Talent Management

Not yet because we don't implement Team Minimums yet.

Do you track Team Minimums?

Not yet because we don't implement Team Minimums yet.

Do you track LC Productivity?

Not yet because we don't implement Team Minimums yet.

According to MYAIESEC.net...

Not yet because we don't implement Team Minimums yet.

How much do you rely on myaiesec.net to track your members?

Not yet because we don't implement Team Minimums yet.

What KPIs do you measure in TM?

I cant give very clear information

Talent Capacity

a.k.a.. • My excuse for

everything wrong

• The biggest buzz word on earth

Is it that we do not have enough members?

Is it that members are not performing because they lack education

Is it that members are not contributing to exchange?

Is that members are happy?

Apparently… We have a problem

We know our Strategies...

IxP

Team Minimums Productivity

Sales capacity

Sales intensity

NPS Talent Allocation Recruitment

Now let’s focus on Implementation!

The future of Talent Management...

Talent Planning

Standards & Satisfaction Productivity

BI through GIS

Every member is purposefully recruited and is aware of his role, contribution and tools to achieve their targets. We provide high quality team experiences every time through team standards. We learn by doing and we provide life changing experiences to other young people while we do it. We have business intelligence to make smart decisions based on past and present accurate information, and ensure the sustaintability of our organization.

Talent Planning

Standards & Satisfaction Productivity

BI through GIS

Talent Planning

Set personal goals

Understand your

personal values

Reinvent yourself

Reflect on your

experience

Individual responsibility and goals

Interaction with

multiple stakeholders

Support system

Challenging role and

environment

Purpose of the Journey for Society

Purpose of the Journey for Society

Purpose

Goals

Backwards Planning

TMP / TLP Needs

GCDP / GIP Goals

Productivity Goals

# TMP

# TLP

Recruitment Flow Aligned to

the new Customer Flow

Programme Packaging

aligned to our true Value

Proposition and internal

opportunities

Selection process aligned

to our Leadership

Development Model and

Values

Allocation in teams and

projects that will be

interconnected inside the entity

What about

Talent Capacity?

Right People in the

Right Place at the

Right Time

Implementation Milestones Ensure my entity has planned proper structures and talent needs to drive high quality team experiences that

will contribute to achieving the strategies and goals we aim for.

RECRUITMENT ALLOCATION RE-ALLOCATION

% TMP/TLP Opportunities

Matched

% Applicants per TMP/TLP Opportunity

% Member Allocation in Front Office

% Member Allocation

in Back Office

IxP

Headhunting Recruitment

PLANNING

# TMP Opportunities

# TLP Opportunities

My Talent Checklist: Talent Planning

RECRUITMENT ALLOCATION RE-ALLOCATION

% TMP/TLP Opportunities

Matched

% Applicants per TMP/TLP Opportunity

% Member Allocation in Front Office

% Member Allocation

in Back Office

IxP

Headhunting Recruitment

PLANNING

# TMP Opportunities

# TLP Opportunities

What is missing or could improve in my entity?

Standards & Satisfaction

Fulfillment of Team Minimums

NPS and Response Rate

Standards Satisfaction

High Quality Team Experiences Globally

Set personal goals

Understand your

personal values

Reinvent yourself

Reflect on your

experience

Individual responsibility and goals

Interaction with

multiple stakeholders

Support system

Challenging role and

environment

Purpose of the Journey for

Society

Think about your best team experience...

What made it so special ?

People

Challenge

Direction

Understanding

Connected

Self-Development

Support

Trust

Diversity

Common Goal

Self-Awareness

Team

Plan

JD

Training

Tracking & Coaching

Evaluation

Reflection

People

Challenge

Direction

Understanding

Connected

Support

Trust

Diversity

Common Goal

Self-Development

Self-Awareness

Learning And

Development

Implementation Milestones Ensure every team experience we deliver is covering our minimum standards by engaging the membership of

its fulfillment.

GOAL SETTING TRACKING EVALUATION

NPS goal Response Rate goal

% Retention Rate # IxP

% Team Minimums Fulfillment goal

% Team Minimums Fulfillment

NPS

Response Rate

% Achievement of goals

# Up-Selling

opportunities

EDUCATION

# Educational Touchpoints

100% Knowledge of

Membership

My Talent Checklist: Team Minimums

What is missing or could improve in my entity?

GOAL SETTING TRACKING EVALUATION

NPS goal Response Rate goal

% Retention Rate # IxP

% Team Minimums Fulfillment goal

% Team Minimums Fulfillment

NPS

Response Rate

% Achievement of goals

# Up-Selling

opportunities

EDUCATION

# Educational Touchpoints

100% Knowledge of

Membership

Productivity

How does TM contribute to GCDP/GIP?

Set personal goals

Understand your

personal values

Reinvent yourself

Reflect on your experience

Individual responsibility and goals

Interaction with

multiple stakeholders

Support system

Challenging role and

environment

Purpose of the Journey for

Society

Productivity = # Exchanges # Members

Implementation Milestones Ensure our operations and membership performance is contributing to enable bigger and better exchange

experiences to more young leaders in our entities.

GOAL SETTING EVALUATION

Productivity goals per exchange

programme

% Achievement of Productivity goals

# Overall average

entity productivity

EDUCATION

# Educational Touchpoints

100% Knowledge of

Membership

My Talent Checklist: Productivity

What is missing or could improve in my entity?

GOAL SETTING EVALUATION

Productivity goals per exchange

programme

% Achievement of Productivity goals

# Overall average

entity productivity

EDUCATION

# Educational Touchpoints

100% Knowledge of

Membership

BI through GIS

Where is it we want to go?

Steering the Wheel

Standards and

Satisfaction

NPS IxP

LEAD Team Minimums

Performance and

Productivity

Performance and

Productivity

Productivity Talent Capacity Team Minimums

Standards and

Satisfaction

Implementation Milestones Ensure our membership data is updated and coherent with our realities by using the online platform

constantly which will allow us to see the evolution of our membership and make smarter decisions now and

future generations.

GOAL SETTING EVALUATION HR LONG TERM

STRATEGY

uploaded to the system

% Data updated in the GIS

EDUCATION

# Educational Touchpoints

100% Knowledge of

Membership

My Talent Checklist: HR BI

What is missing or could improve in my entity?

GOAL SETTING EVALUATION

uploaded to the system

% Data updated in the GIS

EDUCATION

# Educational Touchpoints

100% Knowledge of

Membership

create your Future of Talent Management!

Gather in groups of 5 and find your

topic in your nearest rocket!

What would be the impact and future of AIESEC if all our entities had your element fully implemented?

Share!

Let’s imagine our entity is a rocket we want to launch...

Talent Planning

Standards & Satisfaction Productivity

BI through GIS

Now imagine...

What would be the impact and future of AIESEC if all our entities had all elements fully implemented?

Talent Planning

Standards & Satisfaction Productivity

BI through GIS

What do you think about this Future of Talent Management?

No global standardized processes for

our membership

Global misunderstan

ding of TM

Txp evolution Timeline

TMP/TLP Program packaging

TM global tools in GIS

Launch of Front office program flow

Member Development Cycle

& Long-Term Strategies

September October November February

BI through GIS

Leadersh

ip

Develo

pm

ent

TXP Minimum Standards

Productivity

Talent Planning

TMP/TLP Program

packaging

TM global tools in GIS

Launch of Front office program

flow

Member Development Cycle & Long-

Term Strategies