This document outlines the initiatives of AIESEC FTU HCMC for 2014-2015 in their application for the Best Talent Management Award. It describes 9 initiatives including adjusting talent recruitment to emphasize leadership, implementing a buddy system to help new members, holding learning circles for different roles, and selecting and managing a local supporting team. It provides details on each initiative and links to supporting documents in the application package.

1. BEST TALENT
MANAGEMENT
AWARD
AIESEC FTU HCMC 2014 – 2015
01.01.2014 – 30.06.2014
NATIONAL R&R APPLICATION
IGNITE 2014

2. OUTLINES
1. Fulfillment of talent plan
2. Experience Efficiency
3. Talent plan reflected on myaiesec.net
4. Tracking tool for performance & competency evaluation
5. Retention rate
6. MEC and LEAD delivery
7. TXP Quality (TMP NPS score and TLP NPS score)
8. Booklet presenting opportunities
9. Initiatives
9.1. Adjusted TMP Recruitment: sub-product and value-based assessment
9.2. Reward and recognition (adjusted)
9.3. Buddy system
9.4. OCP learning circle
9.5. Newbie learning circle
9.6. Leadership coffee talk
9.7. LST selection and management
• FULL APPLICATION PACKAGE HERE:
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPMFotd2VhRXVmMVk

3. 1. FULFILLMENT OF
TALENT PLAN
1. Talent Planning Process for Phase 1:
LC Talent
Planning
(January)
LC
Reallocation
(January-
February)
LC Re-Talent
Planning: to
finalize
#newbie for
spring
recruitment
(February)

4. FULFILLMENT OF TALENT PLAN
_Tools used for Talent Planning:
LC Talent Planning Spreadsheet:
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPMm92T0tvRkxlQk0
Vietnamese Talent:
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPMm92T0tvRkxlQk0
_Based on Re-allocation Result and Talent Re-Planning, we expected to recruit 62 newbies in Spring
Recruitment 2014
Master assessment tool and database
here:https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPMm92T0tvRkxlQk0
_In reality:
Spring TMP Recruitment 2014:
+ recruit 44 newbies
+ recruit 21 LST (check Initiative 9.8. LST selection and management)
#JD Filled/ JD Planned: 107/123=0.87 %
% Fulfill Talent Plan:
+ Q1/2014: TLP: 100%, TMP: 49,4%
+ Q2/2014: TLP: 94,3% TMP: 83%
(base on Vietnamese Talent spreadsheet)
Notes: Our LC has 7 ppl in OC Ignite team (2 TLP-OCP and OCVP Y2B and 5 TMP XP) however we do
not count their XP in Vietnamese Talent spreadsheet but recorded their XP on myaiesec.net

5. 2. EXPERIENCE
EFFICIENCY
# of Total GCDP Re/# of Total TXP Re working for GCDP:
(17oGCDP+70 iGCDP)/(24+40+3VP)=1.29
# of Total GIP Re (1/1/2014-30/6/2014)/# of Total TXP Re working for
GIP:
(2oGIP+5iGIP)/(9+10+2VP)=0.33
Notes: Our LC has 7 ppl in OC Ignite team (2 TLP-OCP and OCVP
Y2B and 5 TMP XP) however we do not count their XP in
Vietnamese Talent spreadsheet but recorded their XP on
myaiesec.net
Documents:
# Member: Please find attached LC Database/ Talent Pipeline file
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPbUZuRWZvVFlDTUE
# Realization: Myaiesec.net

6. 3. TALENT PLAN REFLECTED
ON MYAIESEC.NET
# of TXPs recorded/# of TXPs planned = 164/123=1.3
Notes: Our LC has 7 ppl in OC Ignite team (2 TLP-OCP and OCVP
Y2B and 5 TMP XP) however we do not count their XP in
Vietnamese Talent spreadsheet but recorded their XP on
myaiesec.net
Document: Vietnamese Talent
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPMm92T0tvRkxlQk0

