Global

Competency

Model

Making Competency

Management a reality

Global

Competency

Model

Key to Implementation

This is NOT a HR tool for VPPDs 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

Selections, 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

Global

Competency

Model

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

Global

Competency

Model

Step 1 – Understanding the Model

Understand and educate what a Competency Model

Framework is and how it affects AIESEC

Understand and Educate the Logic behind the Global

Competency Model

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

Global

Competency

Model

Step 2: Understanding the

Competencies and Behaviours

How are the competencies connected to the Change

Agent Characteristics

How do the defined 16 competencies fit into the Logic of

the Competency Model

Understand the Definitions of the 16 competencies and

the different levels of behaviours under each

competency

Global

Competency

Model

Documents Used

The Global Competency Model – WORD file, includes the Explanation of the Model, the Logic and How it would be used.

The Global Competency Model – PPT

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

Global

Competency

Model

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

Global

Competency

Model

Customization Example

Foundation Knowledgeble Proficient Advanced

Competencies Behaviour 1 Behaviour 2 Behaviour 3 Behaviour 4

Comp X X

Comp Y X

Comp Z X

Comp A X

Let’s say these were the competencies and behaviour

levels for a leadership role. (We have given a lot of thought on

putting the right competencies and level of behaviour levels of what an

individual develops at each stage)

Global

Competency

Model

This is how you can customize it, if you want.

Foundation Knowledgeble Proficient Advanced

Competencies Behaviour 1 Behaviour 2 Behaviour 3 Behaviour 4

Competency X X

Competency Y X

Competency C X

Competency B X

Customized

Competencies

Customized

Behaviour Levels

Note! All competencies (X,Y,C,B etc.) are chosen from the 16 competencies of the model.

Global

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

Global

Competency

Model

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 16 competencies,

otherwise he/she will loose focus

Global

Competency

Model

The Process for an Individual

Every 3 Months

Self Assessment

Feedback from

Mentor/ Team leader

Identify Strengths

and Weaknesses

Personal

Learning Plans

Setting Goals

Global

Competency

Model

Setting Goals

My LC My Team Me

Working goals

Development goals SMART GOALS

Specific

Measurable

Achievable

Result orientated

Time bound

Global

Competency

Model

Documents Used

Use the Individual Learning Plan and Goal Setting to

understand the process and give it to your members to

follow the process

Global

Competency

Model

How does an LC work with a

Competency Model?

An LC aligns its Talent Management Processes to the

competency Framework

Global

Competency

Model

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

Number of People Needed Kind of People Needed –

Competencies and behaviour Levels

20 Competency A, B,C, D

Selection Criterion

Global

Competency

Model

Aligning Selections

You can align selections at Pre-Induction, Post-Induction,

Leadership Role and Exchange role of the AIESEC Experience

with the competency framework

The competencies identified at the Talent Planning stage becomes

the criterion for new member recruitment

Likewise you can also Identify competencies and Desired levels of

behaviours under each competency as benchmarks or selection

criterions for that stage

You also need to Assess SKILLS, and for that you need to Identify

which skills you need for each positions and what level of skills you

need for that position – The levels are(1-4) Basic, Average, Good,

Excellent

Global

Competency

Model

Selection Process

Identify Competencies and

skills you want to assess

for all Stages

Set up a Selection process –

clarify everyone's role and

prepare all parties involved

Asses Individuals on

Competencies and Skills

Global

Competency

Model

Example

Criterion Sheet Foundation Knowledgeble Proficient Advanced

Competencies Behaviour 1 Behaviour 2 Behaviour 3 Behaviour 4

Comp X X

Comp Y X

Skills Basic Average Good Excellent

Skill A X

Skill B X

Rating Sheet Foundation Knowledgeble Proficient Advanced

Competencies Behaviour 1 Behaviour 2 Behaviour 3 Behaviour 4

Comp X

Comp Y

Skills Basic Average Good Excellent

SKill A

Skill B

Global

Competency

Model

Documents used for Selections

The Global Selection System – Word Doc

Selection Systems – To help you understand different competencies and Behaviours can be benchmarked for selections

How to set up a Selection Process – Methods that can used for selection

Selection Sheets – to Help you customize the selections to your own reality, including rating form

How to set up an Interview – effective Interviewing

Competency Based Interview Questions

Global

Competency

Model

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

Global

Competency

Model

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

Global

Competency

Model

ADVANCED PROFICIENT KNOWLEDGABLE IMPROVEMENT

Competencies

Comp A

Skills Basic Average Good Excellent

Skill A

Example

Professional/personal Goals Specific Objective Results Achieved/Non

achievement

Comments

Goals Assessment

Competencies and Skills Assessment

Global

Competency

Model

Documents used for performance

Assessment

Global Performance Assessment System –

Introduction to the Idea

Member Guide to Performance Assessment

Team Leader’s Guide to performance assessment

Performance Assessment Sheets – To customize it to

your Local Reality

Member Development Plan

Global

Competency

Model

Aligning Rewards and Recognition

Rewards and Recognition should be aligned, based on

how a Team or an Individual delivers on his work

performance and on his/her competency development

All members of the organization should know about the

criterion of a R&R system from the beginning

Global

Competency

Model

Rewards and Recognition

Process

Set up an

R&R System

Educate People on the

R&R Process

Align the R&R with

Performance Assessment

Rewards high work

Performance and

competency Development

Set criterions for

Individual and Team

Rewards and

Recognition

Global

Competency

Model

Documents Used for R&R

Global Rewards and Recognition System

Global

Competency

Model

Aligning Member Development

Give opportunities to your members based on their

Learning needs which you have assessed through the

performance assessments

The stronger your LC learning environment would be,

the stronger the competency development would be

Global

Competency

Model

Aligning Member Education

Assess Competencies gap in the LC and to make a Member

Education Cycle (MEC) based on it

Develop strengths of members to increase AIESEC's impact

Design Training and Education both off & on the job leaning

Create a coaching culture

Ensure succession pipeline

Global

Competency

Model

Example

Name of

Member

Goals Competency and Skill

needed

Education/

Training

Needed

Completion

Date

XYZ

ABC

SYJ

Global

Competency

Model

Aligning Talent Pipeline

Maintain a record of your membership, how many

people on what stages of AIESEC XP and what are

their needs

Manage Membership’s lifecycles – an approximation of

what possible role they might assume next

Identify your Talented people and Fast Track them

Succession Planning – for your leadership positions,

identify the key people who you want to see on those

positions

Global

Competency

Model

Documents used for Talent Pipeline

Talent Pipeline Management