Welcome !
July !
Talent Management Analysis
Before that congrats binus, pu, umm for not submitting :)
keep in mind that july output is still relevant up till now because most lc haven’t recruit their newies, so the hr availability condition is still the same in august
Capacity
Achieved HR 180
1. 2. 3. 1354. 5.
Target HR
Notes: In terms of HR availability , LC can be called as healthy in July if: Overall HR availability is more than 0.33 3 exchanger function has HR availability more than 0.33 focus program must be up higher than 0.33 Marketing or ER/BD HR availability is more than 0.33 (accordingly to focus program) healthy talent planning (not much structure needed to be adjusted) 122
174
120
0.61 Healthy
105 99 90
84
83
69
67
73
73
UI
UD
50
45
40
41
41 39
37
35
34 28
21
18
13 0
4
UA
PMBS
Surabaya UNHAS Bandung
UGM
UB
UPNVY
UNILA
UNS
Nationally, aiesec in indonesia HR availability is good. however, several functions are not healthy. which are iGCDP Adhoc and Marcomm.
!
so SALES and MARKETING education should be MC priority to cope with the lack of HR availability in Marcomm and iGCDP adhoc. Achieved amount of HR
Target HR
200
185
150
148 140
0.47 Healthy 100
1360.38
136 0.43 127
Healthy
Healthy
0.50 Healthy
102
0.34 Healthy
66
64
61
0.78 Healthy
58
51 50
40
35
0.88 Healthy
40 51
14 16 0
oGIP
iGIP
oGCDP iGCDP Adhoc
TM
Marcomm
ER/BD
Expansion
Finance
Great JOB oGIP! So far we are achieving our target. But be very careful because target in September and October for oGIP is going to be massive! So national suggest:
oGIP Target"1415" 11"
Achieve"1415"
!
Achieve"1314"
PIC: LCP, LCVP TM, LCVP oGIP, LCVP Marketing
! FOCUS on making THE RIGHT PROMOTION & RECRUIT the RIGHT PEOPLE & EDUCATE YOUR EP and OC well
6" 5" 4"
4" 3"
1" 0" Raise"
0" Match"
200
150
0.34 Healthy 100
50
0
oGIP
Realize"
!
Achieved amount of HR Target HR a. Focus to attract specific people to smoothen Ma-Ra-Re b. Recruit in strict manner. Even if the promotion already specific, but you have to be strict in recruiting specific 0.47 0.38 0.43 profile based on your Healthy LC partner needs. If they need Healthy Healthy 0.50 engineering, then recruit only engineering students, not Healthy Fisheries. okay? LCP please ensure this and LCVP TM help to make oGIP understand through education, so during SRB, there will be no random people accepted. 0.78 Healthy c. After you recruit, please give them education for TTI to increase their interview 0.88 skills. LCVP TM, please synergies with oGIP in doingHealthy this. d. Also, please prepare your HR for upcoming GIP fair. Have you recruit OCP? or have you allocated people it? especially UPNVY in iGIP oGCDP iGCDP Adhoc in TM MarcommBandung, ER/BD Surabaya Expansion and Finance September and PU in October.
iGIP
Target#1415#
The result of JULY is QUITE WEIRD because the HR is there, but the result is not good. FOR iGIP, National Suggestion will be: Achieve#1415#
!
Achieve#1314#
25#
!
21#
14# 8#
7#
12# 8#
7#
Raise#
Match#
200
PIC: LCP, LCVP TM, LCVP iGIP, LCVP ER/BD
7#
FOCUS on building STRONG SALES CULTURE & CLARITY of NEW BUSINESS MODEL to LC PARTNER
!
a. make clear ongoing education system and relates it Realize# with your R&R. focusing on building sales culture Achieved amount of HR HRetc. and don’t forget to (make cold call dayTarget in LC, showcase it)
!
0.47 Healthy
150
0.38 Healthy
0.34 Healthy 100
b. delegates some the RA—MA stuffs to your team 0.43 Healthy 0.50 member, because national sense that only VPs that do Healthy all stuffs alone. Please put trust into your team member more and train them rather than take over their JD. Don’t forget ER/BD has to HELPS!
!
