVE NOT IMPLEMENTED THE NATIONAL SUGGESTED STRUCTURE.
Why not?1. Lack of Education: Please reach out the MCVPTM or MCVP Functional to discuss the structure and timeline in more detail. We are always free to talk and make a tailored structure to your LC needs.2. Already implemented a different structure/ OC selected: It’s not too late for sure. Re-allocate and offer more challenging roles to your COs and members.3. Haven’t done it yet: Please plan to implement the structure ASAP otherwise the timeline for RA-MA-RE for your front office functions will be delayed and you will fall behind your re-planned exchange goals.
PREDICTED MEMBER EFFICIENCY BELOW 1.5
1248
72
12036
1323488
119
530
441
700
14970
UNHAS Surabaya UB UA UMM PMBS UGMUNDIP Binus UPN Bandung PU UI
UNDIP- Volunteer Recruitment- Host Family- Buddy System- Project involvement
UGM- Partner with other organizations
UA- BBMK Project (Youth Talks etc.)
UB- no data.
UI- Apprentice Program
Engagement with AIESEC
UMM- no data.
What is your conversion of EwA to and ELD program (TMP, TLP, GCDP, GIP)
Is conversion rate to ELD a KPI as part of your EwA programs?
YES, I AM IMPLEMENTING EwA
Engagement With AIESEC
Warning:UNILA, Bandung, Binus have concerning learning and development problems, if this
is not addressed in the next quarter, leadership pipeline and member retention for these entities will be low.
There is a clear trend between development of a EwA program to higher number of applications for the Team Member Program.
Why not?1. Lack of Education: Please reach out to the MCVPTM or any of the previously mentioned Local Committees (UNDIP, UI, UB, UA, UMM)
2. “We usually do it, but not right now”: EwA is not just useful for conversion to TMP, but also GCDP and GIP.
NO, I AM NOT IMPLEMENTING EwA
Health AssessmentLC Health Status
UNHAS 6SURABAYA 6
UB 7UA 7
UMM 7PMBS
U6
UGM 7UNDIPBINUS
7BINUS 6UPN 7
BANDUNG 7UNSRI 7UNILA 6
UI 8UNS 7PU 6
CONGRATULATIONS!
UI for passing the first Health Assessment!
ALMOST THERE!
UB, UA, UMM, UGM, UNDIP UPN, Bandung,
UNSRI, UNS
Warning:
UNHAS, Surabaya, PMBS, BINUS, UNILA, PU.
Please follow the output and schedule a chat with MCVPTM
Quarter Two Talent ReviewAIESEC INDONESIA
AIESEC INDONESIA ANALYSIS
0
25
50
75
100
0 1 2 3 4
UA Bandung UNHAS UPNVY UMM UNILA BinusUNDIP
BD/ER/MARK/COMMS
0
25
50
75
100
0 1 2 3 4
UA UNS PMBS Bandung UNHAS UNDIP UPNVYUMM UNILA Binus
EXCHANGERS
0
25
50
75
100
0 1 2 3 4
UA Binus UPNVY UNDIP Bandung
GCDP
0
25
50
75
100
0 1 2 3 4
UA UPNVY Binus UNHAS UNDIP Bandung
GIP
0
25
50
75
100
0 1 2 3 4
PMBS Bandung UA
OD & EXPANSION
0
25
50
75
100
0 1 2 3 4
PMBS UNDIP UA UNS UNILA Binus UPNVY UMM
FINANCE AND GOVERNANCE
0
25
50
75
100
0 1 2 3 4
UNS UA UNDIP BANDUNG UNHAS UPNVY UNILABINUS UMM
TALENT MANAGEMENT
The individual capacity of GIP is higher than GCDP
GCDP performance is erratic, even strong LCs with high GCDP
performance are not producing members with high performance
TALENT REVIEW ANALYSIS
HIGHLIGHTS
Finance and Governance, Talent Management and OD/Expansions are producing the highest percentage of
Stars and Talent Pool.
There is correlation between the performance of MARK/COMMS and the
performance of GCDP
potential causation is the lower number of people in these
functions
SUGGESTION FOR Q3/Q4:Focus on member efficiency and JD review of front
office functions
LOCAL COMMITTEE ANALYSIS
0
25
50
75
100
0 1 2 3 4
oGCDP ER oGIP iGCDP Expansion iGIPEB MARK/COMMs FnG Talent Management
FUNCTIONAL ANALYSIS: UA
6%12%
6%
73%
3%
Stars Talent Pool Highly Committed People Highly Talented PeopleRegular Performing Regular Development Low Performing
OVERALL ANALYSIS: UA
1. The development of every function except iGIP is very low.2. The performance of every function except ER is very low.
3. Percentage of Stars = 3% Your percentage of stars is very very low. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager elections) is good, so that only stars are
entering the TLP program.
