Slide 1 : Global Competency
Model
Talent Management
Virtual Class
What is GCM? : What is GCM? This is NOT a HR tool for VPTMs to work with, Rather it is a Management Tool, therefore everyone in the Leadership Team needs to understand all aspects to it
A Competency framework influences many systems like Performance Assessment, Member Goal Setting, Rewards and Recognition so all people of the LC need to be made aware and educated about the different competencies and how that affects their development path in AIESEC
Slide 3 : The Model has 2 aspects
Individual Perspective – How Individuals can develop themselves through by focusing themselves on the development of competencies
Organizational Perspective – How the Talent Management systems can be aligned to a Competency framework, so that it is one integrated process, and so that everyone speaks and understands one language
Step 1 – Understanding the Model : Step 1 – Understanding the Model Understand and educate what a Competency Model Framework is and how it affects AIESEC
Understand and Educate how an Individual can develop himself using competencies
Understand and Educate how Talent Management processes can be aligned to a Competency Framework
Step 2: Understanding the Competencies and Behaviours : Step 2: Understanding the Competencies and Behaviours How are the competencies connected to the Change Agent Characteristics
How do the defined 11 competencies fit into the Logic of the Competency Model
Understand the Definitions of the 11 competencies and the different levels of behaviours under each competency
Slide 6 :
Documents Used : Documents Used Competency Management – EXCEL sheet
– Includes the definition of all competencies and different levels of behaviors
Includes the unique competencies at each stages of @ XP and the appropriate level of behaviours people can possibly develop at that stage depending upon the opportunities available at each stage
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Slide 9 :
What is the Scope of customization? : What is the Scope of customization? You can
Choose what competencies and behaviour levels are developed and required at each stage of AIESEC XP
Choose what different competencies and behaviour levels you want for each role in your LC(s) You Should not
Add/Remove the competencies
Change the Behaviour and Competencies definitions
Change the Logic of the Model
Customization Example : Customization Example Let’s say these were the competencies and behaviour levels for a leadership role.
This is how you can customize it, if you want. : This is how you can customize it, if you want. Customized
Competencies Customized
Behaviour Levels Note! All competencies (X,Y,C,B etc.) are chosen from the 16 competencies of the model.
How does an Individual work with a Competency Model? : How does an Individual work with a Competency Model? An Individual first understands what the competencies are and how can they affect his/her personal development
He or she assesses his competencies at the start of each role they assume as well as every three months
Gets feedback from Mentor/Team leader
Identifies his/her Strengths and Development needs
Makes his personal Learning Plan and Sets goals based on the competencies he wants to develop
One Important thing : One Important thing Self Assessment is critical every 3 months
It is important for us to understand that for each stage or role, Individuals can Choose to focus on certain competencies because they feel that they need to develop those/or they feel that they have the others
So an Individual can prioritize “n” number of competencies for each stage and he does not need to make plans for development of all 11 competencies, otherwise he/she will loose focus
The Process for an Individual Every 3 Months : The Process for an Individual Every 3 Months Self Assessment Feedback from
Mentor/ Team leader Identify Strengths
and Weaknesses Personal
Learning Plans Setting Goals
Slide 16 : Setting Goals My LC My Team Me Working goals
Development goals SMART GOALS
Specific
Measurable
Achievable
Result orientated
Time bound
Documents Used : Documents Used Use the Individual Learning Plan and Goal Setting to understand the process and give it to your members to follow the process
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How does an LC work with a Competency Model? : How does an LC work with a Competency Model? An LC aligns its Talent Management Processes to the competency Framework
Aligning Talent Planning : Aligning Talent Planning In a Talent Planning exercise answer the question of
“ what kind of people you want for your LC” by identifying competencies which would become the criterion for selection of new members Example Selection Criterion
Aligning Performance Assessments : Aligning Performance Assessments You can align performance assessment for each stage of AIESEC experience
Assess People on their Professional goals (work performance) and as well on the Personal goals (competencies and skill development) they develop on that stage every 3 months
Assessment Process : Assessment Process Set criterions for Assessment Set up an
Assessment process Prepare the
members and team leaders
for assessment Assess Personal
and Professional Goals Give Feedback and
Identify Strengths and
Development Needs Make a Development Plan Training and Education needs
Slide 25 : Further education will be done during NATCON
Click:
http://www.myaiesec.net/content/viewwiki.do?contentid=10005803
Slide 26 : QUESTIONS?
Slide 27 : Thank you!