Talent management processes summits 2012
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Talent management (TM) refers to developing, attracting, and retaining qualified workers. It involves processes like talent planning, selection, development, and succession planning. The goal of TM is to ensure the right people are in the right roles to help an organization achieve its goals.
Talent management processes summits 2012
- 2. Professional term that refers to the process of developing people, fostering new workers, keeping the old workers and attracting workers from other companies. What is the difference between HR and TM? 28.02.2013 2
- 3. 1. Talent Planning 2. Talent Marketing 3. Talent Induction 4. Talent Selection 5. Talent Allocation 6. Talent Goal Setting & Orientation (including Career Planning) 7. Talent Education & Training 8. Mentorship Program 9. Performance Appraisal 10. Member Reviews 11. Coaching 12. Talent Motivation(R&R) 13. LC Culture 14. AIESEC 4 Life 15. Fast Track 16. Talent Tracking & Pipeline Management 17. Succession Planning 18. Transition 28.02.2013 3
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- 6. 1.Talent Planning 2.Talent Marketing 3.Talent Induction 4.Talent Selection 5.Talent Allocation 28.02.2013 6
- 7. 1. Talent Goal Setting & Orientation (including Career Planning) 2. Talent Education & Training 3. Mentorship Program 4. Performance Appraisal 5. Member Reviews 6. Coaching 28.02.2013 7
- 8. 1. Talent Motivation(R&R) 2. LC Culture 3. AIESEC 4 Life 4. Fast Track 5. Talent Tracking & Pipeline Management 6. Succession Planning 7. Transition 28.02.2013 8
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- 10. ...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. Also, successor planning! 28.02.2013 10
- 11. about ensuring that we “attack” proper ...is people into the organization. Itis also about promoting opportunities among current members: internship, conferences, learning circles, trainings and leadership. 28.02.2013 11
- 12. The time when we are providing basic information about AIESEC, Helping them understand the specific opportunities AIESEC offers to an individual. And motivating new members to take on responsibility and move forward in AIESEC. Providing needed knowledge which will be used during next steps. 28.02.2013 12
- 13. 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. 28.02.2013 13
- 14. 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) of interests. 28.02.2013 14
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- 16. 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 actions in AIESEC. 28.02.2013 16
- 17. 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. 28.02.2013 17
- 18. Mentorship is a structured one to one relationship or partnership based on the friendship, confidence, responsibility and honesty. Where both parts are involved to develop personally and professionally focused on the needs of the mentored participant over a period of time. 28.02.2013 18
- 19. 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. 28.02.2013 19
- 20. Thetool that enables you to measure the state of development of your people. At the end these results will reflect the kind of experiences that you are offering in your LC and improvement that you can make. This is about personal development. 28.02.2013 20
- 21. 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. 28.02.2013 21
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- 23. 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. Italso ensures competition and quality for those who strive to achieve excellence. 28.02.2013 23
- 24. LC Culture is an important TM process. LC Culture can be explained as the feeling or environment the LC has when it is all together (Functional Teams can also have culture!) Culture can be driven by the type dances you do at LCMs and expectations set by LC members. 28.02.2013 24
- 25. The stage for members who are planning not to take any further active LC/MC responsibilities in AIESEC until they decide on their future (after AIESEC) steps in moving into Alumnus stage. LLC stage might differ in time for different individuals. During this time members are capturing their experience and plan the next steps. 28.02.2013 25
- 26. Fast Track is a process in which you define stars in local committee and provide them with special opportunities and responsibilities according to their competencies, interests and potential. Helps with pipeline management and engaging members who have the motivation to pursue a variety of AIESEC opportunities. 28.02.2013 26
- 27. 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). 28.02.2013 27
- 28. Develop potential successors and ensure that the talent pipeline is strong enough to carry on operating successfully 28.02.2013 28
- 29. ... 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. 28.02.2013 29
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- 31. Let's rock TM! 28.02.2013 31
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