TMP/TLP Evolution

2. Talent
Management

4. Do you track Team Minimums?
Not yet because we don't implement Team Minimums yet.

5. Do you track LC Productivity?
Not yet because we don't implement Team Minimums yet.

6. According to MYAIESEC.net...
Not yet because we don't implement Team Minimums yet.

7. How much do you rely on myaiesec.net to track your members?
Not yet because we don't implement Team Minimums yet.

8. What KPIs do you measure in TM?
I cant give very clear information
Not yet because we don't implement Team Minimums yet.

9. Talent
Capacity
a.k.a..
• My excuse for
everything
wrong
• The biggest
buzz word on
earth

10. Is it that we do not have
enough members?

11. Is it that members are not performing
because they lack education

12. Is it that members are not contributing
to exchange?

13. Is that members are
happy?

14. Apparently…
We have a problem

19. We know our Strategies...
Talent Allocation NPS IxP
Recruitment
Now let’s Productivity focus on
Team Minimums
Implementation!
Sales capacity
Sales intensity

20. The future of Talent Management...
Talent Planning
Standards &
Satisfaction
Productivity
BI through GIS
Every member is purposefully recruited and
is aware of his role, contribution and tools to
achieve their targets.
We provide high quality team experiences
every time through team standards.
We learn by doing and we provide life
changing experiences to other young people
while we do it.
We have business intelligence to make smart
decisions based on past and present accurate
information, and ensure the sustaintability of
our organization.

21. Talent Planning
Standards &
Satisfaction
Productivity
BI through GIS

22. Talent Planning

23. Set
personal
goals
Understand
your
personal
values
Reinvent
yourself
Reflect on
your
experience
Individual
responsibili
ty and goals
Interaction
with
multiple
stakeholders
Support
system
Challenging
role and
environment
Purpose
of the
Journey
for Society

24. Purpose
of the
Journey
for Society

25. Purpose
Goals
Backwards Planning
TMP / TLP
Needs
# TLP
# TMP
Productivity
Goals
GCDP / GIP
Goals

26. Recruitment
Flow Aligned to
the new
Customer Flow
Programme
Packaging
aligned to our
true Value
Proposition and
internal
opportunities
Selection
process aligned
to our
Leadership
Development
Model and
Values
Allocation in
teams and
projects that
will be
interconnected
inside the entity

27. What about
Talent Capacity?

28. Right People
in the
Right Place at
the
Right Time

29. Implementation Milestones
Ensure my entity has planned proper structures and talent needs to drive high quality team experiences that
will contribute to achieving the strategies and goals we aim for.
RECRUITMENT ALLOCATION RE-ALLOCATION
% TMP/TLP
Opportunities
Matched
% Applicants per
TMP/TLP Opportunity
% Member Allocation
in Front Office
% Member Allocation
in Back Office
IxP
Headhunting
Recruitment
PLANNING
# TMP Opportunities
# TLP Opportunities

30. My Talent Checklist: Talent
Planning
RECRUITMENT ALLOCATION RE-ALLOCATION
% TMP/TLP
Opportunities
Matched
% Applicants per
TMP/TLP Opportunity
% Member Allocation
in Front Office
% Member Allocation
in Back Office
IxP
Headhunting
Recruitment
PLANNING
# TMP Opportunities
# TLP Opportunities
What is missing or could improve in my entity?

31. Standards & Satisfaction

32. Standards Satisfaction
Fulfillment of Team
Minimums
NPS and Response
Rate
High Quality Team Experiences
Globally

33. Set
personal
goals
Understand
your
personal
values
Reinvent
yourself
Reflect on
your
experience
Individual
responsibili
ty and goals
Interaction
with
multiple
stakeholders
Support
system
Challenging
role and
environment
Purpose
of the Journey for
Society

34. Think about your best team
experience...

35. What made it so special ?

36. People
Connected
Challenge
Direction
Understanding
Support
Self-Awareness
Trust
Self-Development
Diversity
Common Goal

37. Team
Plan
JD
Training
Tracking & Coaching
Evaluation
Reflection
People
Direction
Learning
Challenge
And
Development
Connected
Trust
Understanding
Support
Diversity
Common Goal
Self-Development
Self-Awareness

