Transcript
Page 1: AIESEC Indonesia |1314| Talent Management December Analysis

December Talent Management ReviewAIESEC INDONESIA

Page 2: AIESEC Indonesia |1314| Talent Management December Analysis

0

0.25

0.5

0.75

1

UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNILA UNSRI UI UNS PU

0.60.67

0

1

0

0.78

0.941 1 1 1 1

0

1 1 1

LC Monthly Retention Rate November - December

Comments:

4 entities recorded a retention rate less than 100%, however no-one conducted exit interviews.

Average Retention Rate: 92%

Type of LC Recommendation Health

Level

LC’s with retention rate 60% - 99%

1. Take action to understand why retention rate was not as high as predicted. 2. Conduct Specialized Exit Interviews to understand what went wrong.3. Conduct recruitment/head hunting to fill the available positions ASAP.4. If you are in this category, please schedule a chat with MCVPTM to understand exit interview process (www.christinakelman.youcanbook.me)

1

LCs with retention rate = 100%

Great Job! See what you did month that improved from last month and replicate success! 2

Page 3: AIESEC Indonesia |1314| Talent Management December Analysis

68%

32%

Number of TMP trained in NPSNumber of TMP not trained in NPS

1194 team member program

experiences

16% response rate

NPS54

463 team leader program

experiences

18% response rate

NPS50

67%

33%

Number of TLP trained in NPSNumber of TLP not trained in NPS

TEAM MEMBER PROGRAM NPS

TEAM LEADER PROGRAM NPS

RECOMMENDATIONS

If your Local Committee has not been trained your TMP on NPS, do so asap to increase your Local Response Rate.

RECOMMENDATIONS

If your Local Committee has not been trained your TLP on NPS, do so asap to increase your Local Response Rate.

Health LevelHealth Level

1 Didn’t teach LC about NPS

2 Taught LC about NPS

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Learning and Development

0

2.25

4.5

6.75

9

UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNS PU UI UNILA0 0 01

0 0

9

23

2

4

21

0

22 2

0

1

0 0

1

4

0

1

2

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1 1

2

Number of Applicants per Leadership Role Number of Trainings

Comments:

There are still 5 LCs who have not

planned or delivered trainings for January.

Type of LC Recommendation Health Level

LC’s with 0 -5 training days

1. Finalize Local Education Cycles2. Implement implement implement!3. Consult VPTM with your LEC to see how it can be improved 1

LCs with 5 - 12 training days

Keep up the good work! 2

Leadership Ratio: 0.59

Leadership Ratio: 0.41 Leadership

Ratio: 0.45

Leadership Ratio: 1.0

Why are some of the trainings high, but number of applications low? This is due to poor leadership ratio. See pg.6 for suggestions.

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75

150

225

300

UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNSRI UNILA UI UNS PU

70

150

71

102

50

65 70

143

94

56

195

57

20

139

23

36

NovemberDecember

Number of Members

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Leadership Ratio

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0.25

0.5

0.75

1

UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNSRI UNILA UI UNS PU

0.67

1

0.35

0.77

0

0.45

0.27

0.410.34

0.59

0.2

0

0.29

0

0.220.3

Days

Comments:TLP ratio in most LCs is still high.

Recommended ratio is 0.25 - 0.35

Type of LC Recommendation Health Level

TLP ratio higher than 0.35 (UGM, BINUS, BANDUNG, UNILA, PU, UNS)

1. Leadership pipeline is not sustainable there will be difficulties with applicants for leadership roles2. Revise structure during re-planning, look at TMP TLP Driving GCDP and GIP Output.3. Please note that TLPs cannot have less than 3 members.

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Member Efficiency

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1.5

2.25

3

UNHAS Surabaya UB UA UMM PMBS UGM UNDIP Binus UPN Bandung UNSRI UNILA UI UNS PU

0

2.7

00.050

1.97

1.02

0

1.67

0.23

1.05

0

1.5

0

0.73

1.2

0.410.65

1.85

0.97

0

1.24

0.040.19

0.680.620.65

0

0.58

00.120.33

Current Member EfficiencyPredicted Member Efficiency

Implemented the National structures

Implemented part of the National

structures

Implemented the National structures

Implemented part of the National

structures

The ideal member efficiency for AIESEC Indonesia is 2.0 - 3.0It is clear that currently only Bandung and UI are achieving Member Efficiency above 1. Even using

predicted Member Efficiency (using your re-planned goals from Jan-Jun). The top 4 efficient entities are using the TMP TLP Driving GCDP and GIP Structures released by AIESEC Indonesia.

See recommendations on the next page.

Health LevelHealth Level

1 <2

2 2-3

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If you have implemented the structures proposed by the MC either: your back office

structures are too big or your exchange goals are not high enough.

Consider: Increasing exchange goals until your member efficiency = 2 (if you lack

manpower, move members from back office to exchange)

If you have only implemented part of the structure:Why?

1. “I disagree with the structure”: Please consult with the MCVPTM to understand the structures in more detail and work on a structure that increases

efficiency and fits locally as well.2. “I have a better structure”: Please send the

structure to the MCVPTM and schedule a consultation to see how member efficiency can be

improved

PREDICTED MEMBER EFFICIENCY OVER 1.5

member efficiency

Warning:UNILA, Bandung, Binus have concerning learning and development problems, if this

is not addressed in the next quarter, leadership pipeline and member retention for these entities will be low.

NOTE: ALL LOCAL COMMITTEES WITH MEMBER EFFICIENCY BELOW 1.5 HAVE NOT IMPLEMENTED THE NATIONAL SUGGESTED STRUCTURE.

Why not?1. Lack of Education: Please reach out the MCVPTM or MCVP Functional to discuss the structure and timeline in more detail. We are always free to talk and make a tailored structure to your LC needs.2. Already implemented a different structure/ OC selected: It’s not too late for sure. Re-allocate and offer more challenging roles to your COs and members.3. Haven’t done it yet: Please plan to implement the structure ASAP otherwise the timeline for RA-MA-RE for your front office functions will be delayed and you will fall behind your re-planned exchange goals.

PREDICTED MEMBER EFFICIENCY BELOW 1.5

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1248

72

12036

1323488

119

530

441

700

14970

UNHAS Surabaya UB UA UMM PMBS UGMUNDIP Binus UPN Bandung PU UI

UNDIP- Volunteer Recruitment- Host Family- Buddy System- Project involvement

UGM- Partner with other organizations

UA- BBMK Project (Youth Talks etc.)

UB- no data.

UI- Apprentice Program

Engagement with AIESEC

UMM- no data.

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What is your conversion of EwA to and ELD program (TMP, TLP, GCDP, GIP)

Is conversion rate to ELD a KPI as part of your EwA programs?

YES, I AM IMPLEMENTING EwA

Engagement With AIESEC

Warning:UNILA, Bandung, Binus have concerning learning and development problems, if this

is not addressed in the next quarter, leadership pipeline and member retention for these entities will be low.

There is a clear trend between development of a EwA program to higher number of applications for the Team Member Program.

Why not?1. Lack of Education: Please reach out to the MCVPTM or any of the previously mentioned Local Committees (UNDIP, UI, UB, UA, UMM)

2. “We usually do it, but not right now”: EwA is not just useful for conversion to TMP, but also GCDP and GIP.

NO, I AM NOT IMPLEMENTING EwA

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Health AssessmentLC Health Status

UNHAS 6SURABAYA 6

UB 7UA 7

UMM 7PMBS

U6

UGM 7UNDIPBINUS

7BINUS 6UPN 7

BANDUNG 7UNSRI 7UNILA 6

UI 8UNS 7PU 6

CONGRATULATIONS!

UI for passing the first Health Assessment!

ALMOST THERE!

UB, UA, UMM, UGM, UNDIP UPN, Bandung,

UNSRI, UNS

Warning:

UNHAS, Surabaya, PMBS, BINUS, UNILA, PU.

Please follow the output and schedule a chat with MCVPTM

Page 12: AIESEC Indonesia |1314| Talent Management December Analysis

Quarter Two Talent ReviewAIESEC INDONESIA

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AIESEC INDONESIA ANALYSIS

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UA Bandung UNHAS UPNVY UMM UNILA BinusUNDIP

BD/ER/MARK/COMMS

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UA UNS PMBS Bandung UNHAS UNDIP UPNVYUMM UNILA Binus

EXCHANGERS

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UA Binus UPNVY UNDIP Bandung

GCDP

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UA UPNVY Binus UNHAS UNDIP Bandung

GIP

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PMBS Bandung UA

OD & EXPANSION

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PMBS UNDIP UA UNS UNILA Binus UPNVY UMM

FINANCE AND GOVERNANCE

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UNS UA UNDIP BANDUNG UNHAS UPNVY UNILABINUS UMM

TALENT MANAGEMENT

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The individual capacity of GIP is higher than GCDP

GCDP performance is erratic, even strong LCs with high GCDP

performance are not producing members with high performance

TALENT REVIEW ANALYSIS

HIGHLIGHTS

Finance and Governance, Talent Management and OD/Expansions are producing the highest percentage of

Stars and Talent Pool.

There is correlation between the performance of MARK/COMMS and the

performance of GCDP

potential causation is the lower number of people in these

functions

SUGGESTION FOR Q3/Q4:Focus on member efficiency and JD review of front

office functions

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LOCAL COMMITTEE ANALYSIS

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oGCDP ER oGIP iGCDP Expansion iGIPEB MARK/COMMs FnG Talent Management

FUNCTIONAL ANALYSIS: UA

Page 24: AIESEC Indonesia |1314| Talent Management December Analysis

6%12%

6%

73%

3%

Stars Talent Pool Highly Committed People Highly Talented PeopleRegular Performing Regular Development Low Performing

OVERALL ANALYSIS: UA

1. The development of every function except iGIP is very low.2. The performance of every function except ER is very low.

3. Percentage of Stars = 3% Your percentage of stars is very very low. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager elections) is good, so that only stars are

entering the TLP program.

KEY OUTPUT

1. Please run GCM development focused trainings for every function. 2. Please collect a membership survey to understand the exact education/motivation level of each member and

creating learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to

train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.

ACTION STEPS

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Finance Talent Management Organisational Development Internship Fair ProjectRoar and Project iGIP oGIP oGCDPiGCDP Business Development Communication Engagement with AIESECExternal Relations Join To Lead Project

FUNCTIONAL ANALYSIS: UNDIP

Page 26: AIESEC Indonesia |1314| Talent Management December Analysis

1. The development of oGIP, BD, iGCDP, COMMS, EwA, ER, iGIP, OD, TM, Finance is

very low.2. The performance of every function except

EwA and Projects is very low. 3. Percentage of Stars = 0% Your percentage of stars nothing. Please take actions steps to ensure that your leadership pipeline (for upcoming EB

and Manager elections) is good, so that only stars are entering the TLP program.

KEY OUTPUT

1. Please run GCM development focused trainings for all functions mentioned. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating learning and development plans for each function mentioned above. Please consult MCVPTM if you need assistance.

3. Run a LEAD or GCM Development learning and development program to boost the performance and development of your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train

up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.

ACTION STEPS

24%

63%

8%

1%4%

Highly Committed Highly Talented Low PerformingTalent Pool Regular Development

OVERALL ANALYSIS: UNDIP

warning:

the performance of your iGCDP and BD functions is

critically low.

please address ASAP.

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External Relations Finance Talent Management ICX MARK/COMMsEB

FUNCTIONAL ANALYSIS: UNILA

Page 28: AIESEC Indonesia |1314| Talent Management December Analysis

UNLIA

9%

30%

21%

12%

24%3%

Stars Talent Pool Highly Committed PeopleHighly Talented People Regular Performing Regular DevelopmentLow Performing

OVERALL ANALYSIS: UNILA

1. The development of oGIP, BD, iGCDP, COMMS, EwA, ER, iGIP, OD, TM, Finance is very low.

2. The performance of every function except EwA and Projects is very low.

3. Percentage of Stars = 0% Your percentage of stars nothing. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager

elections) is good, so that only stars are entering the TLP program.

KEY OUTPUT

1. Please run GCM development focused trainings for all functions mentioned. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating learning and development plans for each function mentioned above. Please consult MCVPTM if you need assistance.

3. Run a LEAD or GCM Development learning and development program to boost the performance and development of your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up

your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.

ACTION STEPS

warning:

the performance of your ICX and ER

functions is critically low.

please address ASAP.

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Exchange Finance Talent Management PR

FUNCTIONAL ANALYSIS: UNS

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10%7%

5%

10%

69%

UNLIA

1. The development of all functions is very low.2. The performance of every function is okay.

3. Percentage of Stars = 0% Your percentage of stars nothing. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager

elections) is good, so that only stars are entering the TLP program.

KEY OUTPUT

1. Please run GCM development focused trainings for all functions mentioned. 2. Find out how to improve the performance of your members through a membership survey. As their performance improves prepare for reallocation and leadership pipelining to ensure TMPs are continually given a challenging and

purposeful experience.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of

your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.

ACTION STEPS

Talent Pool Regular Development Highly Talented Highly CommittedLow Performing

OVERALL ANALYSIS: UNS

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0 1 2 3 4Business Development MAR/COMMs External Relations OD & Expansion Talent ManagementoGIP iGCDP oGCDP iGIP DirectorEB

FUNCTIONAL ANALYSIS: BANDUNG

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UNLIA

1. The development of BD, ER, COMMS, TM, oGIP, oGCDP, iGIP, Director, EB is very low.

2. The performance of BD, oGCDP, iGIP, Director, EB is very low.

3. Percentage of Stars = 3% Your percentage of stars is very low. Please take actions steps to ensure that your

leadership pipeline (for upcoming EB and Manager elections) is good, so that only stars are entering the TLP

program.

KEY OUTPUT

1. Please run GCM development focused trainings for all functions mentioned. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating

learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of

your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.

ACTION STEPS

OVERALL ANALYSIS: BANDUNG

14%

44% 7%6%

25%

3%Stars Talent Pool Highly Committed PeopleHighly Talented People Regular Performing Regular DevelopmentLow Performing

warning:the development of BD is critically low.the performance of BD, iGIP, Director, EB is critically low.

please address ASAP.

warning:BD Performance and Development is critically low. Please check if the

cause is TLP or TMP and take action asap.

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TM OGX

FUNCTIONAL ANALYSIS: UNHAS

Please Note: Data incomplete

Page 34: AIESEC Indonesia |1314| Talent Management December Analysis

UNLIAOVERALL ANALYSIS: UNHAS

warning:Incomplete data. Please fulfill within 7

days.DDL: 27/01/2014

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Finance and Governance ICX OGX TM ER MARCOMM

OVERALL ANALYSIS: UMM

Page 36: AIESEC Indonesia |1314| Talent Management December Analysis

UNLIA

1. The development of ICX, ER, MARKCOMM is very low.

2. The performance of TM, ER, MARKCOMM is very low.

3. Percentage of Stars = 0% Your percentage of stars is very low. Please take actions steps to ensure that your

leadership pipeline (for upcoming EB and Manager elections) is good, so that only stars are entering the TLP

program.

KEY OUTPUT

1. Please run GCM development focused trainings for all functions mentioned. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating

learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of

your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.

ACTION STEPS

OVERALL ANALYSIS: UMM

warning:the performance of ER is critically low.

please address ASAP.

12%6%

71%

12%

Highly Committed Talent Pool Low PerformingRegular Development

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0 1 2 3 4Finance and Governance MARKCOMM Talent Management iGIP oGCDP VP oGIPiGCDP

OVERALL ANALYSIS: UPN VY

Page 38: AIESEC Indonesia |1314| Talent Management December Analysis

UNLIA

1. The development of all functions is very low.2. The performance of FN, MARKCOMM, oGCDP and

iGCDP is very low.3. Percentage of Stars = 0% Your percentage of stars is

very low. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager

elections) is good, so that only stars are entering the TLP program.

KEY OUTPUT

1. Please run GCM development focused trainings for all functions. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating

learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of

your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.

