This document discusses dual-experiences or taking on multiple roles simultaneously. It notes that dual-experiences can help address a lack of capacity or need to increase capacity quickly. However, reallocation, need-based recruitment, and integrated experiences should first be considered. If dual-experiences are pursued, the workload and commitment of the candidate must be carefully evaluated. Strong tracking and support is needed from both teams to prevent overload and ensure the goals of both roles are met. Dual-experiences can provide a fast solution to capacity issues if planned and managed appropriately.

1. DUAL-EXPERIENCES
capacity

2. Why dual-experiences?
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When we don’t have enough capacity to accomplish
the goals
When we need to increase capacity fast
(recruitment, integrated experiences and other
options take too much time)
Encourage members to gain more KSA through
multiple experience

3. Before dual-experiences consider..
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

Reallocation
Need-based recruitment
Integrated experiences
Reintegrating returnees
 Offering micro-experiences to EPs before leaving
 Offering micro-experiences to your trainees
 Virtual experiences to your EPs while on exchange
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In case it does not work, go to:
 Product packaging

4. Type
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Types
 TMP
Experience
 Micro Experience
Physical/ Virtual

5. Important if it is TMP

The workload of the current TMP experience, not to
overload the member
 Current
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
JD, university, personal life, etc.
The profile and motivation of the candidate
The awareness from the current TL
The duration, timeline, start-end date
Strong tracking system from current TL and new TL
Strong R&R system

6. Important if it is Micro XP


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Delivers only part of the value proposition of a
team experience
Short term XP (less than 8 weeks), not registered as
a team experience
Has to have clear accountability
The main objective is individual development
Commitment and prioritizing have to be taken into
consideration

7. Steps for additional TMP role
Define Talent Planning
Discussion with current TL
Open the opportunities
Competency assessment, motivation and time availability evaluation
Intense learning (functional)
Strong tracking system by current and new TL
Clear evaluation and closing

8. Steps for additional Micro-XP
 Define
HR needs, profiles, JDs
 Create porfolio of micro-experiences
 Done
at the beginning of the term, constantly updating
 Promote
micro-experiences to members
 Examples:
 Trainee
buddy
 Short-term OC
 Quality control
 Raising for OGX

9. Conclusion
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Dual-roles need to be very well planned in terms of
member’s time availability to avoid work overload
It provides a fast solution to the lack of capacity
The tracking from both sides of TL has to be equal
The Talent Management department needs to know
all responsibilities in both roles and its urgencies