Date post: | 06-Apr-2017 |
Category: |
Education |
Upload: | aditya-barrela |
View: | 55 times |
Download: | 1 times |
EXCELLENCE MANUAL
THE BACK SEAT
DRIVERS
CAN TM’S MAKE DECISIONS &
TAKE ACTIONS THAT CAN BOOST PRODUCTIVITY &
PIPELINE ?
HELL YES !
THIS IS WHAT STRATEGIC TM IS
ALL BOUT.MAKING DECISIONS & TAKING
ACTIONS THAT BOOST PRODUCTIVITY & PIPELINE.
SYNERGY MATTERS.
MAKING DECISIONS & TAKING ACTIONS THAT BOOST PRODUCTIVITY & PIPELINE
TOGETHER WITH YOUR EBS & MC.
DONT FORGET, ONE THING THAT CHANGES EVERYTHING.
WHO ARE WE?
OUR VALUES
UN
ITY
SUPPORT
CRITIC
AL THINKING
CREATIVITY
MERITOCRACY
RESPECT
OPENNESS
LOG
ICA
L
HA
PP
INES
S
HUM
ILIT
Y
ENTHUSIASM
PASSION
#OURHASTAGS?#U
NST
OP
PA
BLE
#N
OFL
UFF
#PRODUC
TIVITYDRIV
ERS
#CRAZYONES#COLLABORATIV
E
#BESTCOMMISSION
#ITSONUS
#TAKEOWNERSHIP
#VALUESMATTER
(I will make a poll for this soon.)
OUR BEHAVIOURS BASED ON OUR VALUES
1. EXCHANGE IS A PRIORITY - PRODUCTIVITY IS OUR FINAL GOAL
2. NO COOL CARDS 3. WE ALWAYS KEEP THE DDL 4. E-MAIL 24 H & CALLS 10AM-8PM 5. SHARING GCPS & MATERIALS 6. OUTPUT ORIENTATION & REGULAR
FEEDBACKING 7. COLLECT OPINIONS FROM MEMBERS 8. RESPECT THE SPEAKER & REMEMBER TO
APPRECIATE 9. ENGLISH AS A COMMUNICATION LANGUAGE 10. NOT FALLING IN LOVE WITH IDEAS 11. ADJUSTMENT OF NATIONAL TOOLS TO LCS &
THEIR REALITY
OUR WHY
WE ACHIEVE A TRANSFORMED
AIESEC FOR POLAND BY
CREATING CHANGE AGENTS
WHO LEAD FROM
A PLACE OF FREEDOM.
ARE WE REALLY DOING THIS? THINK OVER IT.
HOW CAN IT GET BETTER?
HOW DO WE CREATE CHANGE AGENTS WHO LEAD FROM
FREEDOM?
WE ACHIEVE OUR VISION BY IMPLEMENTING THE TALENT
FLOW!
ATTRACTION ACQUISITION PERFORMANCE ADVOCACY
THE PROCESS FLOW OF RECRUITING, TRAINING &
RETAINING TALENT.
OUR TALENT FLOW
TALENT PLANNING
TALENT MARKETING
TALENT SELECTION
TALENT ALLOCATION
TALENT INDUCTION
TEAMEXPERIENCE
TALENT EXITS
TALENTCOMMUNITY
TALENT PLANNING
TALENT ATTRACTION
What quality & quantity of people do we need?
How do we attract the right
kind of people in the right quantity?
QUESTIONS TO ASK AT THESE STAGES WHAT HAPPENS AT THESE STAGES?
TALENT MARKETING
1. We understand our Strategy. 2. We align structures to strategy. 3. We SYNERGISE with people to
understand their HR needs. 4. We plan the number of people &
profiles.
1. We give the profiles and requirement to the marketing
people. 2. We support them with CRAZY
offline activities like (Stands, Class Shouts, Adapciaks)
FOR OC’S
We need all of our commission to co-create these tools, MC Teamsters will of course be responsible for them.
TALENT SELECTION
TALENT ACQUISITION
How can we select committed people with basic
competencies?
How can we put the right person, in the right place at the
right time?
QUESTIONS TO ASK AT THESE STAGES WHAT HAPPENS AT THESE STAGES?
TALENT ALLOCATION
1. We use e-Recruiter to determine profiles for allocation.
2. We conduct assessment centers. 3. We do the Value Based Selection. 4. We give first priority to
Returnees&IXPs.
1. We do the allocation based on e-recruiter profiles and assessment
centre performance. 2. We re-allocate existing members in
order to improve their performance & experience.
FOR OC’S
We need all of our commission to co-create these tools, MC Teamsters will of course be responsible for them.
TALENT INDUCTION
TALENT PERFORMANCE
How can we Inspire and educate our
membership to become the Change Agents the world
needs right now?
How can we give powerful, creative,
collaborative, reflective team experiences to our members
so that we grow disruptively?
QUESTIONS TO ASK AT THESE STAGES WHAT HAPPENS AT THESE STAGES?
TEAM EXPERIENCE
1. We welcome the membership with a new recruits booklet.
2. We induct them in to our organization at our conferences.
3. We use task based induction to induct them in functional areas.
1. We ensure that Goal-Setting is happening.
2. We train the OCPs in Team Minimums and we track the teams.
3. We do monthly/quarterly performance assessments.
FOR OC’S
We need all of our commission to co-create these tools, MC Teamsters will of course be responsible for them.
TALENT EXITS
TALENT ADVOCACY
How can we skip someone in such a way the he still loves AIESEC even
though he/she is skipped?
How can we engage our membership in such a way that our retention rate is above 95%
and pipeline is above 2?
QUESTIONS TO ASK AT THESE STAGES WHAT HAPPENS AT THESE STAGES?
TALENT COMMUNITY
1. We put the inactive and non-performing members in to a 2 week
probation period after taking and giving feedback to them.
2. If they do the probation tasks, they stay, or we do an interview and tell
them the reasons why they don't belong in AIESEC.
3. We give them the exit survey.
1. We run an OC Commission in the LC and engage them with activities
and trainings as per need. 2. We launch surveys and we track
the TM indicators to keep a check on the HR health of the
organization.
FOR OC’S
We need all of our commission to co-create these tools, MC Teamsters will of course be responsible for them.
AIESEC FOR POLAND HAS AN OVERALL PRODUCTIVITY OF
2 EXCHANGES PER MEMBER AND A PIPELINE OF 1.5
BACK SEAT DRIVERS TM COMMISSION HAVE LED THE TRANSFORMATION AND CREATED A POWERFUL YOUTH LEADERSHIP MOVEMENT THAT IMPACTS POLAND BY PROVIDING LIFE
CHANGING EXPERIENCES TO POLISH YOUTH & PROJECTS ALIGNED TO SDGS.
AS ON JANUARY 2017
IF NOT YOU, THEN WHO?IF NOT NOW, THEN WHEN?
MAKE IT HAPPEN, SHOCK EVERYONE.