7. 4. TRACKING TOOL FOR
PERFORMANCE & COMPETENCY
EVALUATION
- Tools used:
 For Performance Assessment:
 Performance evaluation:
LC Talent pipeline spreadsheet (PA, Talent grid tab)
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPbUZuRWZvVFlDTUE
 Personal Goal setting to check performance and development:
1. https://docs.google.com/forms/d/1E0eEECPzUfFHCnp_yQ-
TTjohFpnv9c4xGl7Luym4Ue8/viewform
2. https://drive.google.com/?tab=wo&authuser=0 - folders/0B87U4-
Hg02UPQTZTbUwtWWszemc
 For Competency evaluation:
 360 CA on myaiesec.net: every LC member have to complete 360
CA before they apply for any position (both TMP and TLP position)
and send back to VPTM with their AF
 Please find READ ME FIRST file in OCP application
package-phase 2 and other CA members submitted
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPME9PU2V4RW5naTQ
 Ensure 100% LC member do CA

8. 5. RETENTION RATE
• Short term Retention rate: 100% (4/2014 recruitment)
• Retention rate of last 3 recruitment
• 9/2013: 81.6%
• 12/2013: 88.8%
• 4/2014: 100%
• Overall retention rate of last 3 recruitment (based on formula stated in
LC planning guideline. For more detail, Please find in Talent Pipeline file, tab “Talent
Pipeline”, KPI part at the end of the file:
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPbUZuRWZvVFlDTUE )
= (0.816/14+0.88/6+1/2)/(1/14+1/6+1/2)= 95.5%
RR of all recruitment (from Jan 2014-June 2014)
RR= (100%+ (95.5%*2))/3=0.97
Jan Feb Mar Apr May Jun
89.36% 83.27% 79.69% 89.94% 81.24% 77.28%

9. 6. MEC AND LEAD
DELIVERY
MEC and LEAD Delivery (# of MEC and LEAD delivered/# of MEC and LEAD planned)
 OGX:
1. Global Citizen: marketing & product understanding (VP OGX 2)
2. OGX functional training: product focus, exchange process, operational
knowledge (VP OGX 1)
3. Global Talent: CEM,IR (VP OGX 1)
4. Quality Management: CEM&EP Development Plan implementation (VP OGX 1)
5. Induction to function, organizational understanding (VP OGX 1,2)
 Cover 5/7 MEC category (please find OGX MEC excel attached)
 iGCDP
1. iGCDP functional training: product focus, exchange process, operational
knowledge (VP iGCDP 1)
2. Event organizing (VP iGCDP 1)
3. Matching (VP iGCDP 1)
4. IS (VP iGCDP 1)
5. Induction to function, organizational understanding (VP iGCDP 1,2)
 Cover 4/11 category (please find iGCDP MEC excel attached)
Documents: Please find attached MEC folder
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPU19Ud1RDOUs3NW8

10. 6. MEC AND LEAD
DELIVERY
MEC and LEAD Delivery (# of MEC and LEAD delivered/# of MEC and LEAD planned)
 Marketing
1. Induction to function, organizational understanding (VP Mar)
2. Marketing overall training for newbie (market research) (VP Mar 13-14 Tu Nguyen)
3. Marketing planning (VP Mar)
4. Photoshop (VP Mar)
5. Communication training (VP Mar)
 Cover 5/9 category (please find iGCDP MEC excel attached)
 iGIP & BD
1. Questioning skill (VP ICX 10-11 Khanh An Nguyen)
2. LinkedIn training (VP iGIP)
3. How @ relevant to your career (VP ER 13-14 Giang Bui)
4. Phonecall & email (VP iGIP, VP BD)
5. How to deal with different type of people (VP ER 13-14 Giang Bui)
 5 MEC delivered
Total: # of MEC and LEAD Delivered/ # of MEC and LEAD Planned = 19/27
Documents: Please find attached MEC folder
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPU19Ud1RDOUs3NW8

11. 7. TXP QUALITY (TMP
NPS SCORE AND TLP
NPS SCORE)
NPS
Score
Result
Total TMP (220) TLP (98) NPS Score
Total
membe
r
Total
respons
es
Percent
age TMP TLP
Promot
er Passive
Detract
or
Promot
er Passive
Detract
or
Promot
er Passive
Detract
or TMP TLP Total
FTU Ho
Chi
Minh
108 101 94% 68 33 53 39 9 29 30 9 24 9 0
Exclude
d OC
Ignite
7ppl
and
LCP
67% 33% 52% 39% 9% 43% 44% 13% 73% 27% 0%
29 73 44
TMP NPS: 29
TLP NPS: 73
Response rate: 94% (101/108 – not included LCP and OC Ignite 7 ppl)
Source: NPS Analysis from NST TM Trang Pham