38. Implementation Milestones
Ensure every team experience we deliver is covering our minimum standards by engaging the membership of
its fulfillment.
GOAL SETTING TRACKING EVALUATION
NPS goal
Response Rate goal
% Retention Rate
# IxP
% Team Minimums
Fulfillment goal
% Team Minimums
Fulfillment
NPS
Response Rate
% Achievement of
goals
# Up-Selling
opportunities
EDUCATION
# Educational
Touchpoints
100% Knowledge of
Membership

39. My Talent Checklist: Team
Minimums
GOAL SETTING TRACKING EVALUATION
NPS goal
Response Rate goal
% Retention Rate
# IxP
% Team Minimums
Fulfillment goal
% Team Minimums
Fulfillment
NPS
Response Rate
% Achievement of
goals
# Up-Selling
opportunities
What is missing or could improve in my entity?
EDUCATION
# Educational
Touchpoints
100% Knowledge of
Membership

40. Productivity

41. How does TM contribute to GCDP/GIP?

42. Set
personal
goals
Understand
your
personal
values
Reinvent
yourself
Reflect
on your
experie
nce
Individual
responsibili
ty and goals
Interaction
with
multiple
stakeholders
Support
system
Challenging
role and
environment
Purpose
of the Journey for
Society

43. Productivity = # Exchanges
# Members

44. Implementation Milestones
Ensure our operations and membership performance is contributing to enable bigger and better exchange
experiences to more young leaders in our entities.
GOAL SETTING EVALUATION
Productivity goals per
exchange
programme
% Achievement of
Productivity goals
# Overall average
entity productivity
EDUCATION
# Educational
Touchpoints
100% Knowledge of
Membership

45. My Talent Checklist: Productivity
GOAL SETTING EVALUATION
Productivity goals per
exchange
programme
% Achievement of
Productivity goals
# Overall average
entity productivity
EDUCATION
# Educational
Touchpoints
100% Knowledge of
Membership
What is missing or could improve in my entity?

46. BI through GIS

47. Where is it we want to go?

48. Steering
the
Wheel

49. Standards
and
Satisfaction
NPS
IxP
LEAD
Team Minimums
Performance
and
Productivity

50. Performance
and
Productivity
Productivity
Talent Capacity
Team Minimums
Standards
and
Satisfaction

51. Implementation Milestones
Ensure our membership data is updated and coherent with our realities by using the online platform
constantly which will allow us to see the evolution of our membership and make smarter decisions now and
future generations.
GOAL SETTING EVALUATION
HR LONG TERM
STRATEGY
uploaded to the
system
% Data updated in
the GIS
EDUCATION
# Educational
Touchpoints
100% Knowledge of
Membership

52. My Talent Checklist: HR BI
GOAL SETTING EVALUATION
uploaded to the
system
% Data updated in
the GIS
EDUCATION
# Educational
Touchpoints
100% Knowledge of
Membership
What is missing or could improve in my entity?

53. create your Future of
Talent Management!

54. Gather in groups
of 5 and find your
topic in your
nearest rocket!

55. What would be the impact and future of AIESEC if all our
entities had your element fully implemented?

56. Share!

57. Let’s imagine our entity is a rocket we want to launch...

58. Talent Planning
Standards &
Satisfaction
Productivity
BI through GIS

60. Now imagine...

61. What would be the impact and future of AIESEC if all our
entities had all elements fully implemented?

62. Talent Planning
Standards &
Satisfaction
Productivity
BI through GIS

63. What do you think about this Future of
Talent Management?

64. No global
standardized
processes for
our
membership
Global
misunderstan
ding of TM

65. Txp evolution Timeline
TMP/TLP Program
packaging
TM global tools in
GIS
Launch of Front
office program flow
Member
Development Cycle
& Long-Term
Strategies
September October November February

66. BI through GIS
Leadership
Development
TXP Minimum
Standards
Talent Planning
Productivity
TMP/TLP
Program
packaging
TM global tools
in GIS
Launch of Front
office program
flow
Member
Development
Cycle & Long-
Term Strategies