Talent Management and Global Competency Model By Oriana So MC VP Talent Management AIESEC Puerto Rico oriana.so@aiesec.net Monday, October 25, 2010What is TM? TM ensures human capacity management in the organization through the development and support of the processes used to enhance competency development, motivation, and leadership of membership throughout the opportunities they take in AIESEC. Monday, October 25, 2010A conscious, deliberate approach undertaken to attract, develop, and retain people with the aptitude and abilities to meet current and future organizational goals. Monday, October 25, 2010Why is TM important? Recruitment Orientation Education & Training Retention Tracking Reward & Recognition Monday, October 25, 2010Monday, October 25, 2010Development and support of critical processes that enhance the development of our members as well as ensure a sound management of our human resources Talent Management Processes Monday, October 25, 2010Pre Induction At the Introduction to AIESEC Stage After Induction Talent Planning Talent Marketing Talent Selections Talent Induction Talent Allocation Talent Goal Setting and Orientation At the TR Stage Talent Education and training Talent Coaching Fast Track AT the H4Tf stage At the Exchange Stage At the Leadership stage H4TF Processes Exit Interviews Career Planning Selection Selection Succession Planning Transition Continuous Elements -happens at all stages Talent Tracking and Pipeline Management Talent Motivation -Rewards and recognition Talent Performance Assessment Talent Review Monday, October 25, 2010Planning Plan for the number of people you need in the teams in your LC Take into consideration your goals for LC Culture Can your VPs and LCP manage this number of members? Marketing What strategies will you use to attract talent? How is the talent you want usually attracted or engaged through promotion? How do you want to brand your LC on your campus when recruiting? Talent Planning & Marketing Monday, October 25, 2010Talent Selection & Allocation Selection What is your rate of acceptance? Is this person a good member or EP? Does this person have good competencies and also competencies to develop in @? Application, Interview, Assessment Centers Allocation Where does this member fit in our LC? Will he/she fill a specific JD? Can this person develop in their role in the LC? Monday, October 25, 2010Talent Goal Setting & Induction Goal Setting & Orientation Set the correct expectations at the beginning Align new members to your LC and national identities Happens at Regional Induction Conference Induction Giving members all the tools they need to start their AIESEC experience member develops their beginning understanding of the organization Monday, October 25, 2010Talent Education & Coaching Education & Training Members are receiving trainings in their respective functional areas Members partaking in conferences and workshop to develop themselves professionally and personally Conference cycles Coaching Matching mentors to help members develop individually Developing a library of Good Case Practices to share and use knowledge LC Coaching from MC Monday, October 25, 2010Tracking/Pipeline Management & Performance Assessment Tracking & Pipeline Management Using MC-provided tracking tools to make sure each member is contributing to LC goals How efficient is your membership? What kind of members do we need to recruit next recruitment to balance our LC? Performance Assessment Will re-Allocation be necessary next quarter? Are the members/EB/LCP fulfilling their Job Descriptions? Are their any super stars? Monday, October 25, 2010Reward and Recognition & Transition Reward & Recognition What reward is appropriate for good performance? Using Pavlov’s Classical Conditioning model What is the right environment for giving rewards & recognition? Transition What does your successor need to do the job well? What do you wish your predecessor shared with you before your term? What did you learn during your term? What hardships can be expected? Monday, October 25, 2010Talent Development Programs Managing the learning environment-education and support in the set up and coordination of the learning environment elements Setting up and managing leadership development programs (creating and delivering partnerships related to the talent development area-learning and/or content partnerships) Monday, October 25, 2010Learning Environment Management Individual discovery and reflection Mentoring Learning Circles T Team Experiences Conferences and Seminars Virtual Spaces; forums, blogs and resource sharing Monday, October 25, 2010Learning Environment Management (cont...) Learning (def.): a change in behavior as a consequence of an experience Environment (def): the conditions that surround people and affect the way they live an experience Learning Environment: an environment which helps people change behaviors and develop competencies and skills Monday, October 25, 2010Leadership Development Programs CEED Conferences (XPros/LDS/TtT/etc) Career Plans Mentorship and Coaching Programs Feedback environments Monday, October 25, 2010Managing and Delivering Partnerships Learning Partners Getting externals involved with training Conference involvement Monday, October 25, 2010The NEW Global Competency Model Monday, October 25, 2010Monday, October 25, 2010Especially important competency to look for in EP recruitment Important competency of a X team members Competency of a good team leader Monday, October 25, 2010Key competency of team leaders and coordinators Often found in innovative thinkers Important in problem solving and conflict resolution Monday, October 25, 2010Important competency to look for in DT/ET EP recruitments LCPs should work to develop this competency to keep in mind long term consequences to their decisions VPs and Coordinators should also develop this competency Monday, October 25, 2010Important competency for all leadership to develop Competency can be enhanced by practicing and experience Develop this competency by doing trainings and learning circles Monday, October 25, 2010Members with this competency tend to draw in internal and external knowledge to further organizational processes Can be practiced by self reflection Key competency in delivering feedback properly and effectively Monday, October 25, 2010Some other helpful links... http://www.myaiesec.net/content/viewwiki.do? contentid=10023588 http://www.myaiesec.net/content/viewwiki.do? contentid=10118941 Monday, October 25, 2010