nsc output
DESCRIPTION
cool stuffTRANSCRIPT
cool stuff we did at NSC
talent management commission presents:
1. we defined our context:
key issues to be aware of for the next few months…
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GIS Implementation
Pipeline Management
Member Retention
Valid People Analytics
Evolution of VPTM Role
6Transition
7Sustainable Talent Management Systems
8Exchange-driven Talent Management systems
9Team Minimums Implementation
10IXPs
11NSC Output
12L&D
2. then we created projects.
- EP LEAD - JD/OS- Operational LnD - Performance Management/ RnR - Advanced People Analytics - MB Selection & Transition
all resources will be available by Nov 15
3. txp evolutionWe recognised the need to completely evolve the way we run our team
member program. To do this we started from the basics by re-defining the value proposition of the Team Member Program and the key roles we have
within the membership program.
we used this model
read more about it here.
Indian Students
Indian Students pains:
• lack societal support • fear of judgement • future insecurity • lack of risk taking attitude • lack of resources • grades stereotypes • unhealthy competition • lack of freedom to take independent
decisions • rigid education syste • lack of family support
“What are pains of Indian students?”
Indian studnets
gains:• Huge pool of talent • Demand of youth leaders • Geographical diversity • Chilled out attitude • Availability of variety of
opportunities
“What are gains of Indian students/ what makes them happy?”
jobs:• Getting out of India/
Travel • Get Settled • Financial Sustainability • Best company internship/
fellowship • Recognition by peers • Giving back to parents • Stable life • Sense of freedom
Indian Students
“What are the long term ambitions of Indian
students?”
the question for you:
how are you addressing these
needs in your TMP?
iGIP
iGIPpains:
• Client Relations • Matching Time • FRRO • Change in person of contact • Lack of professionalism • Lack of system for tracking EPs • Discrimination of EPs from TNs
iGIP
gains:• Corporate Exposure • Netwokring • Entrepreneurial Outlook • Communication &
Interpersonal skills • Team Experience • Sales Skills
iGIP
jobs:• Building their network • Gaining the required
skills to start my own company
• Work in the network • Exploring
opportunities in the network
iGIPpain reliever:
• CRM Model - Communication Model for iGIP • GIS • Retention of Members: Formal Process of
changing P.O.C • EP Communication - expectation setting with
EP • Concrete Tracking Mechanisms/ Tools • Operational Training • LEAD on time management, priorisation,
confidence, dealign with uncooperative EPs • FRRO- group scene, lunch sponsored by LC
post that.
iGIP
gain creators:
• Subsidised rates for networking forums
• Account Management • Interns on TXP
iGIP
products & services:
• EP LEADs • Corporate Summit • Trainee Conference • External Trainers • Sales Development
Programs
oGCDP
oGCDPpains:
• Balancing JD with studies • Monotonous work • Cold Calling (training) • Tracking IR Building • No cross-team culture within the
same department • One team raising, matching and
realising (alot of work) • Synergy with back office • Hectic work (1 TMP handling 3 EPs)
oGCDP
gains:• Holistic experience • Leadership Development • Public Speaker • Emotional and professional
bond with EPs and LC
oGCDPpain reliever:
• GIS • New Customer Flow • Tracking Tools [synergy with CIM] • Inter Team Days & Inter Department
Days • MB Meet & Synergy Plans • Time Boxing • Parents Meet • Mock Sessions
oGCDP
gain creator:• LnD on a regular basis • opportunities after sessions
for EP Inductions, IS/CP, member inductions
• Stronger communication • Involvement in LC actiivties • Doing culture exchange
iGCDP
iGCDPpains:
• Account Management of Partners • Matching - spamming emails • NGO Back outs - due to bad
expectations • XP Delivery problems • ‘Rascal’ EPs • Unresponsive • Poor support from Back Office • Time Management
iGCDP
gains:• Networking • Sales Learning • Professional Exposure • Strategy Management • Promoters • Cultural Exposure • Crisis Management
