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TD Area Plan

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Talent Development Area Plan for the term 2012-2013.

Talent Development Area Plan for the term 2012-2013.

Published in: Business, Technology
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  • 1. Talent Development 2012-2013 Area Plan We got talent!
  • 2. MCC Strategy
  • 3. VisionOrganizational win!
  • 4. Building THE line Members’ win Organizational win• What do members • What the organization want? needs?
  • 5. Vision Members win = Organizational win Dreams = needs…not seeing members and the organization as a difference
  • 6. Scope Implementing the right processesefficiently in order to develop members.
  • 7. Priorities
  • 8. Objectives• 30% increase of the young people accessing TMP and TLP• Developing national standards and criteria for TMP and TLP• Increasing the retention rate up to 70%• Designing a customized MEC
  • 9. 30% increase of the young people accessing TMP and TLP TD and COMM working from the beginning for profiling and message creation National frameworks for the core selection processes, including the GCM and the internal assessment
  • 10. Increasing the retention rate up to 70%Simplified Career Plan implemented and follow up Efficient platform usage Opportunities library at national level National education cycle
  • 11. Designing a customized MEC EwA – ELD (TMP + TLP + GIP/GCDP) – LLC Mentoring Coaching StandardSoft skills (inter)National ICPS, TTT opportunitiesAIESECKnowledge Career Planning
  • 12. Designing a customized MECCreating the standards with the VPs and the NST Feedback from HR companies and Alumni Consolidating the plans with the NST + NTT Implementation
  • 13. National standards for TMP and TLPDesigning: criteria + value propositionsManaging: EwA [quality pipeline], tracking and evaluation and rating systems, CP + follow-upDeveloping: customized learning environment.
  • 14. After all the consolidationspossible… you have now the TalentDevelopment – area strategy – for 2012-2013
  • 15. Measures of Success # Members # TMP # TLP # YE
  • 16. And in numbers…1.500 Members3.000 TMP730 TLP5.000 YE
  • 17. KPI for TD# of TMP Ra# of TMP Ma# of TLP Ra# of TMP MaNumber of members working for GIP & GCDP% of TMP/TLP from EwA pool
  • 18. National Driver related to TD • Efficient TMP & TLP# of unique members working for GIP/GCDP# of TMP/TLP with objectives realisedRetention RateNPS ScoreEfficiency = minimum of resources for maximum of results.
  • 19. Efficient TMP/TLP NATIONAL INITIATIVES•# of unique members working forGCDP/GIP • LEAD – national program that will be launched in 2012 for team•# of TMP/TLP with objectives leaders (LC level) and EB members to provide more specificrealized competences and skills to bring bigger results based on our•Retention rate membership quality; LEAD is an upgraded Leadership Development•NPS Score Program that is formed out of three parts: I and myself, I and•Conversion Rate from EwA others, I and the world; the sessions that will be delivered contain Leadership, Management and AIESEC skills; LEAD should be delivered in live sessions at national, regional, local conferences or LC visits. • Engagement Development – this initiative is about developing the Engagement program into a qualitative pipeline for Experiential Leadership Development by implementing the criteria established before. • National Mentorship Platform – this initiative is a natural flow because of the mindset change from coaching to mentoring and consultancy; through this initiative, minum 10 LCs will be put together for this mentorship platform, having more than 100 mentors for more than 15% of their members.
  • 20. Area Initiatives
  • 21. Make it simple!• National Frameworks for Recruitment criteria, Career Plan, EB/TLP transition, JDs, EwA/TMP/TLP EC, specialist criteria, competencies evaluation.• NST responsible for implementing it.
  • 22. Home Coming AIESEC-ers!• National campaign for members that are leaving their LCs and return to their hometowns where it’s also an LC.
  • 23. Complimentary Education• FA live meeting – launching Doodle at the middle of June to settle the date• Webinars – Mentoring, EwA, Career Planning, Competencies Evaluation: June – September
  • 24. NST Structure
  • 25. Role of NST• Implementing the TD strategy at LC level: RoTDu Chair - coordinating the NST TMP & TLP Manager - creating frameworks for processes and complimentary tools in order to increase the quality of the programmes and implementing the international principles regarding TMP&TLP. Engagement Developer - assessment and consultancy offered to LC in order to have this stage as a qualitative pipeline for the ELD programmes. Virtual Education Manager - works for implementing a virtual education platform and culture for webinars Brand Officer - working for creating communicational strategies for promoting EwA, TMP and TLP, internally and externally, in an efficient and productive manner.
  • 26. Role of the NTT• Implementing the whole training process at both national and local level• Organizing TTTs and iTTT• Mentor the LCs in order to have a LTT• Offering consultancy to LTTCs
  • 27. National R&R strategy regarding TD - criteria Best LTT Award LTT education plan LTT activity plan LTT performance LTT team culture
  • 28. Best Team Award Fulfillment of the minum criteria on the platform (minim 3 TMP, 1 TLP, experiences that last for at least 2 months) Achievement of objectives on GIP and GCDP Development of the competencies during the activities (evaluation on CAT or on behavioural anchors)
  • 29. Efficient Members Development MEC customized on programs % of unique members working for GIP/GCDP % of members have CP % Retention Rate % of members with objectives realised % of TMP/TLP out of the number of members
  • 30. We got talent!

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