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The TXP Evolution
- 1. the TXP evolution ofAIESEC
- 3. why is talent capacity important?
- 4. our reality
- 5. there are four lc’s in the network reaching for 1000 exchanges in 2015
- 6. we have more tier 3 and tier 4 entities than ever before, and the key to growing them? people. Vinícius Tsugue - president, aiesec international
- 7. there are four lc’s in the network reaching for 1000 exchanges in 2015 we have more tier 3 and tier 4 entities than ever before, and the key to growing them? people. Vinícius Tsugue - president, aiesec international
- 8. our vision
- 9. “Great Vision without great people is irrelevant” Jim Collins - from good to great
- 12. vision
- 13. vision market
- 15. vision
- 16. vision people
- 18. our role
- 22. so, what is ttaalleenntt capacity?
- 23. “Talent capacity is about understanding business operations and building a human capital plan for it.”
- 24. 2. develop 3. keep
- 25. 1. get
- 26. HI :) I’m LCP I want to grow from 10 oGIP RE to 35 oGIP RE in 2015.
- 27. so what is your human capital plan?
- 28. • 35 oGIP • average productivity = 3.5 oGIP = 10 members let’s use productivity?
- 30. how can you think about the number of members when you don’t even know what they are doing?
- 31. 35 oGIP 35 oGIP RE 40 oGIP MA 55 OGIP APPLY jan feb mar Apply MA RE 30 25 20 20 15 20
- 32. jan feb mar • Information Sessions • Promotions • Market Research • University Relations • International Relations • International Relations • EP LEAD • Cultural Preparation • Selection Process • Documentation • Income Collection Matching • EP LEAD • Inner and Outer Journey Tracking • EP Support • Matching
- 33. jan feb mar • Information Sessions • Promotions • Market Research • University Relations • International Relations • International Relations • EP LEAD • Cultural Preparation • Selection Process • Documentation • Income Collection • EP LEAD • Inner and Outer Journey Tracking • EP Support
- 34. MARK/CIM EP manager manager TM MB • Information Sessions • Promotions • Market Research • Cultural Preparation • Inner and Outer Journey Tracking • EP Support • University Relations • International Relations • Income Collection • Documentation • EP LEAD • Selection Process
- 36. yes, Now you can think about the number
- 37. but…
- 38. PLANNING PROMOTION SELECTION INDUCTION G E T
- 39. what is your role? DISCUSS
- 40. 2. develop
- 41. HI :) I’m LCP I want to grow from 10 oGIP RE to 35 oGIP RE in 2015.
- 42. learning lead initial ongoing
- 43. I want to grow from 10 oGIP RE to 35 oGIP RE in 2015.
- 44. I want to grow from 10 oGIP RE to 35 oGIP RE in 2015. Type of members that will drive the LC forward
- 45. I want to grow from 10 oGIP RE to 35 oGIP RE in 2015. How can I ensure that oGIP members can do their first raise in 4 weeks? Type of members that will drive the LC forward Zappos pay new hires $2000 to quit.
- 46. 3. keep
- 47. HOW can we keep people within our team member program?
- 48. “retention strategies will always be linked to the Employee value proposition.”
- 49. We need to fulfil our promises to our members to make them stay.
- 50. develops responsible and entrepreneurial leadership through the practical team experience
- 52. purpose.PASSION.performance Gurin the plan emre clarity of the goal joanne self-reflection anew challenge your people the responsibility to develop alok ardian CEO
- 53. rotate! CEO
- 54. key learnings
- 58. imagine you need to do 10 times the amount of exchange you are aiming for now.
- 59. “what changes about your talent?” DISCUSS
- 61. people talent first process
- 62. people talent first behaviour
- 63. people talent first process behaviour vptm LCP
- 66. Our Context GCDP 38000 38000 ✓ 2015 Focus on Tier 3&4 GIP 17000 2015 7000 Focus on Tier 1&2 10000
- 67. What’s happening next? iGIP iGCDP oGIP oGCDP 17.00-18.00 19.30-20.30 Go to your lc’s focus program. Your focus program is the program you want to grow most in as a relative percentage.
- 68. Expectation Setting • It is not about strategy • We want to give you the bigger perspective of your lc and of the focus programs • The output of the sessions is based on the conversations you have during the sessions. • These are similar conversations that you should be replicating with your front office and back offce for your focus programs.