50
0
oGIP
iGIP
oGCDP
0.78 Healthy Indonesia
c. in matching, please deliver/stress more in new business model. because0.88 IDR 0 salary seems to hinder our matching process.Healthy Clarify that salary will be reimbursed in internship. Make more webinar with LC partner and clarify new business model. Showcase iGCDP Adhoc your TM intern Marcomm Expansion Finance more in ER/BD webinar, so potential applicant know that salary is there, but in reimbursement.
oGcdP
The result of JULY is OBVIOUS because the HR in Marketing is not there. FOR oGCDP, National Suggestion will be:
!
PIC: LCP, LCVP TM, LCVP oGCDP, LCVP Marketing
1314
1415
Target
! FOCUS on ALLOCATING PEOPLE in MARKETING & FASTEN INDUCTION for UPCOMING RECRUITMENT
215
!
30
a. clearly we need to allocate more people in marketing, fast. not only that, fast induction to make member Achieved amount of HR perform faster should be done. especially for physical 200 promotion. for digital marketing, focus on the education to ensure the right marketing (viral and right 0.47 0.38 message). Healthy Healthy 0.50
!
150
18
82
60
Raise
61
216
63
3
Match
Realize
Target HR
0.43 Healthy
Healthy
b. also, education for current member recruited seems to be 0.34 lacking, so promotion is not working properly. LCVP 100 Marketing and oGCDP please sit together to really do Healthy research or create strategy in doing off peak for next of peak and upcoming winter peak as well. Tap the right 50 channel. Have BD helps to make partnership with university for off-peak. Utilise promoters from off-peak to really amplify the benefits of exchange in off-peak 0 oGIP iGIP oGCDPin iGCDP Adhoc TM TMand season. Consolidate the output to LCVP educate your member.
0.78 Healthy 0.88 Healthy
Marcomm
ER/BD
Expansion
Finance
! The result of JULY is NOT REALLY MAKE SENSE because the even though HR in iGCDP Adhoc is not there, but ER/BD suppose to help iGCDP Adhoc. FOR iGCDP Adhoc, National Suggestion will be:
!
iGcdP 1314
1415
Target
PIC: LCP, LCVP TM, LCVP iGCDP, LCVP ER/BD
! FOCUS on EXPAND ER/BD CAPACITY & FOCUS on building STRONG SALES CULTURE & Achieved amount of HR ALLOCATE and ENSURE PROJECT CAPACITY 200
359
39
136
127
120
80 Raise
Match
353
29
8 Realize
Target HR
!
a. make clear ongoing education system and relates it 0.47 with your R&R. focusing on0.38 building sales culture Healthy 150 (make cold call day in LC,Healthy etc. and don’t 0.50 forget to Healthy showcase it)
0.43 Healthy
!
0.34 b. delegates some the RA—MA stuffs to your team 100 Healthy member, because national sense that only VPs that do all stuffs alone. Please put trust into your team member 50 more and train them rather than take over their JD. Don’t forget ER/BD has to HELPS!
0.78 Healthy 0.88 Healthy
! 0 c. Don’t forget to recruit OCs as soon as possible and iGIP iGCDP Adhoc TM educate oGIP accordingly to youroGCDP education plan
Marcomm
ER/BD
Expansion
Finance
other highlights for expansion, it is really clear that 88% of HR needs has been fulfilled, but you can see the healthiness of expansion is really low. so why does this happen? lc sister doesn’t care? they are not educated enough? or else?
Achieved amount of HR
Target HR
200
0.47 Healthy
150
0.38 Healthy
0.43 Healthy
0.50 Healthy
0.34 Healthy 100
0.78 Healthy 0.88 Healthy
50
0
oGIP
iGIP
oGCDP iGCDP Adhoc
TM
Marcomm
ER/BD
Expansion
Finance
HR Availability
oGIP Member efficiency
3
2.25
1.5
0.75
0
UA
PMBS
Surabaya
UNHAS
Cluster Matching efficiency
Bandung
UGM
UB
UPNVY
LC
1.0 - 3.0
UI, UNHAS, UD, UA, PMBS, Bandung
2
< 1.0
Surabaya, UGM, UB, UPNVY, UNS
oGIP
when
reach
UNS
UI
UD
Suggestion -
1
UNILA
UNHAS, please do re-structure as soon as possible (make VP oGIP has 3 TL and 3 staffs each). Donâ&#x20AC;&#x2122;t be too ambitious on setting the member efficiency goal, because originally your target is in Cluster 2, hence your ME should be in Cluster 2.
