AIESEC Indonesia Talent Management |1314| Talent Review Template

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Information about AIESEC Indonesia Talent Management |1314| Talent Review Template
Education

Published on February 19, 2014

Author: christinakelman

Source: slideshare.net

+ Talent Review Template Eg. LC ABC

+ Local Overview 100 90 80 Business Development 70 MARCOMM 60 External Relations OD & Expansion 50 Talent Management 40 ICX GIP OGX GIP 30 ICX GCDP 20 OGX GCDP 10 OD & Expansion 0 0 0.5 1 1.5 2 2.5 3 3.5 4

+ Member Clusters Stars 1% Talent Pool 31% Regular Development 36% High Committed 5% High Talented 2% Low Performance 25% Regular Performing 0%

+ Highlight  0% Regular performing (low development, mid performance)  36% Regular performing (mid development, low performance)  25% Low performing (low development, low performance)  31% Talent pool (mid/high development, mid/high performance)

+ Highlight     0% Regular performing (low development, mid performance) 36% Regular performing (mid development, low performance)  Low Performing (low Development low performance) - 25% 20/79;  2/20 finance; 3/20 MarCom; 1/20 ER; 2/20 TM; 1/20 ER; 1/20 oGIP; 5/20 iGCDP; 1/20 oGCDP; 4/20 OD Expansion  Regular Development (mid Development low performance) 35% - 28/79; 25% Low performing  3/28 Finance; 2/28 BD; 3/28 MarCom; 3/28 ER; 4/28 OD Expansion; 1/28 TM; 3/28 iGIP; 2/28 iGCDP; 6/28 oGCDP (low development, low performance)  Talent Pool (high/mid Development high/mid performance) 30% - 24/79; 31% Talent pool (mid/high development, mid/hig 1/24 finance; 2/24 MarPR; 3/24 ER; 2/24 OD Expansion; 5/24 TM; 4/24 oGIP; 3/24 iGCDP; 4/24 oGCDP h performance)

+ Recommendations  Read PAs from Talent Pool more in depth to understand the key issues holding back performance and development  Tailor learning and development plans based on PAs above to push ‘Talent Pool’ into stars for leadership pipeline.  Review CAT for your entity and develop learning and development plan to ensure the lowest scoring competencies are focused on.  Educate TLPs of functions with low PAs about tracking and operational consultancy/coaching  Educate TLPs of functions with low Competency scoring about team communication.  Develop mentorship program and ensure low competency scoring TMPs are allocated effectively.

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