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Andrés Escárraga TMP&TLP Quality Team Leader
Talent Management at AIESEC in Cali
Membership Learning & Development
Guideline
Member Development Benefits Focused in Talent Management and members development brings benefits for team members, team leader and our organization.
Team Leader
• Grows talent
• Increases retention as it encourages a sense of belonging and career longevity
• Enables resource planning
• Ensures a supply of talent into key roles
• Ensures access to Talent across AIESEC
• Helps overcome challenges with candidates or skills shortage for key roles
• Focuses investment in learning
Team Member
• It enables a process of aligning personal goals and needs with those of the LC
• Provides a clear short & long term focus
• Working through development actions increases chances of success in achieving aspired AIESEC career goal
• It encourages continuous learning, development & flexibility
• Increases motivation and satisfaction
• Provides a sense of achievement
How to Identify the Development based on Performance / Potential
DEVELOP
May be an individual who has recently been
promoted and has not had an opportunity to
demonstrate higher performance.
Focus should be on coaching and a solid
development plan. If an individual has been in
the role for some time, there could be a serious
issue.
STRETCH/DEVELOP
Individual is a valuable asset for the future.
There is still room for maximizing performance
in current role; potential may not fully be
realized yet.
Focus should be on increasing performance
contribution to "high" after which greater
challenge and/or broader scope are likely.
STRETCH / NEW ROLE
Individual has mastered the current role and is
ready (and anticipating) a new challenge.
Next steps are to provide greater scale and/or
scope or a new assignment which will stretch
them in a significant way to provide new skills.
Retention is critical.
OBSERVE
Individual shows some potential but
performance considered low at this time.
Focus should be on reasons for lower
performance and actions to improve
performance. If performance does not
improve, potential should be reassessed and
performance improvement plan put in place.
DEVELOP
Individual has potential for increased
accountabilities and is meeting current
performance expectations.
Development should focus on increasing
performance contribution to "high" with further
assessment of potential growth.
STRETCH/DEVELOP / NEW ROLE
Individual is exceeding performance
expectations and is a good candidate for
growth and development.
Development should focus on closing specific
gaps needed to broaden or to move to the next
level of responsibility.
OBSERVE/EXIT
Individual is not meeting performance
expectations and demonstrates limited
potential.
Focus should be on significant performance
improvement or finding a more suitable role
(internal or external).
OBSERVE
Individual is currently a consistent contributor
but shows limited potential.
Focus should be on maximizing performance
while assessing future potential and/or a more
suitable role. There may need to be a plan for
a successor. In some instances, if
performance declines or individual is a
"blocker", retention may be reviewed.
DEVELOP
Individual is a strong performer but unlikely to
move to a higher level role.
Engaging this individual will be important for
continued motivation and retention. This
individual may be a real value to developing
others.
Po
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LOW
HIGH
HIGHPERFORMANCE
Dev
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Po
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Performance & Commitment
TMP&TLP Quality Team Leader Andres Escarraga - [email protected]
Talent Management at AIESEC in Cali
Membership Learning & Development Success
The Learning and Development is the primary responsibility of each member, with the support & encouragement of Team Leaders and organization Our members need to: Be self-managing & drive their career Keep on learning & self-development Understand business trends and needs Ensure their employability Prepare for competence, not concrete jobs Build large networks Think of different career options, not just ladders How to begin? – Make a Goals Setting!!
TMP&TLP Quality Team Leader Andres Escarraga - [email protected]
Talent Management at AIESEC in Cali
..is the process aimed at effectively reaching organisational goals through breaking down the organisational goals into a series of smaller goals. On member level the team leaders set and track SMART goals for the area the member is responsible for.
Importance: • Direction of working is defined
• Measures of success are clear
• Contribution to LC-Performance is
comprehensible
• Motivation is higher
Reaching strategic goals with intense member involvement
Goal Setting and Tracking…
• Define measurable goals for the area the member is responsible for.
• Set goal fitting to LC/team related goals
and members abilities and interests.
• Clarify the contribution of members
work to organisational goals and
MC/LC/team specific intentions.
• Keep the SMART-Principle in mind and set Specific, Measurable, Attractive, Realistic and Timeable goals!
How can I do Goal Setting? Being SMART!
TMP&TLP Quality Team Leader Andres Escarraga - [email protected]
Talent Management at AIESEC in Cali
TMP&TLP Quality Team Leader Andres Escarraga - [email protected]
Talent Management at AIESEC in Cali
TMP&TLP Quality Team Leader Andres Escarraga - [email protected]
Talent Management at AIESEC in Cali
How to orientate your members Goals
Organisational goals of AIESEC International
Strategic goals of MC Colombia
Strategic goals of LC Cali
Specific team goals
Members Goals
Breaking down
organisational goals
to member level!
TMP&TLP Quality Team Leader Andres Escarraga - [email protected]
Talent Management at AIESEC in Cali
Let’s start this -> Doing your first PDT Objetivos de las charlas de desarrollo (PDT)
• Analyze strengths and weaknesses of your
members
• Show opportunities in AIESEC according to
members abilities and interests
• Reflection of AIESEC experiences and talk
about Key Learning Points
Supporting the personal development of
your members
TMP&TLP Quality Team Leader Andres Escarraga - [email protected]
Talent Management at AIESEC in Cali
• How long? Talk of about 1,5-2 hours
• When? usually at the beginning of the semester
• Who? e.g. VPs/TL with team members, LCP with VPs, TM members with newies and returnees (depends from LC to LC)
• Where? comfortable atmosphere (e.g. café)
• What happens with the documentation? With consent of the members it goes to the VPTM and the respective VP
How to do a Personal Development Talk PDT (Charla de Desarrollo)
TMP&TLP Quality Team Leader Andres Escarraga - [email protected]
Talent Management at AIESEC in Cali
Self- Awareness
Feedback and Orientation
Seek & Create
Opportunities
L&D Goals: Learning and Career Plans
Etapas de las Charlas de Desarrollo
•There are four steps in the career planning process and key tools used under each:
1 2 3 4
Educational and professional XPs.
Evaluate past performance.
Personal SWOT, Belblin, DISC
Leadership style test
Favorite Learning Environment
Passions, likes and dislikes
The AIESEC way!: How to Living @Values
GCM and realize a CAT 360
TMP&TLP Growth Opportunities
Your L&D goals orientated with AIESEC Goals
Beginining at right role according of your interest and your background, examine MoFs.
Examine L&D opportunities: On Job, Near Job and Training.
Know about LC Goals and Functional Areas Goals and LC Plaining
Set your goals oriented to Area Goals.
Align career options and development preferences with Manager/HR
Refine plan after Mgr/HR review
Agree resources
Take action & review progress
Esta información será registrada en la herramienta LearningTracker Para saber más consulta la guía: Charla de Desarrollo+Herramienta
TMP&TLP Quality Team Leader Andres Escarraga - [email protected]
Talent Management at AIESEC in Cali