7. The Principle of KEEP
Employee retention refers to the ability of an organization to retain
its employees. Employee retention can be represented by a simple
statistic (for example, a retention rate of 80% usually indicates that
an organization kept 80% of its employees in a given period).
However, many consider employee retention as relating to the efforts
by which employers attempt to retain employees in their workforce.
In this sense, retention becomes the strategies rather than the
outcome.
8. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
9. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
10. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
11. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
12. The Principle of KEEP
Deliver What you Promise
TMP
Starting the path towards
Leadership Dev.
Practical Team XP
Global Network
Practical Hard Skill Dev Projects
TLP
Personal & professional Dev
Team Building & Management
Directing other Members
13. Team Member Programme
What do I need to be aware
of?
Team
Principles
Team
Minimums
Start Stop
Continue
TMP
Minimum
Promises
19. The Principle of KEEP
Deliver What you Promise
TMP
Starting the path towards
Leadership Dev.
Practical Team XP
Global Network
Practical Hard Skill Dev Projects
TLP
Personal & professional Dev
Team Building & Management
Directing other Members
20. Team Leader Programme
What do I need to be aware
of?
Team
Principles
Team
Minimums
Start Stop
Continue
TLP Minimum
Promises
25. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
26. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
27. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
Will be discussed
during Talent
Productivity
28. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
29. Team Minimums
Key Things
to
remember
Timelines &
Objectives
• Refer to the PDF for
Timelines
• Understand the
objectives yourself
first. Clarify with
LCP & MC
Education/Roles &
Responsibility
Allocation
• Education to the
EB/MB & LCP
• Define the Roles &
Responsibilities of
Team Minimums
during Education
Accountability
•A system of
accountability where
the TMP holds the TLP
accountable for the
delivery of TXP
•A system of
accountability where
the EB & LCP report to
you on the status on
Team Minimum
Education
Tracking
• Systematic & easy
• Output oriented
Tracking
30. Team Minimums
Key Things
to
remember
Timelines &
Objectives
• Refer to the PDF for
Timelines
• Understand the
objectives yourself
first. Clarify with
LCP & MC
Education/Roles &
Responsibility
Allocation
• Education to the
EB/MB & LCP
• Define the Roles &
Responsibilities of
Team Minimums
during Education
Accountability
•A system of
accountability where
the TMP holds the TLP
accountable for the
delivery of TXP
•A system of
accountability where
the EB & LCP report to
you on the status on
Team Minimum
Education
Tracking
• Systematic & easy
• Output oriented
Tracking
31. Team Minimums
Key Things
to
remember
Timelines &
Objectives
• Refer to the PDF for
Timelines
• Understand the
objectives yourself
first. Clarify with
LCP & MC
Education/Roles &
Responsibility
Allocation
• Education to the
EB/MB & LCP
• Define the Roles &
Responsibilities of
Team Minimums
during Education
Accountability
•A system of
accountability where
the TMP holds the TLP
accountable for the
delivery of TXP
•A system of
accountability where
the EB & LCP report to
you on the status on
Team Minimum
Education
Tracking
• Systematic & easy
• Output oriented
Tracking
Aim for 100%
Implementation of Team
Minimums
32. Team Minimums
Key Things
to
remember
Timelines &
Objectives
• Refer to the PDF for
Timelines
• Understand the
objectives yourself
first. Clarify with
LCP & MC
Education/Roles &
Responsibility
Allocation
• Education to the
EB/MB & LCP
• Define the Roles &
Responsibilities of
Team Minimums
during Education
Accountability
•A system of
accountability where
the TMP holds the TLP
accountable for the
delivery of TXP
•A system of
accountability where
the EB & LCP report to
you on the status on
Team Minimum
Education
Tracking
• Systematic & easy
• Output oriented
Tracking
Create a Team Minimum Implementation &
Education Plan during Planning Days*
Implement Team Minimums within EB First
*Work with EB & LCP
33. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
34. TM Process Implementation
Key Things
to
remember
Timelines &
Objectives
• Set up Timelines
during Planning
• Understand the
objectives yourself
first. Clarify with
LCP & MC
Education/Roles &
Responsibility
Allocation
• Education to the
EB/MB & LCP
• Define the Roles &
Responsibilities of
the Process during
Education
Accountability
•A system of
accountability where
