BEST TALENT MANAGEMENT AWARDAIESEC FTU HCMC 2014 – 2015

01.01.2014 – 30.06.2014

NATIONAL R&R APPLICATION

IGNITE 2014

OUTLINES1. Fulfillment of talent plan

2. Experience Efficiency

3. Talent plan reflected on myaiesec.net

4. Tracking tool for performance & competency evaluation

5. Retention rate

6. MEC and LEAD delivery

7. TXP Quality (TMP NPS score and TLP NPS score)

8. Booklet presenting opportunities

9. Initiatives

9.1. Adjusted TMP Recruitment: sub-product and value-based assessment

9.2. Reward and recognition (adjusted)

9.3. Buddy system

9.4. OCP learning circle

9.5. Newbie learning circle

9.6. Leadership coffee talk

9.7. LST selection and management• FULL APPLICATION PACKAGE HERE:

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPMFotd2VhRXVmMVk

1. FULFILLMENT OF TALENT PLAN

1. Talent Planning Process for Phase 1:

LC Talent Planning

(January)

LC Reallocation

(January-February)

LC Re-Talent Planning: to

finalize #newbie for

spring recruitment

(February)

FULFILLMENT OF TALENT PLAN_Tools used for Talent Planning:

LC Talent Planning Spreadsheet:

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPMm92T0tvRkxlQk0

Vietnamese Talent:

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPMm92T0tvRkxlQk0

_Based on Re-allocation Result and Talent Re-Planning, we expected to recruit 62 newbies in Spring Recruitment 2014

Master assessment tool and database here:https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPMm92T0tvRkxlQk0

_In reality:

Spring TMP Recruitment 2014:

+ recruit 44 newbies

+ recruit 21 LST (check Initiative 9.8. LST selection and management)

#JD Filled/ JD Planned: 107/123=0.87 %

% Fulfill Talent Plan:

+ Q1/2014: TLP: 100%, TMP: 49,4%

+ Q2/2014: TLP: 94,3% TMP: 83%

(base on Vietnamese Talent spreadsheet)

Notes: Our LC has 7 ppl in OC Ignite team (2 TLP-OCP and OCVP Y2B and 5 TMP XP) however we do not count their XP in Vietnamese Talent spreadsheet but recorded their XP on myaiesec.net

2. EXPERIENCE EFFICIENCY # of Total GCDP Re/# of Total TXP Re working for GCDP: (17oGCDP+70 iGCDP)/(24+40+3VP)=1.29

# of Total GIP Re (1/1/2014-30/6/2014)/# of Total TXP Re working for GIP:

(2oGIP+5iGIP)/(9+10+2VP)=0.33

Notes: Our LC has 7 ppl in OC Ignite team (2 TLP-OCP and OCVP Y2B and 5 TMP XP) however we do not count their XP in Vietnamese Talent spreadsheet but recorded their XP on myaiesec.net

Documents:

# Member: Please find attached LC Database/ Talent Pipeline file

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPbUZuRWZvVFlDTUE

# Realization: Myaiesec.net

3. TALENT PLAN REFLECTED ON MYAIESEC.NET

# of TXPs recorded/# of TXPs planned = 164/123=1.3

Notes: Our LC has 7 ppl in OC Ignite team (2 TLP-OCP and OCVP Y2B and 5 TMP XP) however we do not count their XP in Vietnamese Talent spreadsheet but recorded their XP on myaiesec.net

Document: Vietnamese Talent

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPMm92T0tvRkxlQk0

4. TRACKING TOOL FOR PERFORMANCE & COMPETENCY EVALUATION 

- Tools used: For Performance Assessment:

Performance evaluation:

LC Talent pipeline spreadsheet (PA, Talent grid tab)

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPbUZuRWZvVFlDTUE Personal Goal setting to check performance and development:

1. https://docs.google.com/forms/d/1E0eEECPzUfFHCnp_yQ-TTjohFpnv9c4xGl7Luym4Ue8/viewform