12. 8. BOOKLET PRESENTING
OPPORTUNITIES
We don’t have booklet. Otherwise, we use:
+ LC opportunity library tab in LC database file accessible to
whole LC
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPbUZuRWZvVFlDTUE
+ LC official wiki on myaiesec.net and update and release all
JD package before reallocation time, at the beginning of phase:
http://www.myaiesec.net/content/viewwiki.do?contentid=1018853
4

13. 9. INITIATIVES

14. 9.1. ADJUSTED TMP
RECRUITMENT: SUB-PRODUCT
AND VALUE-BASED ASSESSMENT
Description:
- TMP Recruitment were changed under the name “Young
Leader Program” to emphasize leadership value of AIESEC
and be more attractive to external student
- In the final interview round, FTU HCM apply value-based
assessment for GEN 2015 model to assess candidate.
Documents: Please find attached ‘initiatives’ folder
https://drive.google.com/?tab=wo&authuser=0 - folders/0B87U4-
Hg02UPWERfNzRjcVFvS0E

15. 9.2. REWARD AND RECOGNITION
(ADJUSTED)
1. Frequent Reward and Recognition adjusted to LC Focus
 100% LC members participate in R&R System
Documents: Please find attached ‘initiatives’ folder
https://drive.google.com/?tab=wo&authuser=0#folders/0B87
U4-Hg02UPalZwNUU2bUZETTQ

16. 9.3. BUDDY SYSTEM
Description:
A program in which newbies and seniors are matched
randomly to try to win given challenge. This program is
created to help new members adapt fast with LC in terms of
connection and knowledge  Support Talent induction
process.
 90% newbies participated
Documents: Please find attached ‘initiatives’ folder
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPNHhIelk3d0ZTd3c

17. 9.4. OCP LEARNING CIRCLE
 Enhance connection and learning among OCPs cross-project
 Topic (base on LC member comment in NPS survey):
1. Six elements of AIESEC learning environment (training, mentoring,
coaching, learning circle, conference, virtal channels) and MEC
2. How AIESEC is relevant to members
3. Synergy within OC and with other projects in same function:
4. Member development progress
5. Team culture & spirit
6. Newbies don't understand JD, Seniors have pop-up JD
7. (Newbie) Understanding about LC
8. Grit + Commitment to the final goal of project -> connection
9. Clarity of goal
Documents: Please find attached ‘initiatives’ folder
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPUTRGNXZ0bmJORTA

18. 9.5. NEWBIE
LEARNING CIRCLE
 Connect members with top leaders
 Succession Planning
 Opportunity for EB to implement coaching and mentoring for
LC members
Documents: Please find attached ‘initiatives’ folder
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPR1ZCXy1XZExoMG8

19. 9.6. LEADERSHIP
COFFEE TALK
 To enhance Talent Succession Process
 To provide overview knowledge and sharing about leadership
positions released in phase 2 for LC member
 Encourage LC member apply for Leadership position in phase
2
Documents: Please find attached ‘initiatives’ folder
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPUm53UnFRdHNYQk0

20. 9.7. LST SELECTION
AND MANAGEMENT
• Local supporting team are the TMP candidate who fail in the final
interview round
• Have aspiration to join AIESEC for 2 month as a supporter for
projects. If they meet the criteria stated in the LST management
framework, they can become official member
• Experience EwA stage
Documents: Please find attached ‘initiatives’ folder
 JD package for LST (please find in the folder LST)
 Management framework (please find in the folder LST)
 I2A for LST
https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-
Hg02UPellxcUNTUk9HTDA

21. 9.8. OCP TRANSITION CAMP
- Description: Hold in 22th-23th Feb 2014, OCP transition
camp is to enhance quality of transition process for
middle manager, equip overall knowledge for them
Documents: Please find attached ‘initiatives’ folder
 OCP camp agenda file
https://drive.google.com/?tab=wo&authuser=0#folders/0B87
U4-Hg02UPdTBlZ3ZMWTV3Z1k