KEY OUTPUT
1. Please run GCM development focused trainings for every function. 2. Please collect a membership survey to understand the exact education/motivation level of each member and
creating learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to
train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.
ACTION STEPS
0
25
50
75
100
0 1 2 3 4
Finance Talent Management Organisational Development Internship Fair ProjectRoar and Project iGIP oGIP oGCDPiGCDP Business Development Communication Engagement with AIESECExternal Relations Join To Lead Project
FUNCTIONAL ANALYSIS: UNDIP
1. The development of oGIP, BD, iGCDP, COMMS, EwA, ER, iGIP, OD, TM, Finance is
very low.2. The performance of every function except
EwA and Projects is very low. 3. Percentage of Stars = 0% Your percentage of stars nothing. Please take actions steps to ensure that your leadership pipeline (for upcoming EB
and Manager elections) is good, so that only stars are entering the TLP program.
KEY OUTPUT
1. Please run GCM development focused trainings for all functions mentioned. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating learning and development plans for each function mentioned above. Please consult MCVPTM if you need assistance.
3. Run a LEAD or GCM Development learning and development program to boost the performance and development of your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train
up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.
ACTION STEPS
24%
63%
8%
1%4%
Highly Committed Highly Talented Low PerformingTalent Pool Regular Development
OVERALL ANALYSIS: UNDIP
warning:
the performance of your iGCDP and BD functions is
critically low.
please address ASAP.
0
25
50
75
100
0 1 2 3 4
External Relations Finance Talent Management ICX MARK/COMMsEB
FUNCTIONAL ANALYSIS: UNILA
UNLIA
9%
30%
21%
12%
24%3%
Stars Talent Pool Highly Committed PeopleHighly Talented People Regular Performing Regular DevelopmentLow Performing
OVERALL ANALYSIS: UNILA
1. The development of oGIP, BD, iGCDP, COMMS, EwA, ER, iGIP, OD, TM, Finance is very low.
2. The performance of every function except EwA and Projects is very low.
3. Percentage of Stars = 0% Your percentage of stars nothing. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager
elections) is good, so that only stars are entering the TLP program.
KEY OUTPUT
1. Please run GCM development focused trainings for all functions mentioned. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating learning and development plans for each function mentioned above. Please consult MCVPTM if you need assistance.
3. Run a LEAD or GCM Development learning and development program to boost the performance and development of your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up
your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.
ACTION STEPS
warning:
the performance of your ICX and ER
functions is critically low.
please address ASAP.
0
25
50
75
100
0 1 2 3 4
Exchange Finance Talent Management PR
FUNCTIONAL ANALYSIS: UNS
10%7%
5%
10%
69%
UNLIA
1. The development of all functions is very low.2. The performance of every function is okay.
3. Percentage of Stars = 0% Your percentage of stars nothing. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager
elections) is good, so that only stars are entering the TLP program.
KEY OUTPUT
1. Please run GCM development focused trainings for all functions mentioned. 2. Find out how to improve the performance of your members through a membership survey. As their performance improves prepare for reallocation and leadership pipelining to ensure TMPs are continually given a challenging and
purposeful experience.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of
your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.
ACTION STEPS
Talent Pool Regular Development Highly Talented Highly CommittedLow Performing
OVERALL ANALYSIS: UNS
0
25
50
75
100
0 1 2 3 4Business Development MAR/COMMs External Relations OD & Expansion Talent ManagementoGIP iGCDP oGCDP iGIP DirectorEB
FUNCTIONAL ANALYSIS: BANDUNG
UNLIA
1. The development of BD, ER, COMMS, TM, oGIP, oGCDP, iGIP, Director, EB is very low.
2. The performance of BD, oGCDP, iGIP, Director, EB is very low.
3. Percentage of Stars = 3% Your percentage of stars is very low. Please take actions steps to ensure that your
leadership pipeline (for upcoming EB and Manager elections) is good, so that only stars are entering the TLP
program.
KEY OUTPUT
1. Please run GCM development focused trainings for all functions mentioned. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating
learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of
your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.
ACTION STEPS
OVERALL ANALYSIS: BANDUNG
14%
44% 7%6%
25%
3%Stars Talent Pool Highly Committed PeopleHighly Talented People Regular Performing Regular DevelopmentLow Performing
warning:the development of BD is critically low.the performance of BD, iGIP, Director, EB is critically low.
please address ASAP.
warning:BD Performance and Development is critically low. Please check if the
cause is TLP or TMP and take action asap.
