This document discusses membership planning, which involves reviewing membership needs based on strategy, operations, culture, and current pipeline. It is an ongoing monthly process. The initial membership review involves the leadership team assessing goals, desired culture, membership requirements, and current pipeline. They create a membership plan using a talent worksheet. Each month, performance, behaviors, and fit are reviewed. Feedback, probation, reallocation or recruitment actions may be needed. The current pipeline is assessed and an attraction plan is made to recruit the needed profiles through the best channels.

1. GETMembership Planning

2. MEMBERSHIP
PLANNING

3. Membership Planning is about planning
for the membership needs of your en6ty
based on your pipeline, strategy, jobs/
opera6ons that need to be done and the
culture you want to build.
It is not just a process you complete every
recruitment. It is an ongoing process of
membership review and planning that
needs to happen every month.

4. 1
The Review
2
The Pool
3
GTCM
What is Membership Planning?

5. 1
The Review
2
The Pool
3
GTCM
What is Membership Planning?

6. The Ini6al
Membership
Review
The process of
Membership Review
every month.

7. The Ini8al
Membership
Review
The process of Membership
Review every month.
before big recruitments etc.
Should happen every month with the whole
leadership team of an en6ty. It is typically
combined with the Talent Review process.

8. The Ini8al
Membership
Review
The process of Membership
Review every month.
before big recruitments etc.
Should happen every month with the whole
leadership team of an en6ty. It is typically
combined with the Talent Review process.
let’s start here

9. The Ini8al Membership Review
This process is usually led by the CEO
and HR responsible. (LCP and LCVPTM)
with the whole leadership team asking
the following ques6ons.
What are we
trying to
achieve?
What
environment
do we want to
do that in?
What is the
people
requirement
for the
strategy,
operations and
culture we are
trying to build?
What is the
current
pipeline?
Create a
membership
plan.
Use the Talent
Worksheet on the
next slide as a guide.

10. 1. My En*ty’s Goals & Strategy
Talent Review Worksheet
2. The Culture I want to build
How would you describe the culture you want in 5 words
# of ELD, NPS goal, Profit Goal through Marke6ng Strategy etc.
3. Membership
What JDs and structures are required to support the opera6ons?
What JDs and structures are required to support the strategy?
What worked in previous years structures? What didn’t work?
What is the ideal produc6vity you aim for?
4. Characteris*cs
What characteris6cs and quali6es are needed within certain JDs?
What aXtudes and quali6es have made previous people in these JDs successful?

11. Tips for you to think about
Use produc6vity as a guide but not a “be-all-end-all”
solu6on. Produc6vity can give you a guiding measure on how
much opera6ons one person is capable of.
eg. If your LC wants to achieve 100 exchanges and you have 100 members, that’s 1
exchange per member, then it’s quite clear you have too many members for the goal
you want to achieve.
Membership Review is not just about how many people
you want, it’s also about what kind of people you want, what
kind of culture you want to build. Use it as an integral part of
your planning process as an LCP/MCP.

12. FOR EXAMPLE:

14. check out this explainer video for more!

15. The Ini8al
Membership
Review
The process of Membership
Review every month.
before big recruitments etc.
Should happen every month with the whole
leadership team of an en6ty. It is typically
combined with the Talent Review process.
moving on to the
monthly process of
membership review

16. every month:
Are our people currently matching the right performance,
capability and displaying the right behaviours to build the
right culture and achieve our goals?
Has a big ego,
not aligned to
the behaviours
Not
performing in
his/her role.
Doesn’t have
commitment
Doesn’t have
the design
capability to
be in the role.
Is not connected
to the LC.
Doesn’t feel
mo6vated by
team leader

17. every month:
Are our people currently matching the right performance,
capability and displaying the right behaviours to build the
right culture and achieve our goals?
Has a big ego,
not aligned to
the behaviours
Not
performing in
his/her role.
Doesn’t have
commitment
Doesn’t have
the design
capability to
be in the role.
Is not connected
to the LC.
Doesn’t feel
mo6vated by
team leader
feedback
proba8on
recruitment