2. https://drive.google.com/?tab=wo&authuser=0 - folders/0B87U4-Hg02UPQTZTbUwtWWszemc

For Competency evaluation: 360 CA on myaiesec.net: every LC member have to complete 360 CA before they

apply for any position (both TMP and TLP position) and send back to VPTM with their AF Please find READ ME FIRST file in OCP application package-phase 2

and other CA members submitted

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPME9PU2V4RW5naTQ

Ensure 100% LC member do CA

5. RETENTION RATE• Short term Retention rate: 100% (4/2014 recruitment)

• Retention rate of last 3 recruitment

• 9/2013: 81.6%• 12/2013: 88.8%• 4/2014: 100%

• Overall retention rate of last 3 recruitment (based on formula stated in LC planning guideline. For more detail, Please find in Talent Pipeline file, tab “Talent Pipeline”, KPI part at the end of the file: https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPbUZuRWZvVFlDTUE )

= (0.816/14+0.88/6+1/2)/(1/14+1/6+1/2)= 95.5%

RR of all recruitment (from Jan 2014-June 2014)

RR= (100%+ (95.5%*2))/3=0.97

Jan Feb Mar Apr May Jun

89.36% 83.27% 79.69% 89.94% 81.24% 77.28%

6. MEC AND LEAD DELIVERY

MEC and LEAD Delivery (# of MEC and LEAD delivered/# of MEC and LEAD planned)

OGX:

1. Global Citizen: marketing & product understanding (VP OGX 2)

2. OGX functional training: product focus, exchange process, operational knowledge (VP OGX 1)

3. Global Talent: CEM,IR (VP OGX 1)

4. Quality Management: CEM&EP Development Plan implementation (VP OGX 1)

5. Induction to function, organizational understanding (VP OGX 1,2)

Cover 5/7 MEC category (please find OGX MEC excel attached) iGCDP

1. iGCDP functional training: product focus, exchange process, operational knowledge (VP iGCDP 1)

2. Event organizing (VP iGCDP 1)

3. Matching (VP iGCDP 1)

4. IS (VP iGCDP 1)

5. Induction to function, organizational understanding (VP iGCDP 1,2) Cover 4/11 category (please find iGCDP MEC excel attached)

Documents: Please find attached MEC folder

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPU19Ud1RDOUs3NW8

6. MEC AND LEAD DELIVERY

MEC and LEAD Delivery (# of MEC and LEAD delivered/# of MEC and LEAD planned)

Marketing

1. Induction to function, organizational understanding (VP Mar)

2. Marketing overall training for newbie (market research) (VP Mar 13-14 Tu Nguyen)

3. Marketing planning (VP Mar)

4. Photoshop (VP Mar)

5. Communication training (VP Mar)

Cover 5/9 category (please find iGCDP MEC excel attached) iGIP & BD

1. Questioning skill (VP ICX 10-11 Khanh An Nguyen)

2. LinkedIn training (VP iGIP)

3. How @ relevant to your career (VP ER 13-14 Giang Bui)

4. Phonecall & email (VP iGIP, VP BD)

5. How to deal with different type of people (VP ER 13-14 Giang Bui)

5 MEC delivered

Total: # of MEC and LEAD Delivered/ # of MEC and LEAD Planned = 19/27

Documents: Please find attached MEC folder

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPU19Ud1RDOUs3NW8

7. TXP QUALITY (TMP NPS SCORE AND TLP NPS SCORE)

NPS Score Result

          Total TMP (220) TLP (98) NPS ScoreTotal

member

Total respons

esPercent

age TMP TLPPromot

er PassiveDetract

orPromot

er PassiveDetract

orPromot

er PassiveDetract

or TMP TLP Total

FTU Ho Chi

Minh

108 101 94% 68 33 53 39 9 29 30 9 24 9 0     

Excluded OC Ignite 7ppl and LCP 

    67% 33% 52% 39% 9% 43% 44% 13% 73% 27% 0%

29 73 44

TMP NPS: 29TLP NPS: 73Response rate: 94% (101/108 – not included LCP and OC Ignite 7 ppl)Source: NPS Analysis from NST TM Trang Pham

