What’s Talent Management about?

Gabriel “Bob” CordovésMC VP TM&OD

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What is Talent Management?

Professional term that refers to the process of developing people, fostering new workers, keeping the old workers and attracting workers from other companies.

What is the difference between HR and TM?

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Talent Management 18 processes

1. Talent Planning2. Talent Marketing3. Talent Induction4. Talent Selection5. Talent Allocation6. Talent Goal Setting & Orientation (including Career Planning)7. Talent Education & Training8. Mentorship Program9. Performance Appraisal10. Member Reviews11. Coaching12. Talent Motivation(R&R)13. LC Culture14. AIESEC 4 Life15. Fast Track16. Talent Tracking & Pipeline Management17. Succession Planning18. Transition

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How they are divided

Member Recruitment1.Talent Planning2.Talent Marketing3.Talent Induction4.Talent Selection5.Talent Allocation

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How they are divided

Member Development1. Talent Goal Setting & Orientation

(including Career Planning)2. Talent Education & Training3. Mentorship Program4. Performance Appraisal5. Member Reviews6. Coaching

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How they are divided

Member Retention1. Talent Motivation(R&R)2. LC Culture3. AIESEC 4 Life4. Fast Track5. Talent Tracking & Pipeline Management6. Succession Planning7. Transition

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Member Recruitment

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Talent Planning

...is a process that identifies current and future human resources needs for an organization to achieve its goals.

Planning for the required numbers of qualified and competent members.

Also, successor planning!

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Talent Marketing

...is about ensuring that we “attack” proper people into the organization.

It is also about promoting opportunities among current members: internship, conferences, learning circles, trainings and leadership.

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Talent Induction

The time when we are providing basic information about AIESEC,

Helping them understand the specific opportunities AIESEC offers to an individual.

And motivating new members to take on responsibility and move forward in AIESEC. Providing needed knowledge which will be used during next steps.

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Talent Selection

We have to ensure we have right people in the organization and on different positions.

We need to know the profiles of people we are looking for.

Selection into Organization, Selection for Leadership Role and Selection for Exchange.

We are assessing competencies/skills, checking people`s motivation and aspiration. 

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Talent Allocation

It means that right people are on right positions on right time.

Our role is to create such Job Descriptions which will be challenging for members.

It is about matching competency development and functional needs as well as topics (issues and strategies) of interests.

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Member Development

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Talent Goal Setting and Orientation

This is the process when members are planning their future and set goals which they want to achieve while being in AIESEC.

Also, goals where they want to reach in life – aligned with actions in AIESEC.

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Talent Education and Training

It increases the skills and knowledge of our membership through a mix of theoretical and experience-based learning.

Continual education and training is important for performing roles effectively, to get the most personal development out of their @XP.

Profitable for an organization - moving towards our goals and results. It works best when it is based on needs of members.

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Mentorship Programs

Mentorship is a structured one to one relationship or partnership based on the friendship, confidence, responsibility and honesty.

Where both parts are involved to develop personally and professionally focused on the needs of the mentored participant over a period of time.

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Performance Appraisal

Performance appraisal is a process of assessing, summarizing and developing the work performance and competency development of members.

It ensures that we track, guide and develop performance of our members regularly. It provides constant feedback and new opportunities for every member to reach his goals and his potential.

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Member Reviews

The tool that enables you to measure the state of development of your people. At the end these results will reflect the kind of experiences that you are offering in your LC and improvement that you can make.

This is about personal development.

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Talent Coaching

Coaching is a relation between two people to set and achieve common goals, support each other and create a synergy effect between their personalities, knowledge and attitudes.

Coaching is a tool to stimulate and measure development of both coach and coachee. We are held accountable to the goals we created and are motivated to find our own solutions to any challenges in our way.

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Member Retention

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This ensures that members/LCs/countries are recognized and rewarded for having a great performance. For the organization it means that right things get done in right way and that the goals are achieved.

It also ensures competition and quality for those who strive to achieve excellence.

Talent Motivation (R&R)

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LC Culture is an important TM process. LC Culture can be explained as the feeling or environment the LC has when it is all together (Functional Teams can also have culture!)

Culture can be driven by the type dances you do at LCMs and expectations set by LC members.

LC Culture

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The stage for members who are planning not to take any further active LC/MC responsibilities in AIESEC until they decide on their future (after AIESEC) steps in moving into Alumnus stage.

LLC stage might differ in time for different individuals. During this time members are capturing their experience and plan the next steps.

AIESEC 4 Life

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Fast Track is a process in which you define stars in local committee and provide them with special opportunities and responsibilities according to their competencies, interests and potential.

Helps with pipeline management and engaging members who have the motivation to pursue a variety of AIESEC opportunities.

Fast Track

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Talent Tracking and Pipeline Management

The process is how our members go from one role to another during their @XP with the objective of increasing their development.

The goal of Talent Pipeline Management is to make sure we have the right people in the right roles (efficient allocation) at the right time (effective flow).

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Develop potential successors and ensure that the talent pipeline is strong enough to carry on operating successfully

Succession Planning

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Transition

... is the process through which we transfer the knowledge, information and experience, from the current decision makers to the elects.

We need to pass over all the information so that the incoming leaders are able to perform at their best in their responsibilities.

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Let's rock TM!

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