The document provides data on member numbers, retention rates, learning events, applications for roles, leadership ratios, and retention forecasts for various AIESEC local committees in Indonesia. It analyzes trends and issues, such as high leadership ratios and impending human resource crises. Recommendations are given to address these, including conducting exit interviews, increasing learning events, improving communication of open roles, and restructuring teams. The assistant also identifies key human resource issues across local committees and provides suggestions for the management committee, such as using talent tracking tools, educating on culture, and implementing leadership development programs.

1. January
AIESEC INDONESIA

2. Number of Members
January
December
November
700
227
525
350
93
175
48
116
57
42
39
63
31
0
UNHAS
UB
UMM
UGM
Binus
Bandung
UNILA
UNS

3. 1
LC Monthly Retention Rate December - January
0.95
1
0.82
0.68
0.5
0.97
0.77
:)
0.75
1
not
recorded
100% exit
interviews :)
not
recorded
80% exit
interviews.
:)
100% exit
interviews :)
not
recorded
0.25
0
0
UNHAS
UA
Average
Retention
Rate: 88%
National Retention
Rate
100
92.5
92
88
85
77.5
70
78
NOV
DEC
JAN
PMBS
Comments:
!
From the data
shown, it is clear
that all LC’s should
be moving towards
ongoing recruitment
rather than
recruitment in
peaks.
UPN
LC
PMBS, UPN,
UB
UA, PU,
Bandung
UNHAS,
UNILA
Bandung
UNILA
PU
UB
Recommendation
1. Why did people leave? Could you have prevented it?
2. Conduct exit interviews asap. Use National Exit Interview
Template.
3. Do external recruitment to fill roles to prevent HR crisis.
4. If you are in this category, please schedule a chat with
MCVPTM to understand exit interview process
Great Job collecting the exit interviews!
1. What did they tell you about their experience? What are the
areas you can improve?
Great Job!
See what you did month that improved from last month and
replicate success!

4. Learning and Development
5
Planned number of trainings
5
Actual number of trainings
4
4
72%
3.75
3
75%
3
attendance
2.5
2
2
2
2
61%
2
2
attendance
1
1
UA
65%
satisfaction
LC
0
1
0
UB
1
0
1.25
0
4
attendance
UMM
UNILA
PU
Bandung
PMBS
85%
satisfaction
0
UNHAS
UPN
UI
95%
satisfaction
Recommendation
UMM, PU, UI
It’s now been 2 months since you’ve had any learning and development events for your local committee. :( :( what happened?!
UA, UNILA
1. Please ensure that you are collecting attendance and feedback for every single learning and development event in your LC.
2. Conduct a membership survey and check Talent Review from Q2 to assess what education is needed.
3. Increase the frequency of L&D in your LC. Aim for 3-5 trainings each month.
UNHAS, UPN
1. Please ensure that you are collecting attendance and feedback for every single learning and development event in your LC.
2. Increase the frequency of L&D in your LC. Aim for 3-5 trainings per month.
Bandung, UB
Good work on collecting feedback and attendance!
1. What have you done with feedback? How have you improved your L&D?
2. Increase the frequency of L&D in your LC. Aim for 3-5 trainings per month.

5. Average number of applications
Average # of TLP applicants
per TLP position
4
3.5
2.75
3
2
2
1.44
1
1
1
1
0.28
0
0
UB
UA
UNILA
UMM
LC
Comments:
!
There is HR crisis in
most LCs.
UNHAS,
UI,
Bandung
UB, PU,
UPN,
UMM,
PMBS
UA, UNILA
1.
2.
3.
4.
5.
1.
2.
3.
4.
PU
Bandung
PMBS
UNHAS
0
UPN
UI
Recommendation
What is stopping applications for a higher role?
How are you communicating new positions to your membership?
How are you pipelining star or talent pool members for high role?
Are you running leadership development activities for your TMP?
Do you have talent planning tracker? So you can check when you need to open/promote new
positions?
(UPN, UB) Are you sure your learning and development events are effective? Are you
communicating the essence of leadership within each training?
(PU, UMM, PMBS) Please start to aim for 3-5 L&D events per month.
Assess how are you communicating new positions to your membership.
Do you have talent planning tracker? So you can check when you need to open/promote new
positions?
Good work on getting applications! Try to aim for 4-5!
1. How can you improve getting more applications for TLP?

6. Leadership Ratio
December
1
1
0.75
0.77
0.71
0.47
0.41
0
0.67
0.64
0.59
0.5
0.25
January
0.3
0.250.22
0.38
0.29
0.29
0.35
0.27
0.2
0
UNHAS Surabaya
0.34
0.41
0.46
0.440.45
0
UB
UA
UMM
LC
0
PMBS
UGM
UNDIP
Binus
UPN
Bandung UNSRI
UNILA
UI
UNS
PU
Recommendation
Advice to change your structure has already been given. Re-planning has happened and you
haven’t changed your structure.
UNS, UNILA, PU, UGM
Please be aware you will have serious issues recruiting for EB, MB etc.
Please talk to your LC coach about a restructure,
Comments:
TLP ratio in most
Bandung, UPN, Binus, Your leadership ratios are still a little high.
LCs is still high.
UMM, UB
1. Does every leader have 3 or more members?
Recommended ratio
is 0.25 - 0.35
UNHAS, UA, PMBS,
Good work! Your leadership ratio is quite good!
Do all your teams follow TMP-TLP Principles? Are you tracking the team purpose of each team?

7. % of Local Committee planning to stay for Q1
100
100
100
75
75
70
75
60
50
31
30
25
0
0
UB
0
UA
UMM
LC
UNILA
PU
Bandung
PMBS
UNHAS
UPN
UI
Recommendation
UA, PU
Please do a membership survey to find out this information - so that you will not have a HR crisis.
UMM, Bandung,
UNHAS, UI, UPN, UB
Be aware that you will approach an upcoming HR crisis - now you need to prepare!
1. Revise JDs within TM or make a small OC to handle Exit Interviews and Exit Process, have a
tracking tool so you can track the exit interviews being done.
2. Prepare for external recruitment
UNILA, PMBS
Good work!
1. Make sure you keep in touch with your membership often to track their future career plans
closely!

8. Culture blocking
succession
planning
Talent Tracking
TLP Crisis
iGCDP OC/ HR
Crisis
Key HR Issues
Implementation
of EP LEAD
If you need coaching:
Be proactive! and please
reach out here
www.christinakelman.youc
anbook.me
10%
10%
40%
Suggestions for MC
direction:
•
40%
•
Capacity
Talent Tracking
GLE
Optimisation
Capacity of
TLPs
Learning and Development
Culture
•
•
Upcoming
Transition
LEAD for TLPs
•
•
Talent Tracking: Use National
Membership Tracking tool
Culture: Education on how to
create culture within LCs
Capacity of TLPs: TLP
Development Model and
national LEAD implementation
EP LEAD: MCVPiGCDP/oGCDP
to track EP LEAD
implementation
GLE Optimisation: Launch ELD
Library
Transition: Launch national
transition tools