This document summarizes the talent management processes and initiatives for AIESEC Poland. It discusses getting, developing, and keeping talent through recruitment, learning and development, and retention efforts. Key aspects include: - Revising recruitment and selection processes like using a new recruitment tool and value-based criteria. - Developing members through refreshed leadership competency models, induction programs, and leadership development workshops. - Retaining talent by implementing systems like probation periods, team standards, and leadership development assessments. - Analyzing talent data through tools for member experience surveys, exit surveys, and metrics on retention rates and leadership scores.

1. TM Refresh
Summit
OUTPUT

2. HELLO THERE :D
This output can
transform your LCs
membership !

3. THANK YOU <3

4. Context of the
Summit
“On a day to day basis, if our actions are
not developing more and more leaders,
then we are not doing AIESEC.”
- PAI @IC2016

5. WHY OF THE
SUMMIT
To improve our processes & introduce
innovations in Talent Management
that kick-start the Youth Leadership
Movement, of AIESEC for Poland.

6. The Promise of the
SUMMIT
Every TM process, at every step,
is DESIGNED to develop value-based
LEADERSHIP in our membership.

7. What are the decisions TM makes?
•What people can we get?
•How can we develop them?
•How can we keep them?

8. What does TM actually do?
Get, Develop and Keep the
Leadership in AIESEC.

9. GET
•What should be our main consideration factors for
bringing in people?
•The shift from a product to membership - how does
that impact the way we recruit or what we offer?
•How can we recruit from a place of market needs
versus HR needs?
•What are the JDs, competencies, skills, backgrounds
and diversity you need now and for the future?
Some questions we asked ourselves.

10. DEVELOP
•Is learning/ access to information one of the barriers
for members to perform?
•What is development and what is managing
performance? aka. what is personal and professional
development?
•What are the key barriers in learning to performing
in member’s JD?
Some questions we asked ourselves.

11. KEEP
•What is the difference between volunteers and
unpaid staff?
•What are the main factors that make your members
stay and perform?
•How does team standards play a role in ‘keeping’ our
membership?
Some questions we asked ourselves.

12. ANALYTICS
•What do we need to measure to GET, DEVELOP, and
KEEP the Leadership in our Entity?
•What practices do we need, as a commission on a
monthly basis to manage and use our data wisely?
•How do we collect the right kind of DATA, to make
the right DECISIONs?
Some questions we asked ourselves.

13. get - Talent acquisition process flow
1. Re-Allocation of existing members to BO to create FO vacancies.
2. Re-integration day of Returned EPs before Recruitment.
3. e-Recruiter Form
4. New Recruitment Tool
Selection CRITERIA : Values/TeamWork/Time Availability
Allocation CRITERIA : Skill Potential/English Level
5. Welcome e-mail to selected Candidates.
6. New Recruit Booklet.
Coming Soon :
Pre-Selection:Selection:Post-Selection:
New Activity
Process Improvization
Innovation
Process Improvization
Innovation
Innovation Appreciation to Tomek!!

14. pre selection process (OUTPUT)
Re-Allocation of existing members to BO.
Re-integration day of Returned EPs before Recruitment.
NEW RECRUITS NEED TO do exchange to understand Why
AIESEC does what AIESEC does.
THE DIRECTION IS FOR US TO RECRUIT ONLY TO FRONT
OFFICE and for this to happen we strategically re-allocate
existing members to Back Office.
Process Improvization
Returned EPs add a lot of value to our operations as they have experienced
our products already. This is why every LC is recommended to organize a
Re-Integration Seminar for returned EPs a week before recruitment.
Agenda will be discussed during oGV Summit.

