: Talent Management processes
: T planning What is it:
Review current LC pipeline (X, membership with its competencies)
X analysis by pools
supply and demand for available TNs and EPs in the system
: T planning What to do:
to attract the right talent for our organization
to send out the right message to the right audience
to have healthy processes maintained in our LCs
to activate leadership in our LCs
: Myth 1: T planning does not involve X planning in member/EP recruitment X is our core work!
steps in RISA affect the profiles of our members, thus affect our X management processes
TM contributes to our MoS- Members, Leaders, Exchange, Exchange+Leadership, Quality of AIESEC XPs.
: Main director: VP TM Solid results:
Membership pipeline tracking: we know what members at what stage
Building future T pipeline: we know what members to recruit
: T promotion What to do:
Right and clear message to the right audience !!!
Send out right expectations to the right audience !!!
: T promotion to give clear precise and up-to-date information about our organization to the target audience
to promote the opportunities in our organization
to remind to our environment about us :)
: T promotion How to do:
Comm tools: physical presence by posters, flyers, leaflets, stickers, etc- use your imagination :)
Web 2.0: Twitter, Flickr, Linkedin, Facebook, via mailing, etc
{ Remember, to follow Comm rules :) }
: AIESEC logos with a new descriptor
Slide 10 : I am an AIESECer stories:
Contribute your story to AIESEC!
Slide 11 :
Slide 12 :
: Myth 2: There's no connection between X-Comm-TM Comm: gives inputs about targeting and promotion, delivers promotion
X: gives input about numbers and profiles needed for recruiting members you want to send on Exchange shortly
TM: synergizes the information above and coordinates with the related activities
: Main director: VP TM Solid results:
Clear and consistent message reaches the targeted audience
Students are aware of the opportunities within AIESEC
: T selection T selection is incorporated into Recruitment. It is a way to see if newies are joining AIESEC or the eXchange program for the right reasons and if they have required competencies and skills to meet the LCs needs (based on HR needs)
: T selection Why to do it:
to attract,select, develop and retain the right people in our organization
from 15 days up to 1 month. Advice: adjust your recruitment timeline with the global framework and make it realistic for our country
: T selection What does it do:
it helps to identify applicant's preferences and his matchability with AIESEC
it lets us make a connection between personal and organizational goals
it helps to track our members from the very beginning in their development and react quickly at changes
: T selection: methods Application forms
English test
Assessment center
Selection board discussion
Induction
Interview
Final selection
Post selection (right feedback!)
: Myth 3: T selection does not influence X growth False! Before T selection we identify needed profiles in our members that join AIESEC for different purposes incl. eXchange. Therefore, T selection is one of the significant recruitment stages.
For more guidance study GCM :)
: Main director: VP TM Solid results:
Improve their self commitment to the organization
Introduce them to the current positions and jobs available in LCs
Set the RIGHT EXPECTATIONS in the beginning!
: T induction How:
It provides members with the right type of information and activities to ensure their fast activation and building a deeper understanding about AIESEC
from 2 to 6 weeks
: T induction to ensure everybody gets the same picture about the organization and creates an equal platform
to set the basic expectations about the way we work
to raise curiosity around AIESEC :)
: Myth 4: T induction and X? No ways??? YES, ways! ;) Getting to know what AIESEC is (X is our core!)
Challenge your world view
Goal setting
AIESEC network
: Main director: VP TM Solid results:
Members are more aware about AIESEC, rising self wareness
Members are more motivated for self development and to perform at AIESEC platform
: T allocation What is it:
It is process that ensures that our members connect their interests and development with organizational needs.
The shorter the better (up to 2 weeks)
: T allocation Retention rate
Alignment between personal and organizational goals
Organizational performance increases
: T allocation Library of opportunites (a booklet?)
Clear JDs
Motivation
Tracking, evaluation, update
: Main driver: VP TM Solid results:
Right person doing the right activity- organizational performance
RR
Alignment between organizational and personal goals
: No myths left... ...if you find more, deliver them to us. We can consider them together :)
: Questions?
Approach your MC VP TM/OGX 2009-10 Assel Stambekova
assel.stambekova@aiesec.lv
skype: assel.stambekova