! -
oGIP AIESEC in Indonesia is aiming for overall member efficiency of 1.34 for now.
, means your HR is completely fulfilled
HR Availability
oGIP Member efficiency
3
2.25
1.5
0.75
0
UA
PMBS
Surabaya
UNHAS
Bandung
UGM
HR Availability
LC
0.49 - 1.0
UNHAS, PMBS, UB
UB
UPNVY
UNILA
UNS
UI
UD
Comment -
Overall, we can see that we are really still lack of HR Availability in oGIP nationally.
! 0.31 - 0.49
UD, UA, UGM, UI
< 0.31
UNS, Bandung, UPNVY, Surabaya
oGIP
when
reach
-
However, because itâ&#x20AC;&#x2122;s still the start of the term, HR Availability > 0.31 is still considered as healthy (fulfilment of Middle Management Board, first).
, means your HR is completely fulfilled
re-structure suggestion VP#oGIP#
unhas
Staff#01# Staff#02# Staff#03# into VP#oGIP# Staff#01# Staff#02# Staff#03# Staff#04# Staff#05#
ogIp
HR Availability
Matching Efficiency
Raising Efficiency
7
5.25
3.5
1.75
0
Cluster
UA
PMBS
SBY
Efficiency Raising
UNHAS
BDG
UGM
UB
LC
Matching
1
3.0 - 4.0
UNILA
UNS
UI
Suggestion -
Bandung, UNHAS, Surabaya, Unila, 2.0 - 3.0 UB, UI, UA, PMBS, UNS
UPN
!
Overall iGIP in AIESEC in Indonesia is not healthy at all in terms of Talent Planning and HR allocation.
Based on Target, supposed that: 1. Bandung, Surabaya, UI, UA in Cluster 1 2. Unhas, UB, UGM, PMBS, UNS in Cluster 2 3. UPNVY, Unila in Cluster 3 -
2
3
1.60 - 2.90 1.0 - 2.0
0.70 - 1.50 0.50 - 1.0
UGM, UPNVY
! -
iGIP
when
reach
For UGM, please decrease your structure For Unila, please adjust your Ra-Ma/Ma Rate, so you can achieve 1 Re without doing much Ra-Ma.
, means your HR is completely fulfilled
HR Availability
Matching Efficiency
Raising Efficiency
7
5.25
3.5
1.75
0
Cluster
UA
PMBS
SBY
Efficiency Raising
UNHAS
BDG
UGM
UB
LC
Matching
1
2
3
3.0 - 4.0
-
1.60 - 2.90 1.0 - 2.0
0.70 - 1.50 0.50 - 1.0
iGIP
when
UGM, UPNVY
reach
UNILA
UNS
UI
Suggestion -
Bandung, UNHAS, Surabaya, Unila, 2.0 - 3.0 UB, UI, UA, PMBS, UNS
UPN
! -
For UNHAS, UB, PMBS and UNS, please increase/ add HR into your structure, so your ME will decrease into Cluster 2. For Bandung, UI and Surabaya, I know that your target is in Cluster 1, but please consider the workload of your member and add more HR into your structure, so the ME will be synchronised to the OD model, hence healthy LC growth. iGIP AIESEC in Indonesia is aiming for overall Raising efficiency of 4.11 and Matching efficiency of 2.66 for now.
, means your HR is completely fulfilled
HR Availability
Matching Efficiency
Raising Efficiency
7
5.25
3.5
1.75
0
UA
PMBS
SBY
UNHAS
BDG
UGM
HR Availability
LC
0.49 - 1.0
PMBS, UNHAS, UB, UPNVY, Unila, UI
UB
UPN
UNILA
UNS
UI
Comment -
Overall, we can see that we are really still lack of HR Availability in iGIP nationally.
