1. Learning and Development for
AIESEC Indonesia!
hi!

2. get
What is TM’s role?
keep
develop
It’s simple, Talent Management’s role is to get, keep and develop
people to achieve your organisation’s goals.

3. capacity keep
develop
We translate ‘get’ into
capacity.
Which deals with the recruitment process of talent management including:
Talent Planning, Talent Marketing, Talent Selection & Talent Allocation.

4. capacity
develop
team
standards
We translate ‘keep’ into
team standards.
The reason why ‘keeping’ people is translated into team standards is
because ‘keeping people’ or engagement is about fulfilling their basic
expectations of the experience.
!
Let’s review the value proposition of TMP.

5. Team Member Program:
An experience for a young person to develop
responsible and entrepreneurial leadership by living a
practical team experience at a local, national or global
level.
Value Proposition
1. Practical team experience
2. Practical hard and soft skill
development
3. Access to a global network
4. An entrepreneurial and
responsible attitude towards
being a better leader.
Key Points
• The team member program is a
product not a ‘stage’
• As a product it has a clear value
proposition and needs to
answer to a market need
• The TMP can be customised for
each member

6. Team Member Program:
An experience for a young person to develop
responsible and entrepreneurial leadership by living a
practical team experience at a local, national or global
level.
Value Proposition
1. Practical team experience
2. Practical hard and soft skill
development
3. Access to a global network
4. An entrepreneurial and
responsible attitude towards
being a better leader.
Key Points
• The team member program is a
product not a ‘stage’
• As a product it has a clear value
proposition and needs to
answer to a market need
• The TMP can be customised for
each member
practical team experience
People join AIESEC because they want to gain a practical
team experience which is why the fulfilment of team
standards is the key to ensuring engagement of your
TMP TLP in AIESEC.
Check below for the full list of team standards and how to implement
and track them.

7. capacity
learning and
development
team
standards
We translate ‘develop’
into learning and
development.

8. capacity
learning and
development
team
standards
This session will focus
on learning and
development.

9. learning and
development
0
7
14
21
28
January February March
27
17
13
Number of Educations for AIESEC
Indonesia

10. however…
Needs Assessment Program Design Delivery Evaluation
Right Target/Profile
Right Content
Right Delivery/Channel
Right Timeline
Right KPI and Measurement
0
0.25
0.5
0.75
1
January February March
30%
17%13%
0
0.25
0.5
0.75
1
January February March
71.5%72%69%
Attendance
Satisfaction
Only 37.5% (6/16) record member
satisfaction.
There is no tracking of direct
operational results after learning.
But data is unreliable.
learning and
development

11. learning and
development
Therefore we can conclude that
even though there are some,
minimal educations been given,
the quality of the education is
unclear and in most cases not
measured.

12. learning and
development
L E A D L E A R N I N G
soft skills and attitude
hard skill & knowledge
• Soft skills refer to personal
attributes and behaviours
• eg. flexibility, good work ethic
• Hard skills refers to language,
public speaking skills etc.

13. learning and
development
• Aligned to operational plan
• Continuous customised cycle
for specific function group
• Aligned to entity strategic plan
L E A R N I N G

14. learning and
development L E A R N I N G
• Learning should be linked to the key timeline/ operations
(especially for ongoing)

15. learning and
development
L E A D
• aligned to operation
• aligned to strategy
• continuous and customised
for specific target group

16. learning and
development L E A D
Set personal
goals!
Understand
your personal
values!
Reinvent
yourself!
Reflect on
your
experience!
Individual
responsibility
and goals!
Interaction
with multiple
stakeholders!
Support
system!
Challenging
role and
environment !
Purpose
of the Journey for
Society!
LEAD should support an individuals inner journey

17. learning and
development
Needs Assessment Program Design Delivery Evaluation
Operational
Training
Leadership
Development
Hard Skills
Right Target/Profile
Right Content
Right Delivery/Channel
Right Timeline
Right KPI and Measurement

18. learning and
development
N E E D S
A S S E S S M E N T
P R O G R A M
D E S I G N

19. learning and
development
D E L I V E RY
E VA L U AT I O N
267% growth in Q4 over
Q3.
0
10
20
30
40
July Aug Sep Oct Nov Dec

20. learning and
development
N E E D S
A S S E S S M E N T
P R O G R A M
D E S I G N
• send a quarterly membership survey
• look at talent review
• look at your efficiency within exchange
processes
• individual coaching chats
• ‘request for education’
• sampling
• just ask!
• Timeline
• Outer Journey
• Way of Delivery
• Objectives
• Content
• Person responsible

21. learning and
development
D E L I V E RY
E VA L U AT I O N
• 70-20-10 theory
• Learn, Engage, Activate, Deliver
• What are the channels that you have?
• Global Learning Environment
• Feedback Assessment Form
• KPI attached to skills-based training
• Attendance/ Satisfaction Score

22. learning and
development
C H E C K T H E T M / O D
W I K I T O D O W N L O A D
T H E F U L L
C O M P I L AT I O N O F
L N D

23. learning and
development N E X T S T E P S ?
L I N K T H E
E D U C AT I O N
T O T H E J D /
K P I
M A K E
P R O G R A M
D E S I G N F O R
L A S T 4 0
D AY S A N D
Q U A RT E R 1

24. Education
Role Timeline Operational
Training
Leadership
Development
Hard Skills Delivery
e.g.
Team Leader
May
June
July
August
• soft skill
development
• attitude shaping
!
•Operational
learning
• Organisational
Knowledge
•Global
Competency
Model
•Hard skill
development for
LEAD/GCM and
Operations