3. key issues to be aware of for the
next few months…
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GIS Implementation
Pipeline Management
Member Retention
Valid People Analytics
Evolution of VPTM Role
Tran6sition
Sustainable Talent M7anagement Systems
Exchange-driven Talen8t Management systems
Team Minimums9 Implementation
IX1P0s
NSC O1u1tput
12 L&D
5. - EP LEAD
- JD/OS
- Operational LnD
- Performance Management/
RnR
- Advanced People Analytics
- MB Selection & Transition
all resources will be available by Nov 15
6. 3. txp evolution
We recognised the need to completely evolve the way we run our team
member program. To do this we started from the basics by re-defining the
value proposition of the Team Member Program and the key roles we have
within the membership program.
10. Indian
Students pains:
“What are pains of Indian students?”
• lack societal support
• fear of judgement
• future insecurity
• lack of risk taking attitude
• lack of resources
• grades stereotypes
• unhealthy competition
• lack of freedom to take independent
decisions
• rigid education syste
• lack of family support
11. gains:
• Huge pool of talent
• Demand of youth leaders
• Geographical diversity
• Chilled out attitude
• Availability of variety of
Indian
studnets
opportunities
“What are gains of Indian students/
what makes them happy?”
12. jobs:
• Getting out of India/
Travel
• Get Settled
• Financial Sustainability
• Best company internship/
fellowship
• Recognition by peers
• Giving back to parents
• Stable life
• Sense of freedom
“What are the long term
ambitions of Indian
students?”
Indian
Students
13. the question for you:
how are you
addressing these
needs in your TMP?
15. iGIP
pains:
• Client Relations
• Matching Time
• FRRO
• Change in person of contact
• Lack of professionalism
• Lack of system for tracking EPs
• Discrimination of EPs from TNs
16. iGIP
gains:
• Corporate Exposure
• Netwokring
• Entrepreneurial Outlook
• Communication &
Interpersonal skills
• Team Experience
• Sales Skills
17. iGIP
jobs:
• Building their network
• Gaining the required
skills to start my own
company
• Work in the network
• Exploring
opportunities in the
network
18. iGIP
pain reliever:
• CRM Model - Communication Model for iGIP
• GIS
• Retention of Members: Formal Process of
changing P.O.C
• EP Communication - expectation setting with
EP
• Concrete Tracking Mechanisms/ Tools
• Operational Training
• LEAD on time management, priorisation,
confidence, dealign with uncooperative EPs
• FRRO- group scene, lunch sponsored by LC
post that.
19. gain creators:
iGIP
• Subsidised rates for
networking forums
• Account Management
• Interns on TXP
22. oGCDP
pains:
• Balancing JD with studies
• Monotonous work
• Cold Calling (training)
• Tracking IR Building
• No cross-team culture within the
same department
• One team raising, matching and
realising (alot of work)
• Synergy with back office
• Hectic work (1 TMP handling 3 EPs)
23. oGCDP
gains:
• Holistic experience
• Leadership Development
• Public Speaker
• Emotional and professional
bond with EPs and LC
24. oGCDP
pain reliever:
• GIS
• New Customer Flow
• Tracking Tools [synergy with CIM]
• Inter Team Days & Inter Department
Days
• MB Meet & Synergy Plans
• Time Boxing
• Parents Meet
• Mock Sessions
25. oGCDP
gain creator:
• LnD on a regular basis
• opportunities after sessions
for EP Inductions, IS/CP,
member inductions
• Stronger communication
• Involvement in LC actiivties
• Doing culture exchange
27. iGCDP
pains:
• Account Management of Partners
• Matching - spamming emails
• NGO Back outs - due to bad
expectations
• XP Delivery problems
• ‘Rascal’ EPs
• Unresponsive
• Poor support from Back Office
• Time Management
29. iGCDP
jobs:
• Networking with 18-22 age
group globally
• Social Impact
• Entrepreneurial Outlook
• Sales
• Exposure to international
• Global Outlook
• Leadership Development
31. gain creators:
iGCDP
• LEAD [Time Management]
• More interns and trainees
involved in LC activities
(LCMs)
• More onground
engagement
• Training/ effective LnD
32. iGCDP
products &
services:
• Assigning EP Buddies
• EP LEADs
• Short term TMP in iGCDP
• More effective
appointments - identifying
needs for NGOs and
helping
• Volunteering activities
• Project & CRM
Management
34. oGIP
pains:
• Tough stakeholders
• International Relations
• Delivery Rate
• EP Induction
• Stagnation/ slow progress in the
program
• processess not optimised
35. oGIP
gains:
• Better IR building skills for
easier matching
• Communication and sales
• Develop facilitation skills
36. oGIP
jobs:
• Professional growth
• Global learning
enviornment
• Stronger prospects in
getting a job
• Cultural Experience
• Growth Mindset
• CV
37. oGIP
pain reliever:
• GIS Implementation for faster
processes and member efficiency
• Brand message in global network
to increase the impact of the
program
• Better member retention to build
an oGIP culture
38. gain creators: • opportunities to build an
oGIP
international network
• People management for
stronger teams
• Stronger market
penetration to break
stereotype post-graduate
‘work for MNC’ trend.
39. oGIP
products &
services:
• Virtual learning
environment
• External mentoring
• LEAD program to evolve
oGIP customer centricity
40. 3. membership
journey
mapping
After understanding the needs and value of our TMP program and our
most popular roles in each program. We practiced plotting their
experience for the next 2 months.
Try this out for your Q4 to plan for your Talent Management activities in a
structured way.
41. Start with
plotting the Job
Descri ption
timeline
eg. iGCDP
You are plot t ing
out the
membershi p
activities for the
next 2 mont h s i n
accordance with
the program
timeline.
It ’s a good idea to
do this with you VP
Program Head
STEP ONE:
42. P lot your loca l
timeline as wel l
eg. check below
Thi s can include
1. Internal Event s :
E lections, LCMs ,
Transi t ion
2. or External
Events: exams,
holidays et c .
It ’s a good idea to
plan this wi th your
LCP and EB.
STEP TWO:
43. based on the JD
timeline of the
program - f i l l
in the LnD
required.
eg. iGCDP
check below
P lease refer t o
the Operational
Cycles that you can
j ust copy/paste.
You should be us ing
your data analyt ics
and performance
appraisa ls [need
sensing] to assess
what operational LnD
is the more urgent &
important.
STEP THREE:
You r LnD
s h o u l d a l w a y s
re late to the
o p e r a t i o n a l
a c t i v i t i e s
44. based on your
needs sensing
plot your team
timeline
Based on sensing through
data analytics/ talking to
your VPs ident ify where
the department / team i s
current ly at.
STEP FOUR:
45. after a l l t h a t !
Compi le the
Outer Journey
Reflect / l isten to your VPs
and summari se the key
‘Outer Journey’ aka.
challenges that members
within the team/function
are going through .
STEP FIVE:
make sure this is made in synergy wi th the VP
responsible
46. and fi n a l ly… the
inner journey
plotti n g ,
After good needs sensing/
outer journey mapping -
you should be able to plot
the inner j o urney activities
needed to be given to
members.
STEP SIX:
Thi s comes in 2 forms:
1. Inner Journey (team):
which is based on the
team status
2. Inner Journey
(individua l): which is
based on the operational
and loca l timeline
47. now you have a clear idea of what to do for this
function/program/team for the next 2 months!
48. remember this is
just a sample! Try is
out for yourself
using the
membership
mapping xls.
(:
