the txp evolution

TXPevolution

AIESECof

the

why is talent capacity

important?

our reality

there are four lc’s in the network reaching for 1000 exchanges in 2015

we have more tier 3 and tier 4 entities than ever before, and

the key to growing them? people.

Vinícius Tsugue - president, aiesec international

there are four lc’s in the network

reaching for 1000 exchanges in 2015

we have more tier 3 and tier 4 entities

than ever before, and the key to growing

them? people.Vinícius Tsugue - president, aiesec

international

our vision

“Great Vision without great people is irrelevant”

Jim Collins - from good to great

vision

marketvision

marketvision

people

vision

vision people

people

talent first

our role

so, what is talent capacity?talent

“Talent capacity is about understanding business operations and building a human capital plan

for it.”

2. develop

3. keep

1. get

HI :) I’m LCP

I want to grow from 10 oGIP RE to 35 oGIP RE in

2015.

so what is your human capital plan?

• 35 oGIP

• average productivity =

3.5 oGIP

= 10 members

let’s use productivity?

Talent Planning done?

how can you think about the number of members when you

don’t even know what they are doing?

35 oGIP

35 oGIP RE 40 oGIP MA

55 OGIP APPLY

jan feb marApply

MA

RE

30 25

20 20

15 20

jan feb mar• Information Sessions • Promotions • Market Research • University Relations • International Relations

• International Relations • EP LEAD • Cultural Preparation • Selection Process • Documentation • Income Collection

Matching • EP LEAD • Inner and Outer Journey

Tracking • EP Support • Matching

jan feb mar• Information Sessions • Promotions • Market Research • University Relations • International Relations

• International Relations • EP LEAD • Cultural Preparation • Selection Process • Documentation • Income Collection

• EP LEAD • Inner and Outer Journey

Tracking • EP Support

EP managerMARK/CIM manager

TM MB• Information

Sessions • Promotions • Market Research • Cultural Preparation • Inner and Outer

Journey Tracking • EP Support

• University Relations • International

Relations • Income Collection • Documentation

• EP LEAD • Selection

Process

Talent Planning done!

yes, Now you can think about the number

but…

PLANNING

PROMOTION

SELECTION

INDUCTION

G E T

what is your role?

DISCUSS

2. develop

HI :) I’m LCP

I want to grow from 10 oGIP RE to 35 oGIP RE in

2015.

learning lead

initial ongoing

I want to grow from 10 oGIP RE to 35 oGIP

RE in 2015.

I want to grow from 10 oGIP RE to 35 oGIP

RE in 2015.

Type of members that will

drive the LC forward

I want to grow from 10 oGIP RE to 35 oGIP

RE in 2015.

How can I ensure that

oGIP members

can do their first raise in

4 weeks?

Type of members that will

drive the LC forward

Zappos pay new hires $2000 to

quit.

3. keep

HOW can we keep people within our team member program?

“retention strategies will always be linked to the Employee value

proposition.”

We need to fulfil our

promises to our members to make them

stay.

develops responsible and entrepreneurial leadership through the practical team

experience

practical

experience

practical

experienceteamteam

purpose.PASSION.performance

Gurin

the plan

emre

clarity of the goal

joanne

the responsibility to develop

alok

challenge your people

ardian

anew

self-reflection

CEO

CEO

rotate!

key learnings

autonomy

relatedness

competence

imagine you need to do 10 times the amount of exchange you are aiming

for now.

“what changes about your talent?”

DISCUSS

people

talent first

people

talent firstprocess

people

talent firstbehaviour

people

talent firstbehaviourprocess

vptm LCP

people

talent first

Our Context

2015

38000GCDP

38000

✓  Focus onTier 3&4

17000

2015

GIP

10000

7000Focus onTier 1&2

What’s happening next?

iGIP iGCDP

oGIP oGCDP

17.00-18.00

19.30-20.30

Go to your lc’s focus program.  

Your focus program is the program you

want to grow most in as a relative percentage.

Expectation Setting • It is not about strategy  • We want to give you the bigger perspective of your lc

and of the focus programs  • The output of the sessions is based on the

conversations you have during the sessions.  • These are similar conversations that you should be

replicating with your front office and back offce for your focus programs.