TM refresh summit output
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Transcript of TM refresh summit output
TM Refresh Summit
OUTPUT
HELLO THERE :DThis output can
transform your LCs membership !
THANK YOU <3
Context of the Summit
“On a day to day basis, if our actions are not developing more and more leaders,
then we are not doing AIESEC.” - PAI @IC2016
WHY OF THE SUMMIT
To improve our processes & introduce innovations in Talent Management that kick-start the Youth Leadership
Movement, of AIESEC for Poland.
The Promise of the SUMMIT
Every TM process, at every step, is DESIGNED to develop value-based
LEADERSHIP in our membership.
What are the decisions TM makes?
•What people can we get?
•How can we develop them?
•How can we keep them?
What does TM actually do?
Get, Develop and Keep the Leadership in AIESEC.
GET•What should be our main consideration factors for
bringing in people?
•The shift from a product to membership - how does that impact the way we recruit or what we offer?
•How can we recruit from a place of market needs versus HR needs?
•What are the JDs, competencies, skills, backgrounds and diversity you need now and for the future?
Some questions we asked ourselves.
DEVELOP•Is learning/ access to information one of the barriers
for members to perform?
•What is development and what is managing performance? aka. what is personal and professional development?
•What are the key barriers in learning to performing in member’s JD?
Some questions we asked ourselves.
KEEP•What is the difference between volunteers and
unpaid staff?
•What are the main factors that make your members stay and perform?
•How does team standards play a role in ‘keeping’ our membership?
Some questions we asked ourselves.
ANALYTICS•What do we need to measure to GET, DEVELOP, and
KEEP the Leadership in our Entity?
•What practices do we need, as a commission on a monthly basis to manage and use our data wisely?
•How do we collect the right kind of DATA, to make the right DECISIONs?
Some questions we asked ourselves.
get - Talent acquisition process flow
1. Re-Allocation of existing members to BO to create FO vacancies.2. Re-integration day of Returned EPs before Recruitment.
3. e-Recruiter Form4. New Recruitment Tool
Selection CRITERIA : Values/TeamWork/Time AvailabilityAllocation CRITERIA : Skill Potential/English Level
5. Welcome e-mail to selected Candidates.6. New Recruit Booklet.
Coming Soon :
Pre-
Sele
ctio
n :
Sele
ctio
n :
Post
- Se
lect
ion
:
New Activity
Process Improvization
Innovation
Process Improvization
Innovation
Innovation Appreciation to Tomek!!
pre selection process (OUTPUT)
Re-Allocation of existing members to BO.
Re-integration day of Returned EPs before Recruitment.
NEW RECRUITS NEED TO do exchange to understand Why AIESEC does what AIESEC does. THE DIRECTION IS FOR US TO RECRUIT ONLY TO FRONT OFFICE and for this to happen we strategically re-allocate existing members to Back Office.
Process Improvization
Returned EPs add a lot of value to our operations as they have experienced our products already. This is why every LC is recommended to organize a Re-Integration Seminar for returned EPs a week before recruitment. Agenda will be discussed during oGV Summit.
Selection & Allocation process
e-Recruiter (The link is still subject to improvements )
Interview Tool
Value Based Recruitment Tool (CLICK)
Editted E-recruiter Form (Click)
develop - Talent development process (OUTPUT)
LCC Agenda Recommendations
Refreshed PEC.ASK Competency Models.
More Coming Soons :
Organisational Induction:
For New Recruits For OCPs :LCPC Agenda Transition ToolLCC Agenda
Task - based Induction Framework (Coming Soon)MDP & LDP (Don’t wait for MC, just do it:)
Functional Induction:
Innovation
Process Improvization
Innovation
Process Improvization
Personal Development Plan (Coming Soon)
LCC Agenda RecommendationsOC TRACK OCP Track
State of the World + SDGs +World Cafe
State of the World + SDGs +World Cafe
Relevance of AIESEC for Poland Relevance of AIESEC for Poland
AIESEC way + A2020 + Clarity of What Session
AIESEC way + A2020 + Clarity of What Session
Why of Products, GV, GE & GT L.E.A.D.A.S values Story Telling
LEADAS values (Story Telling by FACIs) & LDM based LEADsessions
LDM LEAD Workshops
EXPA Workshop & Exchange Simulation
Why & How of Team Minimums
Personal Goal Setting Space How to Coach & Train
Example Session materials will be uploaded to TM Drive
KEEP - Talent Retention processes (OUTPUT)
Probation System
Team Standards Booklet
LDM Booklet
New Activity
Process Improvization
Needs Focus
LDM Booklet (CLICK)
Clarity of What Clarity of LEAD
Must read for every LCP/EB Member/OCP :)
Team Standards Booklet (Will be refreshed Soon)
You can use this GCP for EBs & MBs. (CLICK)
A system where we let go or exit people from the organization in a responsible and reasonable way. Every inactive member will be kept in a 2 week probation period where if he doesn't complete the tasks.
MOMENTUM MAKERS
MOMENTUM TAKERS
MOMENTUM BREAKERS
There are 3 kinds of members in our teams, we need to focus on keeping the momentum makers :
Probation System
Talent analytics (OUTPUT)
Data Management Tool (TMs to update it monthly)
Member Experience Survey (MXP Survey) - LC Wise
Exit Survey (AIESEC Exit Survey)
LDM Assessment Tool.
New Activity
Innovation
Process Improvization
Innovation
Talent analytics (OUTPUT)DATA Management Tool
WILL BE IN SONA Appreciation to Magnum!!
Process Improvization
Talent analytics (OUTPUT)Member Experience Survey (MXP Survey) - LC Wise
WILL BE IN SONA
Talent analytics (OUTPUT)Exit Survey (AIESEC Exit Survey)
WILL BE IN SONA
Appreciation to Agata!!
Talent analytics (OUTPUT)LDM Assessment Tool.
ONLY TMs will have ACCESS
How can we measure it?
ROCK (Lag Measure)
Predictive LEVER (lead measure)
Influenceable
How can we measure it?
Productivity Pipeline
Retention RateNPS
Predictive
Influenceable
Team Standards %
IXP & Re-
Integrations
LDM Scores
Retention Rate
Team Standards %
IXP & Re-Integrations
Pipeline
Productivity
Measures of Successes
NPS
LEAD
LAG
LDM Scores
This is a measure for FO as well as
TM
This is a measure for FO as well as
TM
Talent RoadMap ( Subject to Improvements)
September 2016
December 2016
November 2016
January 2017
October 2016
Re-AllocationRe-integrationRecruitment Training
LCPCOCP Transitions MXP Survey
Data Management
Re-AllocationRecruitmentAllocation
LCC + IXP campaignTask Based InductionTeam Standards Guide
MXP SurveyData Management
IXP Follow-UpNeed Based Recruitment
MDP/CoachingEB TransitionsLEAD for Membership
Data ManagementLDM Assessment for EB elects.
OCP RecruitmentOC Recruitment Preparation
OCP TrainingsOCP Transitions
MXP for October Recruits Data Management
Re-AllocationRe-IntegrationSummer Recruitment
NatCO LDA for October Recruits
So what does TM actually do?
Get, Develop and Keep the Leadership in AIESEC.
TM’s AT YOUR SERVICE &NEED YOUR SUPPORT !
Questions & Ideas? Please remember to talk to your
TMs !