This document discusses talent development initiatives at AIESEC SYSU. It describes the evaluation system used to provide feedback and help members develop. This includes a performance evaluation, 360-degree evaluation, and feedback talks. It also outlines the learning system, which includes internal training, local trainers, and collaboration training. Data from the evaluation system is analyzed, and feedback is provided to team leaders. The learning system helped 20 members and received positive feedback. The document also discusses how talent management supports the LC priority of talent development through initiatives like international experiences, learning systems, and people connections.

1. AIESEC SYSU
Application for
AIESEC MoC 2014
Summer National Award
Talent Management
Entity Strategy Focus
Award

3. National strategy alignment
oGIP
2 team members rotate to oGIP, one becomes senior
member and another one is Middle Management Board,
accounts 10% of oGIP member number.
Words from Rotation members
Why I want to rotate to oGIP:
Luke: Choosing to rotate to oGIP is for my self development and I
really cherish the people connection here.
What I want to learn from oGIP:
Carson: What I mainly want:1.How oGIP works.2.Skills about EP
raising.3.More OC learning chances from AIESEC.
After this term I feel that:
Luke: The most important thing is not about the performance, is the
faith and belief of oGIP function, and I really appreciate my teammates
for supporting each other all the time.
Carson: Know more about GIP and understand GIP product from
outgoing perspective.
Rotation

4. National strategy alignment
oGIP
oGIP opens 8 positions, including 4 Managers and 4 Team
Leaders.
We received 10 applications, which includes 3 team leaders,
1 manager and 6 new members.
Selection rate(position/candidates) is 80%.
* At the same time last, selection rate is 85%.
Selection

5. National strategy alignment
Talent Development*
*Key initiatives in your LC that drive talent development and its impact on the LC.
Evaluation
System
Learning
System
·Including Performance Evaluation, 360°
Evaluation, Feedback System, Oscar Test, Evaluation System
is designed for knowing our entity's members' work efficiency,
function work situation, team situation and give feedback to
TL, Manager and VP.
·It also guides every team to review and reflect, which can
benefit every entity member's better development.
·Including Internal Training System, Local Trainer Team,
Collaboration Training, Learning System aims to integrate LC
training resource, empower AIESEC SYSU members’ capacity
and support them to go through the outer journey more
SMARTly.
·It also provides training opportunity to our members, thus,
they can improve their specific talent and practice
presentation and training skill.

6. National strategy alignment
Talent Development
Feedback
System
Oscar
Test
Evaluation
System
Performance
Form
360°
Evaluation
Performance Form lets every AIESEC
SYSU member review his key
performance, learning point, DADP
and give feedback towards his
teammates.
Refer to company’s
evaluation system,
AIESEC SYSU
360°Evaluation
includes team leader,
his teammate,
team member and his
leader's feedback, which
can help him review
himself 360°ly.
After analyzing the Performance
Form and 360° Evaluation data,
VP will give feedback to other
function Team Leader and TL
will give feedback to their own
members.
Oscar Test’ result will show
if we develop our member
become a specific AIESECer.
※ For more detail information, kindly click: http://www.myaiesec.net/content/viewwiki.do?contentid=10304912

7. National strategy alignment
Talent Development
Evaluation
System
Impact Analysis
Complete Rate
MM Member Sum
oGIP 55.56% 92% 77%
oGCDP 100.00% 95% 97%
iGIP 100.00% 100% 100%
iGCDP 60.00% 92% 83%
TM 66.67% 67%
MarComm 66.67% 67%
FN 100.00% 100%
ER 50.00% 50%
LC 87%
There are 40 MMBs, including 18 Team Leaders and 22 Managers,
78 team members join the 1st evaluation, which accounts 87%
of LC members.

8. National strategy alignment
Talent Development
Evaluation
System
Impact Analysis
Data Analysis for Team Leader
360°Data
Counting
• Analyze 360°Data with score rate: VP
40%, MM 20%, team leader 10%, team
member 30%
As the above example, the data counting also counts in blocks,
and this detailed data can benefit next step data analysis.

9. National strategy alignment
Talent Development
Evaluation
System
Impact Analysis
Data Analysis for Team Leader
As the above example, counting the score average level, Team Leader score
ranking will help us know the Team Leader’s current capacity.
Data
Statistics
• Average score counting
• Score ranking statistics
·overstriking: higher
than average score
·Normal: lower than
average score
·Green: Top 3
·Red: Last 3
For instance, If 360 score <35 may means member is not that satisfied with the TL.
So the TL may have problem in team communication and team bonding.