! 0.31 - 0.49
UGM, UNS
< 0.31
Bandung, Surabaya, UA
iGIP
when
reach
-
However, because itâ&#x20AC;&#x2122;s still the start of the term, HR Availability > 0.31 is still considered as healthy (fulfilment of Middle Management Board, first).
, means your HR is completely fulfilled
re-structure suggestion pmbs
surabaya VP iGIP
VP#iGIP#
M02#(Development# Coordinator)#
Raising#&#Matching#Staff# 1#
Raising#&# Matching#Staff#2#
Raising#&# Matching#Staff#3#
into
ET Manager
ET Manager
Staff 1
Staff 4
Staff 2
Staff 5
Staff 3
Staff 6
Development Coordinator
into
VP#iGIP#
VP iGIP M02#(Development# Coordinator)#
Raising#&#Matching# Staff#1#
igip
Raising#&# Matching#Staff#2#
Raising#&# Matching#Staff#3#
Raising#&# Matching#Staff#4#
ET Manager
ET Manager
ET Manager
Staff 1
Staff 5
Staff 9
Staff 2
Staff 6
Staff 10
Staff 3
Staff 7
Staff 11
Staff 4
Staff 8
Staff 12
Development Coordinator
re-structure suggestion unhas
bandung LCVP%iGIP%
VP iGIP LCVD%iGIP%UNPAD%
Staff 1
Staff 2
Staff 3
VP iGIP Manager SP A
Manager SP B
Staff 4
into
Staff 2
igip
Staff 3
Staff 5
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Quality%and% development% manager%
into LCVP%iGIP%
Development Coordinator LCVD%iGIP% UNPAD% (Marke3ng)%
Staff 1
LCVD%iGIP%ITB%
LCVD%iGIP% UNPAD% (Teaching%1)%
LCVP%iGIP% UNPAD/ITB% (Teaching%2)%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
Staff%
LCVD%iGIP%ITB%(IT)%
LCVD%iGIP%ITB% (Marke3ng)%
Staff 6
Staff 7
Staff%
Quality%and% development% manager%
re-structure suggestion ugm
ub
VP#iGIP#
M01#(Formal# Educa5on#Rela5ons# Manager)#
VP#iGIP#
M02#(Informal# Educa5on#Rela5ons# Manager)#
M01#(Formal# Educa5on#Rela5ons# Manager)#
M03#(Service#&# Quality#Manager)#
M02#(Informal# Educa5on#Rela5ons# Manager)#
S01#(Marke5ng#TN# Yogyakarta)#
S04#(Marke5ng#TN# Jawa#Tengah)#
S07#(Service)##
S01#(Raising#&# Matching#APP)#
S04#(Raising#&# Matching#APP)#
S02#(Marke5ng#TN# Yogyakarta)#
S05#(Marke5n#TN# Jawa#Tengahg)#
S08#(Service)#
S02#(Raising#&# Matching#CEE)#
S05#(Raising#&# Matching#CEE)#
S03#(Matching#TN# Yogyakarta)#
S06#(Matching#TN# Jawa#Tengah)#
S09#(Quality)#
VP#iGIP#
into
VP#iGIP#
S01#(Formal#Educa5on# Rela5ons#StaďŹ&#x20AC;)#
igip
M03#(Service#&# Quality#Manager)#
S02#(Informal#Educa5on# Rela5ons#StaďŹ&#x20AC;)#
S03#(Raising#&# Matching#Others)#
S06#(Raising#&# Matching#Others)#
into S03#(Educa5on#Seller)#
S04#(Service#&#Quality# Manager)#
M01#(Formal# Educa5on# Rela5ons# Manager)#
M02#(Informal# Educa5on# Rela5ons# Manager)#
S01#(Raising#&# Matching#APP)#
S05#(Raising#&# Matching#APP)#
S02#(Raising#&# Matching#CEE)#
S06#(Raising#&# Matching#CEE)#
S03#(Raising#&# Matching# Others)#
S07#(Raising#&# Matching# Others)#
S04#(Raising#&# Matching)#
S08#(Raising#&# Matching)#
M03#(Service#& Quality# Manager)#
re-structure suggestion uns
ui VP#iGIP#
VP#iGIP#
ET#Seller#
ET#Seller#
into
ET#Seller#
Development# Coordinator#
Current# Market# Manager#
New#Market# Manager#
Non@corp# Manager#
