TM Overall Processes

Slide 1 : TM Overall Processes

Flow : Flow Welcome Where are you? TM – strategic or fluffy? Main Responsibilities (& processes)‏ Where does the GCM fit in? Final Look Q&A

1.Welcome : 1.Welcome Letzu LCVPTM 06.07 AIESEC Sibiu, Romania LCP 07.08 AIESEC Sibiu, Romania MCVPTM 08.09 AIESEC Denmark Part of TMU 08.09 :)‏ What about you? :)‏

2.Where are you now? : 2.Where are you now? How confident are you in your role? What do you feel is missing? How is it going with everyday management?

3.TM – Strategic or Fluffy? : 3.TM – Strategic or Fluffy? 100% STRATEGIC (but its all in HOW you make use of it)‏

3.TM – Strategic or Fluffy? : 3.TM – Strategic or Fluffy? Through the TM subsystem we can have a positive direct impact on the success of the organization. When looking at the Measures of Success (MoS), TM greatly contributes to them. Quality of the AIESEC Experience Learning Environments in place to enable our members learning Offering enough positions for all the members Making sure our processes are running smoothly Ensuring that our members can spend the time in the organization with the things that matter and not being stuck in the processes themselves

3.TM – Strategic or Fluffy? : 3.TM – Strategic or Fluffy? No. of Exchange and Leadership Experiences Having structures in place, which allow our members to have a leadership experience Managing our leadership pipeline, so that all positions are filled with well suited candidates Internally marketing Leadership as a great learning experience No. of Exchange Experiences Internally marketing Exchange as an awesome learning experience Providing a healthy Exchange pipeline (i.e. through pocket recruitment) Making sure that our members are well educated on the OGX side as well as on the ICX side Working closely together with the Communications and Exchange areas

4.Main Responsibilities (& processes)‏ : 4.Main Responsibilities (& processes)‏ The different responsibilities of the TM area can be clustered into 4 main areas: Attracting Talents and bringing them into the Organization: These are the processes we are using to attract talents and introduce them to AIESEC. Talent Tracking and Pipeline Management: The processes, which fall into this category, cover the managerial aspects of the TM work. Developing Talents: To make sure that we fulfil our commitment to the world - to develop the agents of positive change - we run these processes to enable our members to develop the change agent characteristics. Preparing our members to leave the organization: At the end of their AIESEC career, our members have the chance to reflect on the things they learned during their time in AIESEC and wrap up their AIESEC XP to head for the future and deliver the needed impact on society.

4.Main Responsibilities (& processes)‏ : 4.Main Responsibilities (& processes)‏

4.Main Responsibilities (& processes)‏ : 4.Main Responsibilities (& processes)‏ When looking at the AIESEC XP, our members get in contact with the different aspects of TM in a specific order: First they are attracted and introduced into the organization (I2A), once in the organization, they develop their change agent characteristics (TR, X & L) with which they are leaving the organization. Throughout these steps the managerial aspects are addressed to ensure that we achieve the results we envision.

4a. Attracting talents and bringing them into the organization : 4a. Attracting talents and bringing them into the organization One of the main roles is to make sure that the right kind of people are entering the organization and that the organization fulfils their expectations. Talent Marketing - enough of the right type of people with right type of expectations applying for AIESEC by proper positioning of AIESEC on your student market Talent Selection - making sure that we select the right type of people for AIESEC but also making sure that AIESEC is the right type of organization for them. A proper selection process should ensure that we selected not the best people but best people for AIESEC. Talent Induction - making sure that members are provided with the right type of information & activities in order to ensure their fast integration into AIESEC and preparing them the best possible way to take responsibilities. Talent Allocation - making sure that the right persons are "matched" with the right types of jobs - that means to jobs where they can utilize their best talents and where they can contribute to a great extent, as well as where they can develop as they wish.

