tc driving o gip
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Talent Capacity driving oGIP
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What is TC?
Talent capacity is the amount of talent that you have and their capabilities to run the organization.
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What does that mean for you?
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Planning and recruitment for oGIP
1. What kind of people does oGIP need?2. Planning for oGIP recruitment?3. When to recruit?4. Ideal number of people at any given point?
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Induction process for oGIP
1. What kind of induction process does an oGIP member need to go through?
2. What does the first department meeting need to be like? – what to cover etc.
3. What is the learning of a participant from oGIIP?
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LCVP oGIP JDTeam Purpose To Supply the Best Quality EPs to the AIESEC Network
Job Description and role of VP -Market Research & Market Segmentation -Analysis of the Global Supply & Demand & Alignment of the LC to it - Marketing oGIP & the LC within the AIESEC Network -Marketing & Promoting oGIP in the city -Overlooking recruitment,induction ,prepration & delivery of EPs in the LC and
Specific deliverables -Ensuring high delivery & realization rates in the LC -Ensuring that every Ep goes through the entire EP process -Ensuring high quality EPs are recruited -Achievement of the Ra Ma Re Targets
Specific skills required Communication skills, Presentation skills, Analytical skills(DAAL,AFT,S&D,MR) ,Negotiation skills,Pro-active learning, Global mindset, Ability to manage multiple things at a given point of time.
AIESEC Knowledge required AIESEC Way,2015,AIESEC Global Supply & Demand.
Outgoing GIP
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Ideal OS for oGIP
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LC VP oGIP
TL SubProduct 1
EP Manager EP Manager EP Manager
TL SubProduct 2
EP Manager EP Manager EP Manager
TL Pilot Projects
EP Manager EP Manager EP Manager
Manager Alumni Delivery
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Keep in mind • Every LC must focus on working with a maximum of 2 sub products.
Decide this by identifying the top institutes or EP pool in specific sub products in your LC.Also,keep in mind the Global Supply & Demand
• An LC may choose to have a TL for ‘Pilot Projects’ in case there is a niche market the LC would like to develop/test/pilot for itself
• An LC may choose to have a Manager for Alumni Eps depending on the number of Alumni choosing to go on exchange or the Alumni market for that LC
• Keep in mind that a TL must have a minimum of 3 members for it to be considered as a team.
• 3:1 – Ensure that an EP manager(member) is not managing more that 3 eps at any given point of time. Managing more than 3 Eps will result is poor EP engagement,effeciency,productivity and longer matching durations.
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Food for thought !!
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What is the Value Proposition for a member in oGIP?
• Professionalism.• Building International contacts.• Culture .• Global Economic Trends• Corporate Exposure• Dual Job roles.• Global HR• Indepth knowledge of job roles available in various markets.• Platform to innovate.
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How will you build an oGIP culture?
• By reflecting• Driving behavior down.• Encourage LC participation.• Member Recognition.• Sense of Understanding.• Accountability.• Social Gathering.• Transparency.• LC Participation.• Focus on Bigger Picture.• Sense of belonging.• Alignment of Personal Goal.
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What is the process of induction you will follow for oGIP members?
• Start with making them understands their WHY in AIESEC and connecting it with oGIP.
• Culture driven and less work oriented.• Connecting to members at a personal level.• Making oGIP as basic as possible for a GB members to
understand.• Ice Breakers.• WHY, WHAT and HOW?• Sense of Responsibility.• Creative
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What are the skills and competencies required for oGIP?
• Professionalism.• Patience.• Sub product specific knowledge.• Value Driven.• Reliable.• Accountable• Extrovert.
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How will be engage members effectively in oGIP ?
• Creativity with members.• Chill outs• LC Participation.• Encourage CEED.• Recognition• VP Treat• Regular Dep Meet• Sharing Personal Exp.• Jives• Recognition.
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To understand more about Talent Capacity and how to use it to grow oGIP,please visit the following wiki:
http://www.myaiesec.net/content/viewwiki.do?contentid=10234019