Download - TM for oGIP Fruit Peak

TM for oGIP Teaching and

Marketing toolkit

I !"#w w$%& '#(’r) &$*"!*"+!

W$%& *, &$*, %b#(&? •  Pick focus LCs for oGIP growth in your entity •  Building Capacity for oGIP fruit peak

•  Learning and Development for the fruit peak

•  Team Minimums

•  Using HR Intelligence to grow

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L)&’, GO!

1..P*-! f#-(, LC, f#r #GIP +r#w&$

Tier 3 entities (0-30 oGIP)

Less than 10 LCs !!•  Ensure most LCs have oGIP as the

focus!•  Each LC should only have one of the

two GIP programmes as focus!•  LC Planning support specifically for

TM, Marketing and oGIP!•  Define how much each LC will jump !•  No need to cluster LCs into a cluster

by volume as they are all in one cluster of 0-10 Re!

More than 10 LCs

•  Pick the LCs that will grow in oGIP!•  Create a cluster for oGIP Focus LCs!•  Other LCs can focus on iGIP or one

of the GCDP Programmes!

!

Tier 2 and Tier 1

Which LCs are making the jump in what programmes and HOW?

……… ……………… D*v)r,*&'

Tier 2(30-150 Re) and Tier 1 (150+)

!

LCs in oGIP!0-10 Re!

10-40 Re!40-70 Re!

!!

Pick exactly which LCs in

each LC Cluster is

your focus & what is

their Goal

These LCs have balanced

growth in GCDP and plan

completely based on oGIP

2. P/%""*"+ %". B(*/.*"+ CAPACITY f#r &$) FRUIT PEAK *" #GIP

Use TM Planning Tool to Plan for oGIP

1. Number of Members in oGIP and

support functions

2. Number of TMP and TLP Experiences in oGIP and support

functions

After planning for capacity you can have any one of these 3 outcomes

1. I do not have enough Members

in any programme/

function

2. We have enough members in oGIP

and support areas

3. We have the right number of members in

the LC/MC but not allocated in the right

proportion across programmes/

functions

Run an OPTIMIZED recruitment for the fruit peak – 2 weeks!!

1. I do not have enough

Members in any

programme/function

Tips to run an optimized recruitment 1. Clear and focused Promotion of Job description

Example: Interact with universities of arts, business and commerce to send students on internship!!Example: Hands on Experience in online and offline marketing to business students !!

2. Specific people responsible for the recruitment

3. Online promotion and Offline promotion ONLY in specific universities

4. Selection based on Interests and Values (striving for excellence, pro active learner etc.) over only skills for the role

5. When Promotion is on-going through the year, an optimized recruitment

becomes simpler since LC/MC already has a pool of applicants

Determine who is the right member Skill Attitude Background Interest Time

Timeline Approach

existing sign ups for TXP and GCDP

Rejected applicants from last

recruitment

Optimized Selection

Returned Eps to TXP in

oGIP

1 week 5 days

Optimized Selection

Value based recruitment

q  Commi'ed and mo*vated members ( GIP needs commitment and persistence)

q  Building

2. We have enough members in oGIP

and support areas

Focus on increasing productivity through L&D and team minimums

3. We have the right number of members in the LC/MC but not allocated in the right

proportion across programmes/

functions

Re-allocate to ensure there are the right number of members in oGIP and all

other functions

How to balance the oGCDP and oGIP support? Clear JD for members in Exchange Support

Clear KPIs for each member

Hybrid Members – Marketing or TM members in oGIP team

Identify where GIP and GCDP tasks get connected

What structure should I recruit into?

S!r"#!"r$% f&r…

0-10 Re 10-40 Re

0-10 S!'r! Up LC

VP

Member Member Member Member

Basic Consideration: •  Focus in 1 sub product – Marketing OR

Teaching •  Each member goes through Ra-Ma-Re •  High effort of L&D is expected to retain the

members •  Consider oGCDP, iGIP or EPs to join this team ∞

Ra-Ma-Re

Number of members: Depends on efficiency and year goal for oGIP Job Description: •  Promotion and raising, matching, and realizing •  Outgoing preparation seminar •  Experience Co-delivery

In the 1st year of operating oGIP, LC A wants to have 10 realizations in one subproduct by the end of the term.