8. BOOKLET PRESENTING OPPORTUNITIES

We don’t have booklet. Otherwise, we use:

+ LC opportunity library tab in LC database file accessible to whole LC

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPbUZuRWZvVFlDTUE

+ LC official wiki on myaiesec.net and update and release all JD package before reallocation time, at the beginning of phase:

http://www.myaiesec.net/content/viewwiki.do?contentid=10188534

9. INITIATIVES

9.1. ADJUSTED TMP RECRUITMENT: SUB-PRODUCT AND VALUE-BASED ASSESSMENT

Description:

- TMP Recruitment were changed under the name “Young Leader Program” to emphasize leadership value of AIESEC and be more attractive to external student

- In the final interview round, FTU HCM apply value-based assessment for GEN 2015 model to assess candidate.

Documents: Please find attached ‘initiatives’ folder

https://drive.google.com/?tab=wo&authuser=0 - folders/0B87U4-Hg02UPWERfNzRjcVFvS0E

9.2. REWARD AND RECOGNITION (ADJUSTED) 1. Frequent Reward and Recognition adjusted to LC Focus

100% LC members participate in R&R System

Documents: Please find attached ‘initiatives’ folder

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPalZwNUU2bUZETTQ

9.3. BUDDY SYSTEM

Description:

A program in which newbies and seniors are matched randomly to try to win given challenge. This program is created to help new members adapt fast with LC in terms of connection and knowledge Support Talent induction process.

90% newbies participated

Documents: Please find attached ‘initiatives’ folder

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPNHhIelk3d0ZTd3c

9.4. OCP LEARNING CIRCLE Enhance connection and learning among OCPs cross-project

Topic (base on LC member comment in NPS survey):

1. Six elements of AIESEC learning environment (training, mentoring, coaching, learning circle, conference, virtal channels) and MEC

2. How AIESEC is relevant to members

3. Synergy within OC and with other projects in same function:

4. Member development progress

5. Team culture & spirit

6. Newbies don't understand JD, Seniors have pop-up JD 

7. (Newbie) Understanding about LC

8. Grit + Commitment to the final goal of project -> connection

9. Clarity of goal

Documents: Please find attached ‘initiatives’ folder

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPUTRGNXZ0bmJORTA

9.5. NEWBIE LEARNING CIRCLE Connect members with top leaders

Succession Planning

Opportunity for EB to implement coaching and mentoring for LC members

Documents: Please find attached ‘initiatives’ folder

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPR1ZCXy1XZExoMG8

9.6. LEADERSHIP COFFEE TALK To enhance Talent Succession Process

To provide overview knowledge and sharing about leadership positions released in phase 2 for LC member

Encourage LC member apply for Leadership position in phase 2

Documents: Please find attached ‘initiatives’ folder

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPUm53UnFRdHNYQk0

9.7. LST SELECTION AND MANAGEMENT• Local supporting team are the TMP candidate who fail in the final

interview round

• Have aspiration to join AIESEC for 2 month as a supporter for projects. If they meet the criteria stated in the LST management framework, they can become official member

• Experience EwA stage

Documents: Please find attached ‘initiatives’ folder

JD package for LST (please find in the folder LST)

Management framework (please find in the folder LST)

I2A for LST

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPellxcUNTUk9HTDA

9.8. OCP TRANSITION CAMP

- Description: Hold in 22th-23th Feb 2014, OCP transition camp is to enhance quality of transition process for middle manager, equip overall knowledge for them

Documents: Please find attached ‘initiatives’ folder

OCP camp agenda file

https://drive.google.com/?tab=wo&authuser=0#folders/0B87U4-Hg02UPdTBlZ3ZMWTV3Z1k