Reallocation

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Reallocation

  1. 1. REALLOCATION • Fulfill membership crunch internally • Increase value proposition of a TMP experience • Create an environment where member gains more skills & competencies
  2. 2. STEP 1 VP TM does talent planning to check :- • Membership crunch or excess in programs / processes • Assessment of internal talent pool • Investigation and matching of skills and competencies with other program / processes
  3. 3. EXAMPLE
  4. 4. 100 member recruited + 20 senior membership GCDP GIP GCDPi 30 members GIPi 30 members GCDPo 30 members GIP0 10 members M TM 8 members 7 members F 5 members BD 5 members
  5. 5. 77 Members left GCDP GIP M TM F BD ICX N -2 0 ICX N- 15 N–6 N- 3 N- 5 N- 5 H- 25 H- 9 H- 2 H- 6 H- 1 H- 2 OGX N- 16 OGX N – 15 H- 13 H - 19 N – NEED H – HAVE
  6. 6. • Needed Membership – 85 • Focus Program for quarter – GCDP ICX , GIP ICX and M • Membership in LC – 77 • Excess membership – GCDP ICX , GIP OGX & TM • %of membership in exchange – 85% • % of membership in process- 15%
  7. 7. STEP 2 CRITERIA • AIESEC test results • Performance appraisal report • Self appraisal report CHECK THE TEMPLATES HERE (PUT THE LINK)
  8. 8. • Open application for TMP experience in other department ? ( Mention program / process , exact job description and minimum results expected ) • Do a PGS or performance appraisal to understand what a particular individual wants to learn ahead and guidance / mentorship to decide a path with the individual • The content of application :- 1. Report of member competency 2. Intent letter 3. 2 Page plan for the position applied
  9. 9. MINDSET OF MEMBER Competen cies ? GIPi DIRECTION What I want to experience ? IM GCDP Skills ? TM M BD F GIPo STEP 3 (DIRECTION)
  10. 10. • Final allocation is done • New member is shifted before next TMP Cycle begins • Goes through specific training and induction in the program or process ( 0-15 days )
  11. 11. • VP TM should do talent planning 15 days before the process needs to be implemented • Every member should be aware of his experience ( TMP ) cycle end date and competencies he has developed in previous experience • The environment needs to be professional & done with all seriousness to enhance the value of the process • Not a compulsion ( if there is shortage of internal pool find other avenues ) 1. Go for need based recruitment 2. Upselling 3. Re-integrate EP in crunch areas
  12. 12. + Specialization and diversity of experience , increases retention  Creates future managers and leaders Shorter period and less resources in terms of time Members feel security & develop faster
  13. 13. No internal talent pool available in terms of competencies Freshness / Ideas get missing Not all members can be reallocated
  14. 14. WHAT IF RE-ALLOCATION CANNOT FULFILL MEMBERSHIP REQUIREMENT ?

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