Talent Management processes TM Processes 1 Talent

Talent Management processes

TM Processes 1. Talent Planning 2. Talent Marketing 3. Talent Selection 4. Talent Allocation 5. Talent Induction 6. Talent Goal Setting & Orientation 7. Talent Training & Education 8. Talent Coaching 9. Talent Tracking & Pipeline Management 10. Succession Planning & Transition 11. Talent Performance Assessment 12. Talent Motivation – Rewards & Recognition

Talent Planning. . . 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 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?

Talent 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?

Talent Induction This 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 Allocation It 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 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?

Talent 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?

Talent 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?

Talent 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?

Succession 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?

Talent 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?

Talent 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?

Global Learning Environment

This is the platform for our members to support their personal and professional growth in AIESEC.

The 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.

Team experience is one of the most powerful experience an AIESEC member can have. And be lucky, ´cause in AIESEC we work in teams.

Discussions we make in order to talk around specific themes (it can be from AIESEC or not).

One 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.

Relationship that helps mentees to find their path to personal development.

Our virtual spaces also play the key role of tying together the entire learning environment.

Be Proud! Be TM!