aiesec tm functional plan

7/27/2019 AIESEC TM Functional Plan

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AIESEC QUTTalent Management Semester 2 Plan


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AIESEC QUTs 2013 VisionIn 2013 AIESEC QUT will foster a passionate

member base to drive exchange growth and build

credibility amongst our stakeholders

Q: How does talent Management fit into this vision

A: Everywhere; we will help foster the passionate member base so that they

can promote and provide exchange experiences to our stakeholders and at

their greatest capacity drive OGCDP and IGIP.


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Talent Managements Vision

Talent Management at AIESEC QUT willensure exchange growth by fostering strong

bonds among AIESECers and providing our

members with the required knowledge

through an integrated leadershipdevelopment experience.


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Measures of Success (MOS)

Goal KPI DefinitionTMP 42 3 months on .net as TMP

TLP 14 3 months on .net in TLP

Retention 75% Based on quarterly average from SONA

IXP TBA 3 months on .net as TMP and Realised onExchange in either GDCP or GIP

Pipeline 50% Apply for a leadership position including OCP, TL,VP, LCP and SM


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Focus AreasSales Performance

All members are fulfilling expectations and taking steps to boost their performance andability to promote AIESEC to our stakeholders. We believe that high performance comesfrom the knowledge, skills and willingness to complete tasks.

Integrated ExperienceAll members and EPS who engage with AIESEC are introduced to the variousopportunities available to them as an AIESECer. They become engaged with bothexchange and membership and participate in all LC activities.


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Strategy 1: LCMs have high attendance and are a

high quality contact point for the LC to bond shareand learn

Initiative details KPI

LCM policy 3 strikes policy for members unless there is a valid reason (see LCMpolicy). Members must meet with their VP, VPTM and LCP once they havethree strikes

80% attendance of membersto LCMs

Collaborativeinput for LCMs

All EB members and TM TLs have input on LCM plan. A dry run is heldbefore the LCM and all non-faci EB have clear expectations for the LCM

Feedback received and dryrun for each LCM

Variety of Faci VPs and Team Leaders will faci LCMs Each VP and TL facis 1 LCM

Quality Forms A quality form to capture members experience at each LCM for trackinggeneral quality, feedback and key learnings

Quality rated positively at80%


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Strategy 2: An efficient recruitment based on

competencies and long term HR needsInitiative details KPI

Long term HR plan Each Semester TM will conduct a HR analysis with the EB to defineHR needs for the next 6 months. This will determine the scope ofrecruitment needed for the following semester.

We fulfil 95% of required HRfor the next 6 months

More efficient andinclusive selection

All EB and Team Leaders will be included in the selection process. Aselection day will be held where all EB will conduct a group activity

and then separate into three groups to conduct interviews.

2 Selection days attended byall EB and TLs

Collaboration withall portfolios

In order to ensure we recruit the HR required for semester 2 andsustain the needed HR for the future. A HR plan will be made with thewhole EB and reviewed each semester. All members are required toassist in the promotion of the membership program to students

All members and EBparticipate in promotions andall EB have competencies foreach role in their team.

Conference styleinduction

The induction will be structure like a 1 day AIESEC conference tointegrate new members into the AIESEC culture As soon as possible.

100% of new memberscomplete induction

Goal setting andregistration for newmembers

To ensure members have full access to information and have a goodunderstand of their personal reason for being in AIESEC they will allcomplete registration on .net and complete a goal setting activity. TheGoal setting activity is similar to personal plan however they are morebrief work to align member personal goals with the AIESECexperience

100% of members areregistered on .net and havecompleted the goal settingand CCIQ registration activitywithin 2 weeks of allocation


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Strategy 3: Complete tracking of member

experience performance and participationInitiative details KPI

PerformanceTracking

A tracking document listing all LC activates will be used to trackmember participation and completion to weekly tasks. This documentwill be used to assign points to home groups. Regular non-participation and incompletion of events and tasks will be listed as amember in concern and need to meet with their VP and the VPTM to

assess their commitment and further actions required.

Tracking document filled outeach week and pointsawarded according to homegroup points system whichwill be presented at each

LCM

Monthly Gallup andNPS surveys

These surveys assess the quality of experience we are delivering tomembers and how likely they are to promote AIESEC to others.

100% of responses tosurveys each month from July


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Strategy 4: Short term and long term RnR basedon desired performance of sales and participation

Initiative details KPI

Homegroups withpoint system

Each member will be placed into a home group and be given pointsbased on their performance in regards to participation in LC activityand sales activity (see home group points system)

Member productivity andparticipation remains and80% of attendance to events

and 90% of sales relatedtasks completed by themember base

RnR night based ondesired memberperformance

The EB in conjunction with the Performance and Development TL willdetermine what qualities and behaviours are desired in the LC. Thesewill be the basis of the rewards given on RnR night

90% of members attend RnRnight

Fortnightly rewardfor highest scoringindividual memberand home group

Each month at LCM we will recognise the member who has achievedthe individual most points and the home group who has the mostpoints. Awards will be given to the winning member and team.

6 rewards for individuals and6 awards for groups.


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Strategy 6: Promotions, incentives andengagement to drive youth to have a integrated

experience with AIESECInitiative details KPI

Members onExchange

Promotions and incentives for members to take on an Exchangeopportunity

??

Pre-integration All raised EPs will be asked to attend an EP induction prior to OPSand invited to specific LCMs and bonding events

80% of raised EPS attend allPre-integration eventsincluding OPS

Reintegration EPs who return to Australia will be met with their EP manager for adebrief and to promote further involvement in AIESECs membershipprogrammes

?? EPs who becomemembers

ConferenceAttendance

Promotions and conference will be used to incentivise conferenceattendance and reduce the financial burden of conferences

60% of the member baseregister to WanCon


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Team Structure

aiesec tm functional plan

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