Staff#01#
Staff#04#
Staff#07#
Staff#10#
Staff#02#
Staff#05#
Staff#08#
Staff#11#
Staff#03#
Staff#06#
Staff#09#
Staff#12#
VP#iGIP#
ET#Manager#
igip
Current# Market# Manager#
ET#Seller#
Development# Coordinator#
into
VP#iGIP# Current# Market# Manager#
Current# Market# Manager#
New# Market# Manager#
Non@corp# Manager#
Staff#01#
Staff#04#
Staff#02#
Staff#05#
Staff#01#
Staff#05#
Staff#09#
Staff#13#
Staff#03#
Staff#06#
Staff#02#
Staff#06#
Staff#10#
Staff#14#
Staff#03#
Staff#07#
Staff#11#
Staff#15#
Staff#04#
Staff#08#
Staff#12#
Staff#16#
HR Availability
Matching Efficiency
14
10.5
7
3.5
0
UA
PMBS
SBY
UNHAS
BDG
UGM
Cluster
Matching Efficiency
LC
1
7.0 - 10.0
UI, UD, Bandung
2
3.0 - 6.0
UA, PMBS, Surabaya, UNHAS, UGM, UB, UNS
UB
UPN
-
-
1.0 - 3.0
oGcdP
UPNVY, Unila
when
reach
UNS
UI
UD
Suggestion
! 3
UNILA
For UI and UD, I know that your target is in Cluster 1, but please consider the workload of your member and add more HR into your structure, so the ME will be synchronised to the OD model, hence healthy LC growth. oGCDP AIESEC in Indonesia is aiming for overall Matching efficiency of 5.93 for now.
, means your HR is completely fulfilled
HR Availability
Matching Efficiency
14
10.5
7
3.5
0
UA
PMBS
SBY
UNHAS
BDG
UGM
HR Availability
LC
0.49 - 1.0
UNHAS, UGM, UB, UI
UB
UPN
UNILA
UNS
UI
UD
Comment -
Overall, we can see that we are really still lack of HR Availability in oGCDP nationally.
! 0.31 - 0.49
< 0.31
oGcdP
-
UA, PMBS, Surabaya, Bandung, UPNVY, Unila, UNS, UD
when
reach
However, because itâ&#x20AC;&#x2122;s still the start of the term, HR Availability > 0.31 is still considered as healthy (fulfilment of Middle Management Board, first).
, means your HR is completely fulfilled
re-structure suggestion ud
ui VP#oGCDP#
VP#OGX#GCDP#
CEE#&# MENA#
CEE#&# Ini8a8ve#
SEA# Exchange#
Greater# Asia#
M01#(Europe#A)#
M02#(Europe#B)#
M03#(Asia#Pasific)#
M04#(South#East# Asia#&#Expansion)#
Staff#01#
Staff#04#
Staff#07#
Staff#10#
Staff#01#
Staff#04#
Staff#07#
Staff#10#
Staff#02#
Staff#05#
Staff#08#
Staff#11#
Staff#02#
Staff#05#
Staff#08#
Staff#11#
Staff#03#
Staff#06#
Staff#09#
Staff#12#
Staff#03#
Staff#06#
Staff#09#
Staff#12#
VP#OGX#GCDP#
VP#oGCDP#
into
M01#(Europe#A)#
M02#(Europe#B)#
M03#(Asia# Pasific)#
M04#(South#East# Asia#&# Expansion)#
Staff#01#
Staff#05#
Staff#09#
Staff#13#
Staff#02#
Staff#06#
Staff#10#
Staff#14#
Staff#03#
Staff#07#
Staff#11#
Staff#15#
Staff#04#
Staff#08#
Staff#12#
ogcdp
CEE#&# MENA#
CEE#&# Ini9a9ve#
into
SEA# Exchange#
Greater# Asia#
Staff#01#
Staff#05#
Staff#09#
Staff#13#
Staff#02#
Staff#06#
Staff#10#
Staff#14#
Staff#03#
Staff#07#
Staff#11#
Staff#15#
Staff#04#
Staff#08#
Staff#12#
Staff#16#
HR available overall
Matching Efficiency
Raising Efficiency
14
10.5
7
3.5
0
UA
Cluster
PMBS
SBY
Efficiency Raising Matching
UNHAS
BDG
UGM
UB
UPN
LC
UNILA
UNS
UI
UD
Suggestion -
1
5.1 - 8.5 8.0 - 10.0
UA, Surabaya, UD
2
4.0 - 5.0 5.0 - 7.0
PMBS, UNHAS, Bandung, UGM, UI
!