VP oGIP •  Strategy and

coordination for 1-2 subproducts management

•  Market Research •  S&D analysis

Member 3

Member 2

Member 1

JD for each member: -  Promotion support (virtual and physical) -  Sign ups follow up -  EP Raising management -  Manage matching process -  Co delivery (EP virtual preparation) -  Outgoing Preparation Seminar (incl. LEAD for

EP) -  Follow-up of EP while abroad -  Reintegration

(')p*$ What

should they do?

•  SPLIT oGIP and oGCDP LCVPs for focus LCs

•  In case this isn’t possible, create specific oGIP teams for the summer within the OGX team at an LC level so that they can be tracked separately

•  Summer teams in oGIP can be working to deliver to maybe 2-3 big entity partners only and this is part of their JD

0-10 S!'r! Up LC

VP

TL

Ra

Ra

Ma

Re

TL

Ra

Ra

Ma

Re

TL (Pocket Recruit.)

∞ Ra-Ma-Re

Basic Consideration: •  Each team is focused on one sub product – Marketing

or Teaching •  Can work with either ongoing or pocket recruitment,

depending on the relevant sub product for your market •  For ongoing, start to specialize members in different

processes •  For pocket, focus on the delivery of the full process

Number of members: Depends on efficiency in oGIP and goal for oGIP Job Description: •  Promotion and raising, matching, and realizing •  Outgoing preparation seminar •  Experience Co-delivery

P#&)"&*%/ LC (10-40 Re)

∞ ∞

VP

TL

Ra

Ma

Re

Re

MKT

TM

TL

Ra

Ma

Ma

Re

Re

Re

MKT

TM

TL

Ra

Ma

Ma

Re

Re

MKT

TM

H*+$ P#&)"&*%/ LC (40-70 Re)

Number of members: Depends on efficiency and Goal for number of Realizations Job Description: •  Promotion and raising, matching, and realizing •  Outgoing preparation seminar •  Experience Co-delivery

Basic Consideration: •  Add additional TM and MKT on top

of existing JDs •  Allows more customized oGIP

strategies to happen

H*+$ P#&)"&*%/ LC

2 situations LCs will be in For LCs - no or very little

available forms

CAPACITY and STRUCTURES focused on

RAISE

For LCs - available forms but need to raise more

CAPACITY and STRUCTURES

Focused on Raise and match

SUMMARY for CAPACITY

SUMMARY

ü  Plan for number of members using planning tool

ü  Recruit or re-allocate depending on outcome of planning

ü  Ensure you follow an optimized recruitment process

ü  Recruit into the right structures

ü  Balance oGCDP and oGIP growth through building capacity

3. Learning and

Development

USE TM Planning tool How do I

plan?

FOCUS ON EDUCATION TO DRIVE SUMMER How can i

achieve this?

1. Create a specific oGIP education cycle only for fruit peak.

2.

Ensure the education for potential and high potential is making membership productive and able to raise and match simultaneously.

3.

For start up LCs focus on raising education and for one sub-product.

4. Track length of time for membership to perform – IMPORTANT!

5. Ensure strong organizational and operational induction into AIESEC for contribution to summer

LEARNING AND DEVELOPMENT

However tempting it is to give a lot of webinars or booklet to your membership. Remember that we provide experiential learning in AIESEC.

‘Learning from doing’

FOCUS ON EDUCATION TO DRIVE SUMMER What kind?

What kind of education cycle to create for LCVPs and Team Leaders?

Teaching and Marketing knowledge

Online and Offline attraction and converstion

oGIP Sales knowledge

Team Minimums Implementation

Complete Supply and Demand awareness

Attraction and conversion of EPs

Matching Process

Delivering on country partnerships

Continued Raising and Matching knowledge

Weekly updates on current supply

Delivering Quality Experiences

APRIL APRIL&MAY JUNE

FOCUS ON EDUCATION TO DRIVE SUMMER

What kind of education cycle to create for new and exisitng members?