ACTION STEPS

OVERALL ANALYSIS: UPN VY

warning:the performance of

MARKCOMM, iGCDP, oGCDP is

critically low.

please address ASAP.

24%

8%

44%

24%

Highly Committed Talent Pool Regular Development Low Performing

warning:there are high signs of fraud in the

talent review. Please explain or resubmit Talent Review in 7 days.

DDL: 27-01-2014

Page 39: AIESEC Indonesia |1314| Talent Management December Analysis

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0 1 2 3 4MARCOMM External Relations Talent Management iGIP oGIP Business DevelopmentoGCDP VP

OVERALL ANALYSIS: BINUS

Page 40: AIESEC Indonesia |1314| Talent Management December Analysis

UNLIA

1. The development of TM and iGIP is very low.2. The performance of all functions except BD and VP

is very low.3. Percentage of Stars = 0% Your percentage of stars is

very low. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and Manager

elections) is good, so that only stars are entering the TLP program.

KEY OUTPUT

1. Please run GCM development focused trainings for TM and iGIP. 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating

learning and development plans for each function. Please consult MCVPTM if you need assistance.3. Run a LEAD or GCM Development learning and development program to boost the performance and development of

your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.

ACTION STEPS

OVERALL ANALYSIS: BINUS

warning:the performance of

ALL functions except BD and VP

is critically low.

please address ASAP.

3%

10%

54%

33%

Talent Pool Regular Development Low Performing Highly Talented

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OVERALL ANALYSIS: PMBS

Page 42: AIESEC Indonesia |1314| Talent Management December Analysis

UNLIA

1. The development of OD and Exchanger is very low.2. The performance of all functions is good!

3. Percentage of Stars = 0% Your percentage of stars is very low. Please take actions steps to ensure that your leadership pipeline (for upcoming EB and

Manager elections) is good, so that only stars are entering the TLP program.

KEY OUTPUT

1. Please run GCM development focused trainings for OD and Exchangers 2. Please collect a membership survey to understand the exact education/motivation level of each member and creating

learning and development plans for each function. Please consult MCVPTM if you need assistance. 3. Run a LEAD or GCM Development learning and development program to boost the performance and development of

your TMPs. eg. a ‘LEADership University’ program, every week you have a training from VPs, LCP, MC, Externals to train up your TMP to be better stars in preparation for TLP roles. Talk to MCVPTM for more ideas.

ACTION STEPS

OVERALL ANALYSIS: PMBS

2%7%

90%

Talent Pool Highly Committed Highly Talented

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UNLIAPU

warning:No Talent Review Submission. Please

fulfill within 7 days.DDL: 27/01/2014

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UNLIASURABAYA

warning:No Talent Review Submission. Please

fulfill within 7 days.DDL: 27/01/2014

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UNLIAUB

warning:No Talent Review Submission. Please

fulfill within 7 days.DDL: 27/01/2014

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UNLIAUNSRI

warning:No Talent Review Submission. Please

fulfill within 7 days.DDL: 27/01/2014

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UNLIAUGM

warning:No Talent Review Submission. Please

fulfill within 7 days.DDL: 27/01/2014

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UNLIAUI

warning:No Talent Review Submission. Please

fulfill within 7 days.DDL: 27/01/2014

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UNLIAUPN VY

warning:High signs of fraud detected. Please

explain or resubmit Talent Review within 7 days.

DDL: 27/01/2014

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Smaller LCs have a higher capacity to keep the performance and

development of their TMP/TLP up.

Overall, across Indonesia, talent development appears to be high, yet Performance low. This may

be due to many factors including: lack of connection to AIESEC (clarity of why), JD un-alignment, lack of

functional knowledge, CAT not being used properly.

TALENT REVIEW ANALYSIS

HIGHLIGHTS

Warning:UNILA, Bandung, Binus have concerning learning and development problems, if this

is not addressed in the next quarter, leadership pipeline and member retention for these entities will be low.

Congratulations!PMBS, UNS, UA are the only entities to not receive a

warning for Talent Review!

Page 51: AIESEC Indonesia |1314| Talent Management December Analysis

thank you


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