get: membership planning

GETMembership Planning

MEMBERSHIP PLANNING

Membership Planning is about planning for the membership needs of your en6ty based on your pipeline, strategy, jobs/

opera6ons that need to be done and the culture you want to build.

It is not just a process you complete every recruitment. It is an ongoing process of membership review and planning that

needs to happen every month.

1The Review

2The Pool

3GTCM

What is Membership Planning?

The Ini6al Membership

Review

The process of Membership Review

every month.


Review

The process of Membership Review every month.

before big recruitments etc.

Should happen every month with the whole leadership team of an en6ty. It is typically combined with the Talent Review process.


Review




let’s start here

The Ini8al Membership Review

This process is usually led by the CEO and HR responsible. (LCP and LCVPTM) with the whole leadership team asking

the following ques6ons.

What are we trying to achieve?

What environment

do we want to do that in?

What is the people

requirement for the

strategy, operations and culture we are trying to build?

What is the current

pipeline?

Create a membership

plan.

Use the Talent Worksheet on the

next slide as a guide.

1. My En*ty’s Goals & Strategy

Talent Review Worksheet

2. The Culture I want to buildHow would you describe the culture you want in 5 words

# of ELD, NPS goal, Profit Goal through Marke6ng Strategy etc.

3. MembershipWhat JDs and structures are required to support the opera6ons? What JDs and structures are required to support the strategy? What worked in previous years structures? What didn’t work? What is the ideal produc6vity you aim for?

4. Characteris*csWhat characteris6cs and quali6es are needed within certain JDs? What aXtudes and quali6es have made previous people in these JDs successful?

Tips for you to think aboutUse produc6vity as a guide but not a “be-all-end-all”

solu6on. Produc6vity can give you a guiding measure on how much opera6ons one person is capable of.

eg. If your LC wants to achieve 100 exchanges and you have 100 members, that’s 1 exchange per member, then it’s quite clear you have too many members for the goal

you want to achieve. Membership Review is not just about how many people

you want, it’s also about what kind of people you want, what kind of culture you want to build. Use it as an integral part of

your planning process as an LCP/MCP.

FOR EXAMPLE:

check out this explainer video for more!


Review




moving on to the monthly process of membership review

every month:Are our people currently matching the right performance,

capability and displaying the right behaviours to build the right culture and achieve our goals?

Has a big ego, not aligned to the behaviours

Not performing in his/her role.

Doesn’t have commitment

Doesn’t have the design

capability to be in the role.

Is not connected to the LC.

Doesn’t feel mo6vated by team leader










feedback proba8on

recruitment








feedback proba8on

recruitment

feedback proba8on

recruitment










feedback proba8on

recruitment



feedback TL LC engagement people decision

feedback proba8on

recruitment








feedback proba8on

recruitmentfeedback proba8on

realloca8on recruitment



feedback TL LC engagement people decision

feedback proba8on

recruitment

every month:What behaviours are missing in who?

What jobs needs to be done and what people are required for that?

Need 3 more designers with graphic design

ability

Need Team Leaders for next semester who

are IXPs

Need more self-organising and independent

profiles



Basically you need to make decisions about your people. This is how you membership

review every month.

Now, no maIer if you are monthly review or recruitment review.

1The Review

2The Pool

3GTCM

What is the current pipeline of people we have wai6ng for AIESEC Membership?

Need 3 more designers with graphic design

ability

Need Team Leaders for next semester who

are IXPs

Need more self-organising and independent

profiles

• Have 30 EPs returning from winter peak

• Have 50 volunteers from Local Volunteer EwA product

• Have 10 rejected applicants from last round who can be

invited to re-apply • Have 50 referrals from our

current members

The people needs Your Pool


So how will you aIract your pool?

How will we acract them?

• Have 30 EPs returning from winter peak • Have 50 volunteers from Local Volunteer

EwA product • Have 10 rejected applicants from last

round who can be invited to re-apply • Have 50 referrals from our current

members

GOAL

POOL TARGET

CHANNEL

MESSAGE

• How do we use the current pool? • Do we need to launch a new recruitment? • Which facul6es should we address? • How many people/applicants do we want to reach to recruit

needed number of members? (based on last years conversion)

• What channels were the most effec6ve for us last year? • What channels can reach the type of membership we need?

• What is the message we are sending to recruit the profiles that we need?

• What is the value of AIESEC Membership for them?

Last step!

1The Review

2The Pool

3Talent

Marke6ng

So quick recap…

I have my membership review and have created my goals for the

members I want, how many, what type and what they will be doing

and the culture they live in.

I have my goal for my membership and selected and

recruited the best from the pool I have available to me! selected from

the pool

NOW WE ARE ON THE 3RD STEP!

FOR THIS.. check our Talent Marke8ng PDF

no maIer what, remember to ask every monthWhat is the culture we are trying to build?

What are the goals we are trying to achieve? Are our people currently matching the right performance,

capability and displaying the right behaviours to build the right culture and achieve our goals? What behaviours are missing in who?

What jobs needs to be done and what people are required for that?


How will we acract them?

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