the TMP holds the TLP
accountable for the
delivery of TXP
•A system of
accountability where
the EB & LCP report to
you on the status of the
Process Implemented
Tracking
• Systematic & easy
• Output oriented
Tracking
35. TM Process Implementation
Eg:
Reallocation
Timelines &
Objectives
• Post MB
Announcements
• Obj: Higher TMP
Retention
Education/Roles &
Responsibility
Allocation
• Education at EBM
• Responsible for
making the
application is VP
TM, responsible for
driving down the
same is the EB,
responsible for
taking interviews is
MB
Accountability
•EB needs to report to
the VP TM on status of
the same post
Applications are out
•MB needs to report to
VP TM on status of
interviews
Tracking
• Tracking is done on
Membership Tracker
• Reallocation results
will be announced
in GBM
36. Eg:
Reallocation
Timelines &
Objectives
• Post MB
Announcements
• Obj: Higher TMP
Retention
Education/Roles &
Responsibility
Allocation
• Education at EBM
• Responsible for
making the
application is VP
TM, responsible for
driving down the
same is the EB,
responsible for
taking interviews is
MB
Accountability
•EB needs to report to
the VP TM on status of
the same post
Applications are out
•MB needs to report to
VP TM on status of
interviews
Tracking
• Tracking is done on
Membership Tracker
• Reallocation results
will be announced
in GBM
As You can see, Team
Minimum Implementation is in
itself a TM Process
37. Eg:
Reallocation
Timelines &
Objectives
• Post MB
Announcements
• Obj: Higher TMP
Retention
Education/Roles &
Responsibility
Allocation
• Education at EBM
• Responsible for
making the
application is VP
TM, responsible for
driving down the
same is the EB,
responsible for
taking interviews is
MB
Accountability
•EB needs to report to
the VP TM on status of
the same post
Applications are out
•MB needs to report to
VP TM on status of
interviews
Tracking
• Tracking is done on
Membership Tracker
• Reallocation results
will be announced
in GBM
TM Process Implementation
can also lead to higher LnD
[Develop]
38. Eg:
Reallocation
Timelines &
Objectives
• Post MB
Announcements
• Obj: Higher TMP
Retention
Education/Roles &
Responsibility
Allocation
• Education at EBM
• Responsible for
making the
application is VP
TM, responsible for
driving down the
same is the EB,
responsible for
taking interviews is
MB
Accountability
•EB needs to report to
the VP TM on status of
the same post
Applications are out
•MB needs to report to
VP TM on status of
interviews
Tracking
• Tracking is done on
Membership Tracker
• Reallocation results
will be announced
in GBM
Define TM Process during Planning
Days
[Along with Recruitment Planning
& Team Minimum
Implementation]
39. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
42. The Principle of Develop
Talent
Productivity
Productivity is an average measure of the efficiency of production. It can be
expressed as the ratio of output to inputs used in the production process,
i.e. output per unit of input.
When all outputs and inputs are included in the productivity measure it is
called total productivity. Outputs and inputs are defined in the total
productivity measure as their economic values. The value of outputs minus
the value of inputs is a measure of the income generated in a production
process. It is a measure of total efficiency of a production process and as
such the objective to be maximized in production process.
43. The Principle of Develop
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Learning &
Development
Other Models of
LnD
44. The Principle of Develop
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Learning &
Development
Other Models of
LnD
45. The Principle of Develop
Learning &
Development
LEAD Learning
Personal
Development
48. The Principle of Develop
Performance
& Productivity
Present the Output
Use people analytics to calculate
Understand the concept
49. Performance
& Productivity
Present the Output
Use people analytics to calculate
Understand the concept
Understand Productivity (Hacking TM)
Understand FO BO (NSC Comm
Output)
50. Performance
& Productivity
Present the Output
Use people analytics to calculate
Understand the concept
Use Sample PA’s
Refer to HR Business Intelligence
51. Present the Output
Use people analytics to calculate
Understand the concept
At EBM/MBM/GBM
Refer to talent review
53. The Principle of Develop
Journey
Assessment
Refer to Membership Mapping xls
Refer to Personal Development
54. The Principle of Develop
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Learning &
Development
Other Models of
LnD
55. In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Learning &
Development
Other Models of
LnD
Why is this important?