10. National strategy alignment
Talent Development
Evaluation
System
Impact Analysis
Data Analysis for Team Leader
As the above example, in this part, we will have the “conclusion” of the data
analysis. 1)Score image: objective suggestion from 360 score, over whole score
and others’ words to the TL. 2) Inner problem: may existed problem.
Analysis
Conclusion
• Give feedback content with Data
Statistic and Words from teammate

11. National strategy alignment
Talent Development
Evaluation
System
Impact Analysis
Feedback Talk
Self-situation
Function MMB Team &
Member Team
Give feedback from 3
60°data analysis
Align next AIESEC Way with
future development
Ask feedback and suggestion to
the function and LC
17 Team Leaders received
individual feedback talk from
cross function VP and collected
11 Feedback Talk records.
Individual Talk Content

12. National strategy alignment
Talent Development
Evaluation
System
Impact Analysis
System Evaluation
When we have individual feed balk with Team Leader, they will
express that the result of evaluation is quite object and fit.
However, they also suggest that, the 360°evaluation content,
Data analysis needs to be more professional, Feedback talk
should be more specific.

13. National strategy alignment
Talent Development
Learning System
Education
Cycle
Local Trainer
Team
OC
Collaboration
Training
LC Education Cycle,
knowing when and
what kind of training
do we need, and who
will be the proper
trainer.
To integrate LC trainer resources
and held training activity.
Cultivate local trainer and
manage LC trainer pool.
To integrate LC internal training
resources, we will organize cross
function, cross activity OCT and
other area training.

14. National strategy alignment
Talent Development
Learning
System
Impact
Analysis
Overview
20 AIESEC members and 2 AIESEC Club members join the
training, and we got a 80% Net Promoter Score which means
the OC Collaboration training is suitable and welcome to our LC
members.
Topic and Content
OC Promotion: Design Concept
PPT Tips
WeChat Management
OC Event: Project Management

15. National strategy alignment
Talent Development
Learning
System
Impact
Analysis
1. Training object is clear and training content can use in other
area.
2. Meets trainee’s needs as there were many OC opportunity at
that time.
3. More example will help understand the training topic.
4. Wish more interaction, trainer should improve training skill.
5. Expectation setting should be more specific.
Feedback to the system

16. National strategy alignment
TM National key project
※ This summer, we have 50 members will go eXchange and
17 members joined International Conference, which
accounts 26% in AIESEC SYSU (including AIESEC SYSU,
AIESEC in GZU, AIESEC in UIC, AIESEC in JNU, AIESEC in BNUz).
* Int’l Conference: BRIC, APXLDS, Taiwan sNCF
26
3
50
17
X+T Int'l Conference
International Experience this Summer
2013 2014

17. LC strategy support
LC Priority – Talent Development
For LC Talent Development, TM is responsible to LC Product – AIESEC
University, aims to package function Training, External Insight and
Diversified AIESEC Development Path as one program to empower LC
members’ capacity.

18. LC strategy support
LC Priority – Talent Development
·For Internal Training System, we set up
Learning System.
·For External Involvement System, TM
synergy with ER.
·For DADP, this term we are focus on
International Experience, like X+T and
International Conference , empowerment.
Learning System
 Set up and implement
OC Collaboration Training
 LC member knows and
join training actively
 Next will integrate LTT
 Need to complete LC
Education Cycle
Synergy with ER
 Introduce LC partner to
deliver professional
training to members.
Like, 毕达留学deliver MR
training to OGX members.
 Not have TM learning
partner
 Not integrate external
resource well with LC
Education Cycle
International Experience
 Cultivate member
awareness of importance
of Int’l XP by LC sharing,
LC Newsletter, promotion
mailing and others.
 67% increase in X+T
Raise, 92% increase in
X+T Match, 325%
increase in Int’l Conf. XP.

19. LC strategy support
Front Office
To support front office, TM focus on Talent Capacity empowerment.
As AIESEC cultivate talent with Inner Journey and Outer Journey, which is also the core
competence of TXP.
Evaluation
System
People
Connection
Learning
System
DADP
Recruitment

20. LC strategy support
Front Office
Evaluation
System
People
Connection
Learning
System
Recruitment
Integrate Function
Training Timeline
(Not Complete)
Give feedback and
guidance to TL to
improve TLP quality
(wiki)
DADP
Empower Int’l XP
(wiki)
AC redesign,
FACI Training,
SRB guidance
(wiki)
LC Newsletter
(wiki)

21. AIESEC SYSU
VP TM May
may.tu@aiesec.net