tm summit - tm drives x
DESCRIPTION
TRANSCRIPT
TM drives Exchange
Purpose of this session
ü Understand the impact of Talent Management in a broader context
ü Understand the Talent Management Strategy framework
ü You gain clarity about a systematic TM approach on the local level.
Clarity of the TM area
It is all about perception and new perspectives
Take a walk through the room and read about current HR trends.
Note down your findings.
What is interesting? What is new/suprising?
What did you not see before? 10 minutes
Share with your neighbour
5 Minutes
Current TM problems
Retention Rate Membership duration of 1 year
Current TM problems
Membership efficiency How many members are achieving exchange?
x 0,6
Current TM problems
Aligned education What kind of knowledge do I need?
?
Succession planning and retention rate
Filling of vacant positions and having a talent pool
Open the envelope and follow the instructions
Problem statements
# 1 AIESEC‘s Talent Management is not externally relevant.
#2 Talent Management is not contributing to the
exchange functions. #3 Talent Management is not the function it should
be.
„The greatest danger in all times of turbulence it not the turbulence, but acting with the yesterdays logic“
(Drucker 1993)
Talent Management Strategy
Vgl. Steinweg 2009. S. 2
Talent Management Strategy
Vgl. Steinweg 2009. S. 2
Organisational Strategy
Strategy
• Goalsetting with situation analysis"
• Planning of activities with roles and responsibilites"
• Determination of KPIs for evaluation"
• Provision of instruments e.g. competence model"
Talent Management Strategy
TMS is an integrated part of the business strategy.
We are developing a learning organisation to react to changes
Translate business strategy into TMS
goals
Organisational Strategy
Talent Management Strategy
• Leadership style of people- and result-orientation"
• MC is integrated and engaged"
• Members demonstrate openness for changes and development"
• HR manager is business partner"
Culture"The organisationsal culture is the basis of all the strategies. Culture is built by the people by their behaviours and attitudes.
Talent Management Strategy
HR practices
Performance evaluation
Talent identification
Succession planning
Member development
Member retention
Member recruitment
Talent Management Strategy HR practices
We can‘t just focus single HR practices – we need to see the bigger picture and
put them into context.
Strategic Lean Smart
Talent Management needs to become
Talent Management is not only playing a crucial role in the corporate sector – also AIESEC as an organisation needs to clearly focus on
member development.
TM can‘t allow itself anymore to only play a local role.
By embracing all TM processes and aligning them to the front office, the talent capacity for for GIP and GCDP can be more systematic.