4a. Attracting talents and bringing them into the organization : 4a. Attracting talents and bringing them into the organization This aspect of TM is defined a lot by the managerial aspect of TM known as the Talent Tracking & Pipeline Management. The following graph shows how these areas are interconnected:

4b. Talent Tracking and Pipeline Management : 4b. Talent Tracking and Pipeline Management TM is responsible for managing talents (their flow) in the organization. OVERVIEW of the organizational needs & their coverage and what the organization has to offer at a given point of time. Talent Review - having an overview of the state of development and results of the members and enable the members to identify further steps of their development Talent Planning - based on the review of the talent pipeline and tracking - process of answering the questions of how many & what kind of members should be recruited Talent Fast Track - process of defining the stars and the talent pool in the LC and providing them with special opportunities and responsibilities according to their competencies, interests and mainly their potential Talent Succession Planning - checking what kind of people there will be needed in the coming years and then cross-checking if you have the right people for these future positions in your talent pipeline Talent Pipeline Management - by analysing your talent pipeline challenges like bottlenecks and leakage can be found and addressed.

4b. Talent Tracking and Pipeline Management : 4b. Talent Tracking and Pipeline Management The Talent Tracking and Pipeline Management is based on the strategic direction we as organization and you in your entity are choosing. The following graph gives an overview to that:

4c. Developing Talents : 4c. Developing Talents Talent Training & Education - process of increasing the skills & knowledge of the members so that they are able to perform their jobs in excellent manner Talent Coaching & Mentoring - making sure that members have access to coaches and mentors who are there to support their development and achieving their best performance Talent Motivation (Rewards & recognition) - process of defining the stars and the talent pool in the LC and providing them with rewards or recognition they deserve to set them as role models among members because of the results they get. Performance Assessment - process of assessing, summarizing and developing the work performance and competency development of members Career Planning - making sure that members plan what they want to do in their professional lives and what steps have to be done to achieve it Leadership Development - process of awakening and empowerment of leaders within the members, making sure people increase their self-awareness and develop their personal vision through self-reflection exercises An important role of TM is to retain the talents that contribute to organizational goals by their performance, providing them the right kind of environment to develop themselves.

4d. Preparing our membersto leave the organization : 4d. Preparing our membersto leave the organization Exit interviews - making sure that there is opportunity for the leaving members to wrap-up the experience and from the organizational point of view there is overview of the reasons of people leaving AIESEC Heading for the future - making sure that members have opportunity to capture their experience, reflect upon their future and upon the impact they want to have in the external world In this phase we are enabling our members to wrap up their AIESEC experience and reflect upon their personal developments. Through that they know how to put their strengths to work to have the needed impact on society.

Who loves the GlobalCompetency Model? : Who loves the GlobalCompetency Model?

5.Where does the GCM fit in? : 5.Where does the GCM fit in? The Competency Model is supporting a wide variety of the TM processes. The Competency Model supports two different aspects of the TM work: The personal view and the organizational view.

5.Where does the GCM fit in? : 5.Where does the GCM fit in? Personal View: The Competency Model is supporting our members in developing the change agent characteristics. With the introduction of the individual assessment tool, all of us have the possibility to test their development according to the competencies and the change agent characteristics. These results can be used to put up an action plan to further develop a certain set of characteristics. Through that the Competency Model is supporting the personal development of all of our members. In the following processes the Competency Model supports that personal development: Talent Training and Education T Coaching T Mentoring Performance Assessment Career Planning Leadership Development

5.Where does the GCM fit in? : 5.Where does the GCM fit in? Organizational View: The Competency Model is also supportive from an organizational perspective. When we are talking about the right person in the right place, we need to be able to define what the right person is. Besides skills, knowledge and attitude the competencies of our members should be the underlying criteria to select the right person for the right place. Competency Assessment can be done via interviews, role plays, group exercises etc. The Competency Model can be used in the following processes from the organizational perspective: T Marketing T Selection T Allocation T Planning T Fast Track Succession Planning T Pipeline Management

6. Final Look : 6. Final Look

6. Final Look : 6. Final Look Tips: * use your TMU coach for any issues you feel you want to deepen * check out the WIKIs!!! They're gold! :P * question yourself everyday! Are you going in the right direction? What are the stats saying? * know your numbers! * keep FOCUS and track yourself!!!

7. Questions * Answers : 7. Questions * Answers

Thank You! : Thank You! Please send feedback or additional questions toletitia@aiesec.dk And always feel welcome to contact the TMUat tmu@ai.aiesec.org