Слайд 2TM Processes
Talent Planning
Talent Marketing
Talent Selection
Talent Allocation
Talent Induction
Talent Goal Setting &
Orientation
Talent Training & Education
Talent Coaching
Talent Tracking & Pipeline Management
Succession
Planning & Transition
Talent Performance Assessment
Talent Motivation – Rewards & Recognition
Слайд 3...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.
Who?
Talent Planning
Слайд 4Talent Marketing
...is about ensuring that we “attack” proper people into
the organization.
It is also about promoting opportunities among current
members: internship, conferences, learning circles, trainings and leadership.
Who?
Слайд 5Talent Selection
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.
Who?
Слайд 6This is the time where the EB can
transmit their knowledge
to the newbies and ensure they have the necessary knowledge
and
right motivation to continue their AIESEC experience.
Talent Induction
Слайд 7It 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) interests.
Who?
Talent Allocation
Слайд 8Talent Goal Setting and Orientation
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 action in AIESEC.
Who?
Слайд 9Talent Training and Education
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.
Who?
Слайд 10Talent Coaching
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.
Who?
Слайд 11Talent Tracking and Pipeline Management
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).
Who?
Слайд 12Succession Planning &Transition
Succession planning ensures that you have the people
to continue your good work and drive AIESEC further towards
reaching its goals. These people must be approached early to encourage and begin to train them to be ready for the next leadership opportunity.
Transition 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.
Who?
Слайд 13Talent Performance Appraisal
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.
Who?
Слайд 14Talent Motivation (R&R)
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.
It also ensures competition and quality for those who strive to achieve excellence.
Who?
Слайд 16This is the platform for our members to support their
personal and professional
growth in AIESEC.
Слайд 18The Change in an Individual starts from himself, through the
development of his/her Personal Competencies and by challenging himself/herself (in
the basis of Challenging worldview AIESEC XP principle). Each person is living his/her own AIESEC XP, which is the path that we take in the organization and we build it with the different available opportunities.
Слайд 19Team experience is one of the most powerful experience an
AIESEC member can have. And be lucky, ´cause in AIESEC
we work in teams.
Слайд 20Discussions we make in order to talk around specific themes
(it can be from AIESEC or not).
Слайд 21One of the key element and most amazing and powerful
ones!
You can discover how dynamic and energy AIESEC is.
Build your
network.
Engage with our partners.
Слайд 22Relationship that helps mentees to find their path to personal
development.
Слайд 23Our virtual spaces also play the key role of tying
together the entire learning environment.