15. Selection & Allocation process
e-Recruiter (The link is still subject to improvements )
Interview Tool
Value Based Recruitment Tool (CLICK)
Editted E-recruiter Form (Click)

16. develop - Talent development process (OUTPUT)
LCC Agenda Recommendations
Refreshed PEC.
ASK Competency Models.
More Coming Soons :
Organisational Induction:
For New Recruits For OCPs :
LCPC Agenda
Transition Tool
LCC Agenda
Task - based Induction Framework (Coming Soon)
MDP & LDP (Don’t wait for MC, just do it:)
Functional Induction:
Innovation
Process Improvization
Innovation
Process Improvization
Personal Development Plan (Coming Soon)

17. LCC Agenda Recommendations
OC TRACK OCP Track
State of the World + SDGs +World
Cafe
State of the World + SDGs +World
Cafe
Relevance of AIESEC for Poland Relevance of AIESEC for Poland
AIESEC way + A2020 + Clarity of
What Session
AIESEC way + A2020 + Clarity of
What Session
Why of Products, GV, GE & GT
L.E.A.D.A.S values Story Telling
LEADAS values (Story Telling by
FACIs) & LDM based LEADsessions
LDM LEAD Workshops
EXPA Workshop & Exchange
Simulation
Why & How of Team Minimums
Personal Goal Setting Space How to Coach & Train
Example
Session
materials will
be uploaded to
TM Drive

18. KEEP - Talent Retention processes (OUTPUT)
Probation System
Team Standards Booklet
LDM Booklet
New Activity
Process Improvization
Needs Focus

19. LDM Booklet (CLICK)
Clarity of What Clarity of LEAD
Must read for every LCP/EB Member/OCP :)

20. Team Standards Booklet (Will be refreshed Soon)
You can use this GCP for EBs & MBs. (CLICK)

21. A system where we let go or exit people from the
organization in a responsible and reasonable way.
Every inactive member will be kept in a 2 week probation
period where if he doesn't complete the tasks.
MOMENTUM
MAKERS
MOMENTUM
TAKERS
MOMENTUM
BREAKERS
There are 3 kinds of members in our teams,
we need to focus on keeping the momentum makers :
Probation System

22. Talent analytics (OUTPUT)
Data Management Tool (TMs to update it monthly)
Member Experience Survey (MXP Survey) - LC Wise
Exit Survey (AIESEC Exit Survey)
LDM Assessment Tool.
New Activity
Innovation
Process Improvization
Innovation

23. Talent analytics (OUTPUT)DATA Management Tool
WILL BE IN SONA Appreciation to Magnum!!
Process Improvization

24. Talent analytics (OUTPUT)Member Experience Survey (MXP Survey) - LC Wise
WILL BE IN SONA

25. Talent analytics (OUTPUT)Exit Survey (AIESEC Exit Survey)
WILL BE IN SONA
Appreciation to Agata!!

26. Talent analytics (OUTPUT)LDM Assessment Tool.
ONLY TMs will have ACCESS

27. How can we measure it?
ROCK
(Lag Measure)
Predictive
LEVER(lead measure)
Influenceable

28. How can we measure it?
Productivity
Pipeline
Retention Rate
NPS
Predictive
Influenceable
Team Standards %
IXP & Re-
Integrations
LDM Scores

29. Retention Rate
Team Standards %
IXP & Re-
Integrations
Pipeline
Productivity
Measures of Successes
NPS
LEAD
LAG
LDM Scores
This is a
measure for
FO as well as
TM
This is a
measure for
FO as well as
TM

30. Talent RoadMap ( Subject to Improvements)
September 2016
December 2016
November 2016
January 2017
October 2016
Re-Allocation
Re-integration
Recruitment Training
LCPC
OCP Transitions
MXP Survey
Data Management
Re-Allocation
Recruitment
Allocation
LCC + IXP campaign
Task Based Induction
Team Standards Guide
MXP Survey
Data Management
IXP Follow-Up
Need Based Recruitment
MDP/Coaching
EB Transitions
LEAD for Membership
Data Management
LDM Assessment for EB elects.
OCP Recruitment
OC Recruitment Preparation
OCP Trainings
OCP Transitions
MXP for October Recruits
Data Management
Re-Allocation
Re-Integration
Summer Recruitment
NatCO
LDA for October Recruits

31. So what does TM actually do?
Get, Develop and Keep the
Leadership in AIESEC.

32. TM’s AT YOUR SERVICE &
NEED YOUR SUPPORT !
Questions & Ideas?
Please remember to talk to your
TMs !