Slide 1 :
Slide 2 : Introduction 5’
Awareness & understanding: recap the basics 10’
What? Why? How? 20’
Q&A 10’
Live support 5’ Agenda 55 min
Slide 3 : Let’s make a short recap
WHAT? : WHAT? Competencies Competency Model Competency Management
Competency : Competency COMPETENCY describes the work related skills and behaviour needed to effectively perform in a role.
Competency model : Competency model Role & Profile CEO
Marketing Manager
Business Analyst
LCP
AI VP ER
MC VP TM Organization DHL
ABInbev
Artemesia
Deloitte
AIESEC
Competency model : Competency model AIESEC
Competency Management : Competency Management Is simply the way we use competencies in our organization
WHY? : WHY? Common Language
Personal Development
Management Tool
GCM – common language : GCM – common language
GCM for personal development : GCM for personal development Global Competency Model is a basis which enables you to measure the personal development of yourself and also others
GCM as a management tool : GCM as a management tool GCM provides an easy base for the organization to translate many processes in a more understandable and usable way
Slide 13 : EVERYBODY ?What is AIESEC ?Who are Change Agents which we develop? ?What we envision
Structure : What are our pillars?
Our pillars are the 5 competencies that are developed within our members to become agents of positive change and in turn, go on to create the needed impact in society. Structure
HOW? : HOW? To use or not to use?
So… you say you wannause it… : So… you say you wannause it…
SWITCH : SWITCH But HOW to to refreshed GCM? S W I T C H SUCCESS
WHY
IMPACT
TIME
CHANGE
HOW
Success : Success What is successful switch?
Why : Why Why do we switch to refreshed model?
Impact : Impact Which organizational processes are going to be impacted the first?
Time : Time Time-line & mile-stones May June July August transition Planning conferences Recruitment preparation
Change : Change Do you know basics of change management?
Collect info : Collect info Define a bottom-line Engage
Key members from your LCs (LC VP TMs, LCPs, NTT etc.) to be involved in the process What does it mean for your LC?
How much each LC’s life will become easier with a new GCM? Key benefits of using it, not only TM but other FAs too! Sustain
Prepare an action plan how to get there and define tracking system 1 2 3 4 5
How : How How to start – action steps
How : How Read all the docs on GCM wiki
Ask your questions (!important! TMU term will finish in July)
Pay attention on the first processes which are going to be upgraded
GCM for personal development : GCM for personal development Goal Setting
Self awareness
Strengths & Development Areas
Learning Needs & Opportunities
Switch in TM processes : Switch in TM processes Selection
Allocation and JDs
*Right Person, Right Job
Talent Planning
X / ER / Com / PR : X / ER / Com / PR GCM provides you an easier way how to communicate the „soft part of AIESEC” for the external world
Description of AIESECers can be defined easier for companies: if you can describe your product more, you can sell it more
Concrete products can be built from the outcome of measurement of competencies of your LC/Country
Opportunities in AIESEC can be communicated more concretely
You can communicate an up-to-date HR tool for the external world and by this increase the positioning of AIESEC
MCPs and LCPs : Transition &
Planning MCPs and LCPs
Slide 30 : Find more examples for different functional areas on GCM wiki! Go to myaiesec.net
Search “Global Competency Model wiki”
Get to the section “GCM is not a mystery anymore”
Slide 31 : Q&A
Where to get specific support? : Where to get specific support? or Ask directly AI VP TM :) TMU support me now Competency Lab.
Slide 33 :