0
25
50
75
100
0 1 2 3 4
TM OGX
FUNCTIONAL ANALYSIS: UNHAS
Please Note: Data incomplete
UNLIAOVERALL ANALYSIS: UNHAS
warning:Incomplete data. Please fulfill within 7
days.DDL: 27/01/2014
0
25
50
75
100
0 1 2 3 4
Finance and Governance ICX OGX TM ER MARCOMM
OVERALL ANALYSIS: UMM
UNLIA
1. The development of ICX, ER, MARKCOMM is very low.
2. The performance of TM, ER, MARKCOMM is very low.
3. Percentage of Stars = 0% Your percentage of stars is very low. Please take actions steps to ensure that your
leadership pipeline (for upcoming EB and Manager elections) is good, so that only stars are entering the TLP
program.
KEY OUTPUT
1. Please run GCM development focused trainings for all functions mentioned. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating
learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of
your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.
ACTION STEPS
OVERALL ANALYSIS: UMM
warning:the performance of ER is critically low.
please address ASAP.
12%6%
71%
12%
Highly Committed Talent Pool Low PerformingRegular Development
0
25
50
75
100
0 1 2 3 4Finance and Governance MARKCOMM Talent Management iGIP oGCDP VP oGIPiGCDP
OVERALL ANALYSIS: UPN VY
UNLIA
1. The development of all functions is very low.2. The performance of FN, MARKCOMM, oGCDP and
iGCDP is very low.3. Percentage of Stars = 0% Your percentage of stars is
very low. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager
elections) is good, so that only stars are entering the TLP program.
KEY OUTPUT
1. Please run GCM development focused trainings for all functions. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating
learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of
your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.
ACTION STEPS
OVERALL ANALYSIS: UPN VY
warning:the performance of
MARKCOMM, iGCDP, oGCDP is
critically low.
please address ASAP.
24%
8%
44%
24%
Highly Committed Talent Pool Regular Development Low Performing
warning:there are high signs of fraud in the
talent review. Please explain or resubmit Talent Review in 7 days.
DDL: 27-01-2014
0
25
50
75
100
0 1 2 3 4MARCOMM External Relations Talent Management iGIP oGIP Business DevelopmentoGCDP VP
OVERALL ANALYSIS: BINUS
UNLIA
1. The development of TM and iGIP is very low.2. The performance of all functions except BD and VP
is very low.3. Percentage of Stars = 0% Your percentage of stars is
very low. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager
elections) is good, so that only stars are entering the TLP program.
KEY OUTPUT
1. Please run GCM development focused trainings for TM and iGIP. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating
learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of
your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.
ACTION STEPS
OVERALL ANALYSIS: BINUS
warning:the performance of
ALL functions except BD and VP
is critically low.
please address ASAP.
3%
10%
54%
33%
Talent Pool Regular Development Low Performing Highly Talented
0
25
50
75
100
0 1 2 3 4OD & Expansion PR Exchanger Finance and Governance
OVERALL ANALYSIS: PMBS
UNLIA
1. The development of OD and Exchanger is very low.2. The performance of all functions is good!
3. Percentage of Stars = 0% Your percentage of stars is very low. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and
Manager elections) is good, so that only stars are entering the TLP program.
KEY OUTPUT
1. Please run GCM development focused trainings for OD and Exchangers 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating
learning and development plans for each function. Please consult MCVPTM if you need assistance. 3. Run a LEAD or GCM Development learning and development program to boost the performance and development of
your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.
ACTION STEPS
OVERALL ANALYSIS: PMBS
2%7%
90%
Talent Pool Highly Committed Highly Talented
UNLIAPU
warning:No Talent Review Submission. Please
fulfill within 7 days.DDL: 27/01/2014
UNLIASURABAYA
warning:No Talent Review Submission. Please
fulfill within 7 days.DDL: 27/01/2014
UNLIAUB
warning:No Talent Review Submission. Please
fulfill within 7 days.DDL: 27/01/2014
UNLIAUNSRI
warning:No Talent Review Submission. Please
fulfill within 7 days.DDL: 27/01/2014
UNLIAUGM
warning:No Talent Review Submission. Please
fulfill within 7 days.DDL: 27/01/2014
UNLIAUI
warning:No Talent Review Submission. Please
fulfill within 7 days.DDL: 27/01/2014
UNLIAUPN VY
warning:High signs of fraud detected. Please
explain or resubmit Talent Review within 7 days.
DDL: 27/01/2014
Smaller LCs have a higher capacity to keep the performance and
development of their TMP/TLP up.
Overall, across Indonesia, talent development appears to be high, yet Performance low. This may
be due to many factors including: lack of connection to AIESEC (clarity of why), JD un-alignment, lack of
functional knowledge, CAT not being used properly.
TALENT REVIEW ANALYSIS
HIGHLIGHTS
Warning:UNILA, Bandung, Binus have concerning learning and development problems, if this
is not addressed in the next quarter, leadership pipeline and member retention for these entities will be low.
Congratulations!PMBS, UNS, UA are the only entities to not receive a
warning for Talent Review!
thank you