56. The Principle of Develop
TM Synergy
TM & GIP
•What are the major Local &
National GIP Projects?
•What is the new GIP Process
Flow
•How is TM working in synch with
GIP?
•Are you running TM projects like
EP LEAD, EP Journal, EP
minimums , Programme based
Recruitment etc based on the
same? Etc
•Are you reviewing GIP Plans &
Timelines
•Does your VP GIP think like a
VP TM?
TM & GCDP
•What are the major Local &
National GCDP Projects?
•What is the new GCDP Process
Flow
•How is TM working in synch with
GCDP?
•Are you running TM projects like
EP LEAD, EP Journal, EP
minimums , Programme based
Recruitment etc based on the
same? Etc
•Are you reviewing GCDP Plans &
Timelines
•Does your VP GCDP think like a
VP TM?
TM & Backoffice
•TM & Marketing- Recruitments,
Branding, External
Opportunities for members
•TM & CIM- Business Intelligence,
Tracking
•TM & F- Investments & ROI from
membership. Use membership
as a means to earn revenue by
paying off recon fees as every
member does exchange
•TM & BD- External
Opportunities for members
•TM & Expansions- running TM in
expansion units
57. TM & GIP
•What are the major Local &
National GIP Projects?
•What is the new GIP Process
Flow
•How is TM working in synch with
GIP?
•Are you running TM projects like
EP LEAD, EP Journal, EP
minimums , Programme based
Recruitment etc based on the
same? Etc
•Are you reviewing GIP Plans &
Timelines
•Does your VP GIP think like a
VP TM?
TM & GCDP
•What are the major Local &
National GCDP Projects?
•What is the new GCDP Process
Flow
•How is TM working in synch with
GCDP?
•Are you running TM projects like
EP LEAD, EP Journal, EP
minimums , Programme based
Recruitment etc based on the
same? Etc
•Are you reviewing GCDP Plans &
Timelines
•Does your VP GCDP think like a
VP TM?
TM & Backoffice
•TM & Marketing- Recruitments,
Branding, External
Opportunities for members
•TM & CIM- Business Intelligence,
Tracking
•TM & F- Investments & ROI from
membership. Use membership
as a means to earn revenue by
paying off recon fees as every
member does exchange
•TM & BD- External
Opportunities for members
•TM & Expansions- running TM in
expansion units
Because how will you DEVELOP
AIESEC, if you are not 100% clear of
how our programmes run, and how
you can run with it? ;)
58. The Principle of Develop
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Learning &
Development
Other Models of
LnD
59. In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Learning &
Development
Other Models of
LnD
60. The Principle of Develop
Other Models
of LnD
GCM GLE IJ OJ
TM &
LnD
Model
63. The Principle of Develop
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Learning &
Development
Other Models of
LnD
64. In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Learning &
Development
Other Models of
LnD
Overall Productivity is Affected by:
1) Not enough people/too many people
(OS/Capacity/Retention issues)
2) I don’t want to do it (Bad Team XP,
Team Minimums)
3) I don’t know how to do it (Learning &
Development)
65. In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Learning &
Development
Other Models of
LnD
Hence, use the data wisely & smartly
(refer to)
-HR Business Intelligence
-Doing cool stuff with my data
66. The Principle of KEEP
In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
67. In the context of AIESEC
Team Member
Programme
Team Leader
Programme
TM & GIP
TM & GCDP
TM & BO
Team
Minimums
TM Process
Implementation
68. Talent Productivity & Retention
AIESEC Kolkata | LCVP TM Transitions from 2014 to 2015
End of Part 3