@VNZL Talent Pipeline Management

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Date of last update: Graduation year / Semester Year / 1 Year / 2 1 is first semester 2 is second semester International experience and personal development International experience Personal Development Other In order to get cool statistics, use the filters. To use the filters you need to answer the information in the next points in the next way 2009 / 2 Economics Talent Pipeline Graduation Year / Semester Q4 Q1 Q2 Q3 Functional Area LR TR H4TF Intro Talent Review and Fast Track Motivation Performance Low Medium High L (Low) M (Medium) H (High) H Development Talent Pool High Committed people High Talented People Low Performing FAST TRACK Stars: Active search for new tasks and responsibilities or giving more responsibilities within the same position Next level of development of the individual is possible in the same range or position We can see huge potential development of individual can be continue even in other positions that are one step higher Lack of perspective of development in the current range of responsabilities Results are good that fully meet the expectations on that position Excellent results, more the average Results are not able to meet the expectations set on that position Regular Performing: analysis of the reasons of low potential and competencies Regular Development: analysis of the reasons of not meeting the expectations at certain position 1. Identify your stars 2. Assessment of development needs What is the ideal stage in terms of skills, competencies and experience? What is the current state of the person? Define the gap. 3. Mapping out the opportunities Think how one can cover the gap. Think of activities needed in your LC in order to achieve the goals that can in the same time ensure appropriate development of the person. 4. Supporting and tracking individuals Ensure access to mentors and coaches that will support the process. After transition. And LTTs are going to receive a training about it Issues the member is interested Succession Planning/ Sucesión Position Possible role for next year Possible Successor(s) Experienced Members Fast Track young members hdjkahiusyd hjdaoydsyuda jdoaysd dausiodyashd I2A ST/LT LT Specific Recruitments (PBOXes, issues or other customized activities Number of old members planned to stay for another year Number of new people you need Retention Rate (%) Final number of new people you need to recruit Priority Activity Name No. People required for this Profile Type Total of Xs Check profile Name Number of required people Check profile For Activities For Exchange For specific needs For activites For Specific Needs For specific Needs AV RZ MT TT DT ET Total of members ? IMPORTANT/ Example Number of members for planned activities 66 members Number of position for member 1,5/member Final number of members for activities 44 members Alejandro Position the member has for Q1 2009 or wants to apply MCVP TM TM González Aileen Duque MCP Alejadro Goznález Psychologist jose.ortiz@aiesec.net (57)3163097098 aileen.duque@aiesec.net Skype Msn G-mail Twitter Fulanito de tal Conferencia sobre CSR Activities, teams, projects planned for term 09/10 Outgoing Exchange Goals for the term 09/10 Talent Planning 08-09 / Planeación del Talento 09-10 Aileen Creating a Culture of Excellence You have on your hands an incredible tool which allows you to have a closer tracking of your membership. But why is this important? 1. Creating a culture of excellence is a huge 'leverage' point for the success of AIESEC. 2. Most organizations agree - 'people are our most important asset.' 3. AIESEC is even more people-dependent than most organizations. 4. Not only do people product our product, but people are our product 5. People produce our product, are our product, and also, people are our mission, they are what we contribute to the world. Talent Pipeline Management Tool! The following guide has been designed to make you Track and Manage your Talent pipeline in the best way possible.it is divided into 4 parts. (Comments in spanish are included!) Content Member Profile Management which should capture his interests/reasons for joining, Personal Goals and contact information. Talent Pipeline Manage the time your Talent stays in AIESEC and make sure you know what they would be doing in the coming 3 years. Succession Planning Stablishes how to keep the control of your leadership positions. Give you an alert about develops their skills and abilities, and prepares the possible succesors for advancement. Talent Planning for new members A great tool for you to be able to decide upon the number of people you need to recruit in the organization and their profile. AIESEC IN VENEZUELA TALENT PIPELINE MANAGEMENT Talent Review Identify your stars to planning what do you need to improve your talent . and performance How Succession Planning Helps Succession planning establishes a process that recruits employees, develops their skills and abilities, and prepares them for advancement, all while retaining them to ensure a return on the organization's training investment. Succession planning involves: 1) Understanding the organization's long-term goals and objectives 2) Identifying the membership's developmental needs In the past, succession planning typically targeted only key leadership positions. In today's organizations, it is important to include key positions in a variety of job categories. With good succession planning, members are ready for new leadership roles as the need arises, and when someone leaves, a current member is ready to step up to the plate.