Overall iGCDP in AIESEC in Indonesia is not balance in terms how they allocated HR in doing Raising and Matching, because different with iGIP, JD for Matching and Raising is allocated in different HR.
Based on each cluster, national suggestion would be: 1. For Unhas, Unila, UA, Bandung, UPNVY, UB, please add more people to your Raising Task Force -
3
1.0 - 3.0 2.0 - 5.0
UB, Unila, UNS, UPNVY
iGCDP Adhoc
when fulfilled
reach
, means your HR is completely
HR available overall
Matching Efficiency
Raising Efficiency
14
10.5
7
3.5
0
UA
Cluster
PMBS
SBY
Efficiency Raising Matching
UNHAS
BDG
UGM
UB
UPN
LC
UNS
UI
UD
Suggestion
1
5.1 - 8.5 8.0 - 10.0
UA, Surabaya, UD
2
4.0 - 5.0 5.0 - 7.0
PMBS, UNHAS, Bandung, UGM
3
1.0 - 3.0 2.0 - 5.0
UB, Unila, UNS, UPNVY, UI
iGCDP Adhoc
UNILA
when fulfilled
2. For Surabaya, please add more people to your Matching Task Force 3. For UD, you don’t separate Matching & Raising structure, I suggest you to keep an eye on retention & education delivery 4. For UI, my suggestion is please re-allocate 1 task force into other exchange function that needs the most for healthier choice in iGCDP growth, so your people will get used to challenging JD (based on TC you’re in cluster 3, you know you’re better than this).
reach
, means your HR is completely
HR available overall
Matching Efficiency
Raising Efficiency
14
10.5
7
3.5
0
UA
Cluster
PMBS
SBY
Efficiency Raising Matching
UNHAS
BDG
UGM
UB
UPN
UI
UD
Suggestion
5. For UB, please clarify your iGCDP Adhoc structure as its concept is not the same with the talent planning.
5.1 - 8.5 8.0 - 10.0
UA, Surabaya, UD
2
4.0 - 5.0 5.0 - 7.0
PMBS, UNHAS, Bandung, UGM
! -
1.0 - 3.0 2.0 - 5.0
UNS
LC
1
3
UNILA
UB, Unila, UNS, UPNVY, UI
iGCDP Adhoc
when fulfilled
reach
iGCDP Adhoc AIESEC in Indonesia is aiming for overall Raising efficiency of 5.28 and Matching efficiency of 5.79 for now.
, means your HR is completely
HR available overall
Matching Efficiency
Raising Efficiency
14
10.5
7
3.5
0
UA
PMBS
HR Availability
0.49 - 1.0
SBY
UNHAS
BDG
UGM
UB
UPN
UNILA
LC Raising
-
UNHAS, UI
! 0.31 - 0.49
UD, Unila
UD, Unila
< 0.31
UA, PMBS, Bandung, UA, UGM, UB, UPNVY, UNS
Surabaya, UA, PMBS, Bandung, UA, UGM, UB, UPNVY, UNS
iGCDP Adhoc
when fulfilled
reach
UI
UD
Comment
Matching
Surabaya, UNHAS, UI
UNS
-
Overall, we can see that we are really still lack of HR Availability in iGCDP Adhoc nationally. However, because itâ&#x20AC;&#x2122;s still the start of the term, HR Availability > 0.31 is still considered as healthy (fulfilment of Middle Management Board, first).