iGCDP
jobs:• Networking with 18-22 age
group globally • Social Impact • Entrepreneurial Outlook • Sales • Exposure to international • Global Outlook • Leadership Development
iGCDPpain reliever:
• Proper Expectation Settings • Effective Synergy • GIS • Proper EP Engagement &
Education
iGCDP
gain creators:• LEAD [Time Management] • More interns and trainees
involved in LC activities (LCMs)
• More onground engagement
• Training/ effective LnD
iGCDP
products & services:
• Assigning EP Buddies • EP LEADs • Short term TMP in iGCDP • More effective
appointments - identifying needs for NGOs and helping
• Volunteering activities • Project & CRM
Management
oGIP
oGIPpains:
• Tough stakeholders • International Relations • Delivery Rate • EP Induction • Stagnation/ slow progress in the
program • processess not optimised
oGIP
gains:• Better IR building skills for
easier matching • Communication and sales • Develop facilitation skills
oGIP
jobs:• Professional growth • Global learning
enviornment • Stronger prospects in
getting a job • Cultural Experience • Growth Mindset • CV
oGIPpain reliever:
• GIS Implementation for faster processes and member efficiency
• Brand message in global network to increase the impact of the program
• Better member retention to build an oGIP culture
oGIP
gain creators:• opportunities to build an
international network • People management for
stronger teams • Stronger market
penetration to break stereotype post-graduate ‘work for MNC’ trend.
oGIP
products & services:
• Virtual learning environment
• External mentoring • LEAD program to evolve
oGIP customer centricity
3. membership journey mapping
After understanding the needs and value of our TMP program and our most popular roles in each program. We practiced plotting their
experience for the next 2 months.
Try this out for your Q4 to plan for your Talent Management activities in a structured way.
Start w i th p lot t i ng the Job
Descr ipt i on t ime l i ne
eg . i GCDP
You are p lot t i ng out the
membersh ip act iv i t i es for the next 2 months i n accordance w i th
the program t ime l i ne .
It ’ s a good i dea to do th i s w i th you VP
Program Head
S TEP ONE :
P lot your l oca l t ime l i ne as we l l
eg . check be low
Th i s can i nc l ude 1. Interna l Events :
E l ect ions , LCMs , Trans i t i on
2. or Externa l Events : exams ,
ho l i days etc .
It ’ s a good i dea to p lan th i s w i th your
LCP and EB .
S TEP TWO:
based on the JD t ime l i ne of the program - f i l l
i n t he LnD requ i red .
eg . i GCDP check be low
P lease refer to the Operat iona l
Cyc les that you can j u s t copy/paste .
You shou ld be us i ng your data ana lyt i cs
and performance appra i sa l s [ need
sens i ng ] to assess what operat iona l LnD i s the more urgent &
important.
S TEP THREE :
Yo u r L n D s h o u l d a l w a y s r e l a t e t o t h e o p e r a t i o n a l
a c t i v i t i e s
based on your needs sens i ng
p lot your team t ime l i ne
Based on sens i ng through data ana ly t i cs / ta lk i ng to your VPs i dent i fy where the department / team i s
current ly a t.
S TEP FOUR :
after a l l t hat ! Comp i l e the
Outer Journey
Ref lect / l i s ten to your VPs and summar i se the key
‘Outer Journey ’ aka . cha l l enges that members w i th i n the team/funct ion
are go ing through .
S TEP FIVE :
make sure th i s i s made i n synergy w i th the VP respons ib le
and f i na l l y… the i nner j ourney
p lot t i ng ,
After good needs sens i ng/ outer j ourney mapp ing -
you shou ld be ab le to p lot the i nner j ourney act iv i t i es
needed to be g iven to members .
S TEP SIX :
Th i s comes i n 2 forms : 1. I nner Journey ( team) :
wh ich i s based on the team s tatus
2. Inner Journey ( i nd iv idua l ) : wh ich i s
based on the operat iona l and l oca l t ime l i ne
now you have a c lear i dea of what to do for th i s funct ion /program/team for the next 2 months !
remember this is just a sample! Try is
out for yourself using the
membership mapping xls.
(:
more output coming soon!