EXCELLENCE MANUAL

THE BACK SEAT

DRIVERS

CAN TM’S MAKE DECISIONS &

TAKE ACTIONS THAT CAN BOOST PRODUCTIVITY &

PIPELINE ?

HELL YES !

THIS IS WHAT STRATEGIC TM IS

ALL BOUT.MAKING DECISIONS & TAKING

ACTIONS THAT BOOST PRODUCTIVITY & PIPELINE.

SYNERGY MATTERS.

MAKING DECISIONS & TAKING ACTIONS THAT BOOST PRODUCTIVITY & PIPELINE

TOGETHER WITH YOUR EBS & MC.

DONT FORGET, ONE THING THAT CHANGES EVERYTHING.

WHO ARE WE?

OUR VALUES

UN

ITY

SUPPORT

CRITIC

AL THINKING

CREATIVITY

MERITOCRACY

RESPECT

OPENNESS

LOG

ICA

L

HA

PP

INES

S

HUM

ILIT

Y

ENTHUSIASM

PASSION

#OURHASTAGS?#U

NST

OP

PA

BLE

#N

OFL

UFF

#PRODUC

TIVITYDRIV

ERS

#CRAZYONES#COLLABORATIV

E

#BESTCOMMISSION

#ITSONUS

#TAKEOWNERSHIP

#VALUESMATTER

(I will make a poll for this soon.)

OUR BEHAVIOURS BASED ON OUR VALUES

1. EXCHANGE IS A PRIORITY - PRODUCTIVITY IS OUR FINAL GOAL

2. NO COOL CARDS 3. WE ALWAYS KEEP THE DDL 4. E-MAIL 24 H & CALLS 10AM-8PM 5. SHARING GCPS & MATERIALS 6. OUTPUT ORIENTATION & REGULAR

FEEDBACKING 7. COLLECT OPINIONS FROM MEMBERS 8. RESPECT THE SPEAKER & REMEMBER TO

APPRECIATE 9. ENGLISH AS A COMMUNICATION LANGUAGE 10. NOT FALLING IN LOVE WITH IDEAS 11. ADJUSTMENT OF NATIONAL TOOLS TO LCS &

THEIR REALITY

OUR WHY

WE ACHIEVE A TRANSFORMED

AIESEC FOR POLAND BY

CREATING CHANGE AGENTS

WHO LEAD FROM

A PLACE OF FREEDOM.

ARE WE REALLY DOING THIS? THINK OVER IT.

HOW CAN IT GET BETTER?

HOW DO WE CREATE CHANGE AGENTS WHO LEAD FROM

FREEDOM?

WE ACHIEVE OUR VISION BY IMPLEMENTING THE TALENT

FLOW!

ATTRACTION ACQUISITION PERFORMANCE ADVOCACY

THE PROCESS FLOW OF RECRUITING, TRAINING &

RETAINING TALENT.

OUR TALENT FLOW

TALENT PLANNING

TALENT MARKETING

TALENT SELECTION

TALENT ALLOCATION

TALENT INDUCTION

TEAMEXPERIENCE

TALENT EXITS

TALENTCOMMUNITY

TALENT PLANNING

TALENT ATTRACTION

What quality & quantity of people do we need?

How do we attract the right

kind of people in the right quantity?

QUESTIONS TO ASK AT THESE STAGES WHAT HAPPENS AT THESE STAGES?

TALENT MARKETING

1. We understand our Strategy. 2. We align structures to strategy. 3. We SYNERGISE with people to

understand their HR needs. 4. We plan the number of people &

profiles.

1. We give the profiles and requirement to the marketing

people. 2. We support them with CRAZY

offline activities like (Stands, Class Shouts, Adapciaks)

FOR OC’S

We need all of our commission to co-create these tools, MC Teamsters will of course be responsible for them.

TALENT SELECTION

TALENT ACQUISITION

How can we select committed people with basic

competencies?

How can we put the right person, in the right place at the

right time?

QUESTIONS TO ASK AT THESE STAGES WHAT HAPPENS AT THESE STAGES?

TALENT ALLOCATION

1. We use e-Recruiter to determine profiles for allocation.

2. We conduct assessment centers. 3. We do the Value Based Selection. 4. We give first priority to

Returnees&IXPs.

1. We do the allocation based on e-recruiter profiles and assessment

centre performance. 2. We re-allocate existing members in

order to improve their performance & experience.

FOR OC’S

We need all of our commission to co-create these tools, MC Teamsters will of course be responsible for them.

TALENT INDUCTION

TALENT PERFORMANCE

How can we Inspire and educate our

membership to become the Change Agents the world

needs right now?

How can we give powerful, creative,

collaborative, reflective team experiences to our members

so that we grow disruptively?

QUESTIONS TO ASK AT THESE STAGES WHAT HAPPENS AT THESE STAGES?

TEAM EXPERIENCE

1. We welcome the membership with a new recruits booklet.

2. We induct them in to our organization at our conferences.

3. We use task based induction to induct them in functional areas.

1. We ensure that Goal-Setting is happening.

2. We train the OCPs in Team Minimums and we track the teams.

3. We do monthly/quarterly performance assessments.

FOR OC’S

We need all of our commission to co-create these tools, MC Teamsters will of course be responsible for them.

TALENT EXITS

TALENT ADVOCACY

How can we skip someone in such a way the he still loves AIESEC even

though he/she is skipped?

How can we engage our membership in such a way that our retention rate is above 95%

and pipeline is above 2?

QUESTIONS TO ASK AT THESE STAGES WHAT HAPPENS AT THESE STAGES?

TALENT COMMUNITY

1. We put the inactive and non-performing members in to a 2 week

probation period after taking and giving feedback to them.

2. If they do the probation tasks, they stay, or we do an interview and tell

them the reasons why they don't belong in AIESEC.

3. We give them the exit survey.

1. We run an OC Commission in the LC and engage them with activities

and trainings as per need. 2. We launch surveys and we track

the TM indicators to keep a check on the HR health of the

organization.

FOR OC’S

We need all of our commission to co-create these tools, MC Teamsters will of course be responsible for them.

AIESEC FOR POLAND HAS AN OVERALL PRODUCTIVITY OF

2 EXCHANGES PER MEMBER AND A PIPELINE OF 1.5

BACK SEAT DRIVERS TM COMMISSION HAVE LED THE TRANSFORMATION AND CREATED A POWERFUL YOUTH LEADERSHIP MOVEMENT THAT IMPACTS POLAND BY PROVIDING LIFE

CHANGING EXPERIENCES TO POLISH YOUTH & PROJECTS ALIGNED TO SDGS.

AS ON JANUARY 2017

IF NOT YOU, THEN WHO?IF NOT NOW, THEN WHEN?

MAKE IT HAPPEN, SHOCK EVERYONE.