Relevance of GIP

Understanding of iGIP and oGIP

Teaching and Marketing knowledge How to sell Team Minimums

Supply and Demand understanding How to raise based on product and S&D Matching Process understanding Supply and Demand

Continued Raising and Matching knowledge Weekly updates on current supply Team Management Matching Process

APRIL APRIL&MAY JUNE

FOCUS ON EDUCATION TO DRIVE SUMMER HOW?

How to deliver the education?

National and regional conferences

Induction process based on organizational and operational knowledge

Continuous virtual training

Ensure education for members in support functions who are supporting oGIP as well!

FOCUS ON EDUCATION TO DRIVE SUMMER

HANDY TIPS

1.  Make Virtual learning effective and fun – Ensure continuity and consistency

2. Have practical tasks/assignments at the end of every virtual session

CONTINUITY AND CONSISTENCY PRACTICAL

3. Create virtual trainings specifically for the Fruit Peak

SUMMER

4. Ensure there is customised content for specific LCs and specific profiles within LCs.

CUSTOMISED

How to Measure this?

TMP Retention rate (for new members and existing team

members

Increase in Performance over a

period of time

Time to start performing Eg: from 1 month to 1

week – for new members and team leaders

Increase in Performance over a

period of time

THIS REQUIRES SYNERGY

1.  LC Clustering with GIP Focus 2.  LC Re-Planning support 3.  Effective LC Coaching (in

coordination with MC Team) 4.  Reward and Recognition for

summer peak

1.  Creation of virtual education cycle and timeline

2.  Implementation of team minimums

3.  LC L&D Planning for GIP 4.  Induction 5.  IXP for oGIP Education

OD/LCD TM 1.  Content customized to LCs 2.  Supply and Demand

knowledge and update

oGIP

MARKETING 1.  Education on online and

offline marketing 2.  Coaching marketing

teams in the entity to understand Marketing for oGIP

None of this will be successful if

1.   There is NO synergy between OD/LCD and TM to connect LC Coaching and conferences to virtual education

2.  Education is not measurable

3.  Not aligned to GIP Exchange timeline in your entity

4.  Not aligned to recruitment timeline. Eg: Team Leaders need to have the right education right before TMP Recruitment

SUMMARY for Learning and Dev

SUMMARY

ü  Plan for Learning and Development using TM planning tool

ü  Plan specifically for the fruit peak for specific profiles

ü  Customize education to LC Scale and sub product focus

ü  Measure L&D based on your key challenge and keep in mind it needs to increase productivity over a period of time

ü  Synergy with clear KPIs is important to make it work

ü  There has to be a connection between Education through OD role (Planning and coaching) and education through TM

4. I0p/)0)"& T)%0 M*"*0(0, IN EVERY TEAM

Team Minimums Team

Plan

JD

Training

Tracking & Coaching

Evaluation Standard and sense

Reason Direction

Contribution Tool

Performance

HOW DO I TRACK THESE?

Team Minimums Team

Plan

JD

Training

Tracking & Coaching

Evaluation Standard and sense

Reason Direction

Contribution Tool

Performance

4. Using HR Business Intelligence for oGIP

What business Intelligence can help to drive the fruit peak?

% of people in oGIP and % of

people in Support

Functions


Which level of membership is

contributing most to oGIP?

Team members, Team Leaders or

LCVPs?


Time a new member or new

team leader takes to start performing


% of people by Process – In Ra,

Ma and Realization


Applicants to oGIP TLP positions


TMP Retention Rate

Why does information help?

The Right Information

helps us find our CHALLENGE

Why does information help?

Example of this

Every member needs to live GEN2015!

Every member, Every day CONTRIBUTES!

GIP Needs to be

everywhere

Download - TM for oGIP Fruit Peak

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