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 !