Talent Management on MyAIESEC.net : Talent Management on MyAIESEC.net
Session Flow : Session Flow Introduction and expectation setting
The organisational need for the system to support Talent Management processes
The individual experience of a member in the system
The physical Talent management processes supported virtually
Session objectives : Session objectives You have an overview of the different ways to utilise the system to optimise the member individual AIESEC experiences
You understand the benefits and need of the system the Talent Management area
You get guidance on how to manage AIESEC Experiences, evaluation and assessments virtually
Who is a member? : Who is a member? The definition of members in AIESEC are those that have joined the organisation and are currently taking responsibility with clear roles and responsibility.
In the context of MyAIESEC.net, a member is one who has reached the taking responsibility stage and have been assigned roles within the system.
It is therefore critical to note that, unless a member has been assigned roles in MyAIESEC.net, they will not be able to carry out certain activities within the system e.g upload EP forms, view certain documents, view certain materials etc.
Why MyAIESEC.net for Talent Management : Why MyAIESEC.net for Talent Management No proper channel to Track the AIESEC Experience of any member
No Tool present for usage of competency model in development of characteristics of change agents (Tool to support the AIESEC Experience implementation)
Any type of productivity tools missing – We were missing a personal development support tool in the system
No proper channels of getting feedback for services and opportunities provided to members at each and different stages
Functionality to manage membership at different level and at different AIESEC XP stages
Using the system to support Talent Management processes : Using the system to support Talent Management processes Talent Selection and allocation processes
Talent tracking and pipeline management processes
Talent development processes including competency management
Preparation of members to leave the organisation
AIESEC Experience Management at the Introduction to AIESEC stage : AIESEC Experience Management at the Introduction to AIESEC stage Talent planning on MyAIESEC.net
Stage survey: This allows us to get a report on the level of satisfaction the existing members have in the different services we are offering them.
Content Survey: Surveys support with generating specific reports to use as input to the talent planning.
Competency Report: Access the average competencies per LC, country /territory and use this as input to your talent planning and talent selection processes
Profile reports: This menu allows you to derive reports on the member profiles that exist locally/nationally.
Finding the reports : Finding the reports
Slide 9 :
Stage satisfaction Survey Management : Stage satisfaction Survey Management Members first selects a committee to see the stage satisfaction, and then a start date and an end date for the measurement. The calculation is based on the results of the stage satisfaction surveys
To manage this the menu that the EB or President of the entity can see the overall results of the stage satisfaction surveys that have been filled in the selected period. EB & President of an entity can create a ranking report of the entities which they belong and which are below their entity.
Stage satisfaction survey : Stage satisfaction survey Example of survey questions:
Managing the Surveys : Managing the Surveys
Managing the Surveys : Managing the Surveys
AIESEC Experience Management at the Introduction to AIESEC stage : AIESEC Experience Management at the Introduction to AIESEC stage Talent Selection (Approving/Rejecting Members) - Member approval happens based on the physical tracking that we have of the new members. Once members have applied to join AIESEC, we have the responsibility to approve them to join AIESEC.
Talent induction - Once a member has beein approved, they can now access MyAIESEC.net on Introduction to AIESEC stage, here they will have access to resources on the AIESEC Way, AIESEC History, AIESEC Approach, AIESEC platform, AIESEC difference and AIESEC Network
Before members can move onto the next stage, they will need to fill in a stage satisfaction survey and a competency assessment. EB members can be able to access the aggregate results of the stage satisfaction and competency surveys of a given period in time through the statistics and reports tab by clicking on administration on the left of the page as the previous slides show..
AIESEC Experience Management at the Taking Responsibility stage : AIESEC Experience Management at the Taking Responsibility stage Talent allocation (Role Assignment and Creating teams) - With MC/LC EB access you can assign members the roles to one or several roles available for them in the local or national level. Teams are created based on the existing LC structures e.g. project teams, event teams, functional teams etc and such that each member is part of a team.
Talent review and performance appraisal - Talent Review involves having overview of the state of development and results of the members and enable the members to identify further steps of their development. You can easily do this in MyAIESEC.net by encouraging members to use my development section on MyAIESEC.net available on the profile section.
The profile section section is key as you will be able to access the goals set and review that based on the actual activities members are taking part in. You will be able to access the information that members have left as public or specified for your viewing.