18. every month:
Are our people currently matching the right performance,
capability and displaying the right behaviours to build the
right culture and achieve our goals?
Has a big ego,
not aligned to
the behaviours
Not
performing in
his/her role.
Doesn’t have
commitment
Doesn’t have
the design
capability to
be in the role.
feedback
proba8on
recruitment
feedback
proba8on
recruitment
Is not connected
to the LC.
Doesn’t feel
mo6vated by
team leader

19. every month:
Are our people currently matching the right performance,
capability and displaying the right behaviours to build the
right culture and achieve our goals?
Has a big ego,
not aligned to
the behaviours
Not
performing in
his/her role.
Doesn’t have
commitment
Doesn’t have
the design
capability to
be in the role.
feedback
proba8on
recruitment
Is not connected
to the LC.
Doesn’t feel
mo6vated by
team leader
feedback TL
LC engagement
people decision
feedback
proba8on
recruitment

20. every month:
Are our people currently matching the right performance,
capability and displaying the right behaviours to build the
right culture and achieve our goals?
Has a big ego,
not aligned to
the behaviours
Not
performing in
his/her role.
Doesn’t have
commitment
Doesn’t have
the design
capability to
be in the role.
feedback
proba8on
recruitment
feedback
proba8on
realloca8on
recruitment
Is not connected
to the LC.
Doesn’t feel
mo6vated by
team leader
feedback TL
LC engagement
people decision
feedback
proba8on
recruitment

21. every month:
What behaviours are missing in who?
What jobs needs to be done and what people are required
for that?
Need 3 more
designers with
graphic design
ability
Need Team
Leaders for next
semester who
are IXPs
Need more self-
organising and
independent
profiles

22. every month:
Are our people currently matching the right performance,
capability and displaying the right behaviours to build the
right culture and achieve our goals?
Basically you need to make
decisions about your people.
This is how you membership
review every month.

23. Now, no maIer if you are monthly
review or recruitment review.
1
The Review
2
The Pool
3
GTCM

24. What is the current pipeline of people we have wai6ng for
AIESEC Membership?
Need 3 more
designers with
graphic design
ability
Need Team
Leaders for next
semester who
are IXPs
Need more self-
organising and
independent
profiles
• Have 30 EPs returning from
winter peak
• Have 50 volunteers from Local
Volunteer EwA product
• Have 10 rejected applicants
from last round who can be
invited to re-apply
• Have 50 referrals from our
current members
The people needs Your Pool

25. What is the current pipeline of people we have wai6ng for
AIESEC Membership?
So how will you
aIract your pool?

26. How will we acract them?
• Have 30 EPs returning from winter peak
• Have 50 volunteers from Local Volunteer
EwA product
• Have 10 rejected applicants from last
round who can be invited to re-apply
• Have 50 referrals from our current
members
GOAL
POOL TARGET
CHANNEL
MESSAGE
• How do we use the current pool?
• Do we need to launch a new recruitment?
• Which facul6es should we address?
• How many people/applicants do we want to reach to recruit
needed number of members? (based on last years conversion)
• What channels were the most effec6ve for us last year?
• What channels can reach the type of membership we need?
• What is the message we are sending to recruit the profiles
that we need?
• What is the value of AIESEC Membership for them?

27. Last step!
1
The Review
2
The Pool
3
Talent
Marke6ng

28. So quick recap…
I have my membership review and
have created my goals for the
members I want, how many, what
type and what they will be doing
and the culture they live in.
I have my goal for my
membership and selected and
recruited the best from the
pool I have available to me!
selected from
the pool
NOW WE ARE ON THE 3RD
STEP!

29. FOR THIS.. check our
Talent Marke8ng PDF

30. no maIer what, remember to ask every month
What is the culture we are trying to build?
What are the goals we are trying to achieve?
Are our people currently matching the right performance,
capability and displaying the right behaviours to build the
right culture and achieve our goals?
What behaviours are missing in who?
What jobs needs to be done and what people are required
for that?
What is the current pipeline of people we have wai6ng for
AIESEC Membership?
How will we acract them?