2. Professional term that refers to the process of
developing people, fostering new workers,
keeping the old workers and attracting workers
from other companies.
What is the difference between HR and TM?
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3. 1. Talent Planning
2. Talent Marketing
3. Talent Induction
4. Talent Selection
5. Talent Allocation
6. Talent Goal Setting & Orientation (including Career Planning)
7. Talent Education & Training
8. Mentorship Program
9. Performance Appraisal
10. Member Reviews
11. Coaching
12. Talent Motivation(R&R)
13. LC Culture
14. AIESEC 4 Life
15. Fast Track
16. Talent Tracking & Pipeline Management
17. Succession Planning
18. Transition
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4. 28.02.2013 4

5. 28.02.2013 5

6. 1.Talent Planning
2.Talent Marketing
3.Talent Induction
4.Talent Selection
5.Talent Allocation
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7. 1. Talent Goal Setting & Orientation
(including Career Planning)
2. Talent Education & Training
3. Mentorship Program
4. Performance Appraisal
5. Member Reviews
6. Coaching
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8. 1. Talent Motivation(R&R)
2. LC Culture
3. AIESEC 4 Life
4. Fast Track
5. Talent Tracking & Pipeline Management
6. Succession Planning
7. Transition
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9. 28.02.2013 9

10.  ...is a process that identifies current and
future human resources needs for an
organization to achieve its goals.
 Planning for the required numbers of
qualified and competent members.
 Also, successor planning!
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11. about ensuring that we “attack” proper
 ...is
people into the organization.
 Itis also about promoting opportunities
among current members: internship,
conferences, learning circles, trainings and
leadership.
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12.  The time when we are providing basic
information about AIESEC,
 Helping them understand the
specific opportunities AIESEC offers to
an individual.
 And motivating new members to take
on responsibility and move forward in
AIESEC. Providing needed knowledge
which will be used during next steps.
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13.  We have to ensure we have right people in the
organization and on different positions.
 We need to know the profiles of people we are
looking for.
 Selection into Organization, Selection for Leadership
Role and Selection for Exchange.
 We are assessing competencies/skills, checking
people`s motivation and aspiration.
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14.  It means that right people are on right
positions on right time.
 Our role is to create such Job Descriptions
which will be challenging for members.
 It is about matching competency
development and functional needs as well as
topics (issues and strategies) of interests.
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16.  This is the process when members are
planning their future and set goals which
they want to achieve while being in
AIESEC.
 Also, goals where they want to reach in
life – aligned with actions in AIESEC.
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17.  It increases the skills and knowledge of our
membership through a mix of theoretical and
experience-based learning.
 Continual education and training is important for
performing roles effectively, to get the most
personal development out of their @XP.
 Profitable for an organization - moving towards
our goals and results. It works best when it is
based on needs of members.
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18.  Mentorship is a structured one to one
relationship or partnership based on
the friendship, confidence,
responsibility and honesty.
 Where both parts are involved to
develop personally and professionally
focused on the needs of the mentored
participant over a period of time.
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19.  Performance appraisal is a process of
assessing, summarizing and developing the
work performance and competency
development of members.
 It ensures that we track, guide and develop
performance of our members regularly. It
provides constant feedback and new
opportunities for every member to reach his
goals and his potential.
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20.  Thetool that enables you to
measure the state of development of
your people. At the end these
results will reflect the kind of
experiences that you are offering in
your LC and improvement that you
can make.
 This is about personal development.
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21.  Coaching is a relation between two people to
set and achieve common goals, support
each other and create a synergy effect
between their personalities, knowledge and
attitudes.
 Coaching is a tool to stimulate and measure
development of both coach and coachee.
We are held accountable to the goals we
created and are motivated to find our own
solutions to any challenges in our way.
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23.  This ensures that members/LCs/countries
are recognized and rewarded for having a
great performance. For the organization it
means that right things get done in right
way and that the goals are achieved.
 Italso ensures competition and quality for
those who strive to achieve excellence.
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24.  LC Culture is an important TM process.
LC Culture can be explained as the
feeling or environment the LC has
when it is all together (Functional
Teams can also have culture!)
 Culture can be driven by the type
dances you do at LCMs and
expectations set by LC members.
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25.  The stage for members who are
planning not to take any further active
LC/MC responsibilities in AIESEC until
they decide on their future (after
AIESEC) steps in moving into Alumnus
stage.
 LLC stage might differ in time for
different individuals. During this time
members are capturing their
experience and plan the next steps.
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26.  Fast Track is a process in which you
define stars in local committee and
provide them with special opportunities
and responsibilities according to their
competencies, interests and potential.
 Helps with pipeline management and
engaging members who have the
motivation to pursue a variety of
AIESEC opportunities.
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27.  The process is how our members go from
one role to another during their @XP with
the objective of increasing their
development.
 The goal of Talent Pipeline Management is
to make sure we have the right people in the
right roles (efficient allocation) at the right
time (effective flow).
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28.  Develop potential successors and
ensure that the talent pipeline is strong
enough to carry on operating
successfully
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29.  ... is the process through which we transfer
the knowledge, information and experience,
from the current decision makers to the
elects.
 We need to pass over all the information so
that the incoming leaders are able to perform
at their best in their responsibilities.
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31. Let's rock TM!
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