AIESEC Experience Management at the Taking Responsibility stage : AIESEC Experience Management at the Taking Responsibility stage
AIESEC Experience Management at the Taking Responsibility stage : AIESEC Experience Management at the Taking Responsibility stage Competency Management - gives us the opportunity to take a competency assessment as well as a 360 degree assessment by providing us access to the AIESEC Competency Assessment tool developed by Career Innovation. Because Competency Management is one key process at all stages of the AIESEC experience, ensure that your members are using this tool available on my development section on the profile tab.
Why competency assessment:
Provides a report based on the AIESEC revised competency model
Allows users to complete a self-assessment at any time where they can also generate feedback from several colleagues
Helps users to interpret the data and plan their learning
To track changes over time, to encourage learning and demonstrate the impact that AIESEC is having on the membership
Offer us, for the first time, the possibility of measuring the impact that we are having as an organization on the competencies development of our members; therefore enabling the possibility of measuring the quality of the AIESEC experience
Slide 18 :
Results appear on the tool – How you rate on the different competencies : Results appear on the tool – How you rate on the different competencies
Results appear on the tool – Rating according to the change agent characteristics : Results appear on the tool – Rating according to the change agent characteristics
Gap perception (Both the 360 and the self assessment results shown : Gap perception (Both the 360 and the self assessment results shown
AIESEC Experience Management at the Taking Responsibility stage : AIESEC Experience Management at the Taking Responsibility stage Talent training and Education - As part of training and education, there are several features on the system that can support you in this area.
Using the profile reporting to find out the skills gap in the membership to then fill the needed training gap.
Files search section to find the different resources used by other countries/LCs and share your own training resources.
Use of wikis to create information on interesting training and education processes
Using classifieds to promote conference and training opportunities for your members
New articles to promote output of meetings, workshops, training and conferences that have taken place
Creating groups particular to a certain topic that is of importance and connecting them with alumni interested in training to tacke the different topics
AIESEC Experience Management at the Leadership stage : AIESEC Experience Management at the Leadership stage At this stage, you need to know how to manage (create/edit) your teams, assign roles to a team, assign roles, administer users, statistics and reports, customise messages as you are ideally managing all the areas in the system within your scope.
It is however important to note that the team leaders and president/EB have different roles and levels of access in the system within the scope e.g.
Only EB/President can create a team
Only EB/President can administer competency survey, profile report and stage survey. Managing learning and development partners
It is also your responsibility to use the system to manage your learning partners using the organisational management option.
AIESEC Experience Management at the Exchange stage : AIESEC Experience Management at the Exchange stage For members who have moved to the exchange stage, it is important to note that they MUST have roles assigned to them within a team to be able to upload their EP form. They will need to do more satisfaction surveys in more periodical manner as opposed to just when changing stages.
Ensure that you connect with the session on Exchange Management on MyAIESEC.net.
AIESEC Experience Management at the Heading for The Future stage : AIESEC Experience Management at the Heading for The Future stage To make someone alumni who is currently in the H4TF stage, go to the administration menu, click on „Users“ and then on „Approve and reject members“.
If you have MC EB access, you will be able to check for stage requests on national level or for specific LCs, with LC EB access you can only manage the members from your LC. You will be shown all „Pending Requests“ for stage changes, and you can see who applies for H4TF when it says „H4TF“ in the „Stage apply for“ column.
Communicating with your Members : Communicating with your Members The system is designed as user centric, which means that the user decides what to do in the system.
Ensure that all your content features such as Wiki, news, classifieds, and forums need to be updated and made searchable with the right kind of key words.
Create a wiki with information for Talent Management, ensuring that you publish regular news with relevant information for members regarding talent management, and of course using classifieds.
Subscribe to forums and wikis you are interested in so you can get updates in case of any new information or updates on them.
You can also use the spam function to send out important notifications that you would want to reach a particular scope of people. (To send a spam, go to your inbox, and click on „Spam Messages“. Type in the subject, and add all your alumni as recipients.)
Wikis you need to subscribe to in order to be up to date with the Global Talent Management area : Wikis you need to subscribe to in order to be up to date with the Global Talent Management area Global Talent Management wiki
Global Talent Management Unit wiki
Global Talent Management Campaigns wiki
Global Competency Management wiki
Global Competency Assessment tool wiki
Global recruitment wiki