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Talent Planning

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Objectives of Session

Clarify the concept of Talent Planning

Capacitate people to use the national talent planning tool

Present talent planning strategies and how to implement it

Expected Outcomes

TM Team Leader empowered to use Talent Planning tool

effectively

TM Team Leader with a clear understanding about talent planning and empowered to

implement strategies at local level

What is Talent planning?

Create Clear Target Profile

Atract right people to right

roles

Right Mindset for AIESEC

Why do Talent Planning?

Attract the people you need to AIESEC.

By targeting a specific profile of student.

Much more effective way to recruit, rather than mass marketing.

The Answer!

1. How many members do we have right now?

2. What kind of members do we have right now?

3. How many members should

we recruit?

4. What kind of members should

we recruit?

Talent Planning tool

Fast track

• Discover what are the people you can count on and the people you can’t.

Talent

Pipeline

• Preview your HR according to the individual carrer plan of each member

Talent

Planning

• Plan the HR you need to recruit, according to the profile required by each VP

Fast TrackMap your members

Organize your data

Set ActionsPutting in practice

Evaluating Efficience

1. Mapping your members

How much development?

How much performance?

What kind of people he is?

1. Mapping your members

1. Mapping your Members

2. Organize your data

For each cluster, define how much members you have and who they are.

3. Setting actionsYou already have suggested actions…

Transform it into effective actions…

Reallocate this member from OGX to

COMM.

Change “Produce Newsletters” to “Develop

and manage internal communication”

4. Putting in practice

Make it happen!

5. Evaluating Efficiency

Repeat the process periodically to verify if people

are upgrading their status!

Present membership reports to your EB! They must know

the real state of the LC!

Talent Pipeline

Previous @XP

Expected@XP

Talent pipeline

Mapping your members!

What do we have now?

What can we have later?

Who are those people?

Mapping your members

Your pipeline!

What do we have now?• 5 Previous GCD/GI experience• 4 Previous TL Experience• 1 Full Experience

What can we have later?• 2 GCD/GI Experience• 4 TL Experience• 2 Full Experience

This is your

pipeline!

Members with

perspective of exchange

Members with

perspective of TL

experience

Members with no

perspective of exchange

Members with no

perspective of TL

Experience

ADVANCE

GENERATE

PROMOTE PROMOTE

• When finishes the @XP of your members?

• When you have members at long term exchanges?

Preview your HR!

Talent PlanningSet the profile you need

Set your Recruitment Goal

Focused Promotion

Smart Selection and allocation

Focused trainnings

Set the profile you needField ExampleArea COMM

Program TM

Main responsibility Manage internal communication

Top 3 CompetenciesEntrepreneurial Outlook / Basic

Proactive Learning / GoodSocial Responsibility / Good

Top 3 Hard skillsGraphic Design / Excellent

Virtual Communication / GoodSocial Media Knowledge / Good

Availability in hours 5 hours / weekQuantity 1

Set your recruitment goal

What are the profile you need to recruit?

• Based on a short interview with VPs

How much members you need to recruit?

• Amount of profiles defined considering retention rate

1. The past experiences with

recruitment

2. When you are doing the

recruitment

3. The quality of your induction and

Team Member preparation

To define your Retention Rate goal, you must consider…

Set your recruitment goal

Focused Promotion

Based on the profile, you can set with your VPCOMM where you are going to promote

to attract the right people you need!

Focused message to the right public

Smart Selection and Allocation

Selection focused on areas

Competencies mapped on selection says what people are good for what area

Allocation is done just after selection.

Focused trainning

You select for attitude and train

for skills

Agenda of trainning focused on

necessary skills in each area

They already had the competency, with the hard skills, you are going to put them closer

to the ideal state required by each VP

And then…

You have right people in the right places,

previewing when you are going to need more,

guaranteeing that your members are performing.

TM Sinergy

Talent management

Full XP

I2@DEV

Any doubts?

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Objectives of Session

Clarify the concept of Talent Planning

Capacitate people to use the national talent planning tool

Present talent planning strategies and how to implement it