, means your HR is completely
re-structure suggestion bandung LCVP% IGCDP%
LCVP% IGCDP% LCVD%UPI% (Adhoc)%
LCVD%UPI% (Adhoc)%
Adhoc% Team%
Adhoc% Team%
VP#iGCDP# Adhoc# Manager# 01#
Manager# 02#
Adhoc% Team%
into
Adhoc% Team%
iGCDP Adhoc
Manager# 03#
Manager# 04#
Staff#01#
Staff#04#
Staff#07#
Staff#10#
Staff#02#
Staff#05#
Staff#08#
Staff#11#
Staff#03#
Staff#06#
Staff#09#
Staff#12#
Adhoc% Team%
Adhoc% Team% Adhoc% Team%
ui
into VP#iGCDP# Adhoc# Manager# 01#
Manager# 02#
Manager# 03#
Staff#01#
Staff#04#
Staff#07#
Staff#02#
Staff#05#
Staff#08#
Staff#03#
Staff#06#
Staff#09#
re-structure suggestion UA VP#iGCDP#
VP#iGCDP# M01#(Adhoc# Market#1)# Staff#01# Staff#02# Staf#03# Staff#04#
surabaya
M01#(Adhoc# M02#(Adhoc# Market#1)# Market#2)#
M02#(Adhoc# Market#2)#
VP#iGCDP#
VP#iGCDP#
Staff#01#
Staff#06#
Staff#02#
Staff#07#
Staf#03#
Staff#08#
IR#manager#
IR# manager#
Staff#07#
Staff#05#
Staff#07#
Staff#08#
Staff#06# Staff#07#
Staff#04#
into
Staff#08#
Staff#09#
Staff#09#
Staff#05#
iGCDP Adhoc
Staff#09#
Staff#10#
into
Staff#11#
re-structure suggestion unhas
upnvy
Director( Adhoct( Staff( Adhoc(01(
Staff( Adhoc(02(
VP#iGCDP#
Staff( Adhoc(03(
into Director( Adhoct( Staff(Adhoc( Staff(Adhoc( Staff(Adhoc( Staff(Adhoc( Staff(Adhoc( Staff(Adhoc( 01( 02( 03( 04( 05( 06(
iGCDP Adhoc
Raising# Manager#01#
Raising# Manager#02#
Matching# Manager#
Staff#01#
Staff#04#
Staff#07#
Staff#02#
Staff#05#
Staff#08#
Staff#03#
Staff#06#
Staff#09#
Development# Coordinator#
re-structure suggestion unila VP#iGCDP#
VP#iGCDP# Adhoc# Manager# Staff#01#
Staff#02#
Staff#03#
Adhoc# Manager#
Matching# Manager# Staff#04#
into
Matching# Manager#
Staff#01#
Staff#05#
Staff#02#
Staff#06#
Staff#03#
Staff#07#
Staff#04#
Staff#08#
Staff#05#
Staff#06#
iGCDP Adhoc
please follow up the re-structure by adjusting kPI as well
Functional (Exchanger + Supporters) % of HR
Finance! oGIP! Expansion! 10% 2% 5% ER/BD! 13%
Marcomm! 18%
oGCDP + Marcomm
31%
oGIP + Marcomm
28%
iGCDP Adhoc + ER/BD
27%
iGIP + ER/BD
26%
iGIP! 13%
oGCDP! 13%
TM! 12%
iGCDP Adhoc! 14%
Division of hr allocation
PMBS UGM
UNS
Recognition Congratulations for doing Talent Planning in the right way! :D
UI
Recognition For working so hard to fulfil the HR availability in your LC :)
Recognition
UI
Wait, thereâ&#x20AC;&#x2122;s more! Congratulations for making UI the most healthy LC in terms of HR :)
in your recruitment process, please focus on allocating people to exchanger or marketing or er/bd that is related to your program focus (1st and 2nd priorities)
Average applicant 2.2
1.65
1.1
0.55
0
UA
SBY
Average applicant per TL
>= 2.0
1.01 - 1.99
<= 1.0
UNHAS
BDG
UGM
UB
UNILA
UNS
UI
LC
Comment
Surabaya, UI
Good Job! Maintain this achievement and don’t forget that to maintain your leadership pipeline isn’t just about to inspire others in non-logical manner, but you have to give the right engagement through L&D or fun events as well. So, you can have sustain leadership pipeline, because inspired feeling isn’t something measurable and it’s not sustain enough to ensure their commitment to apply for more higher roles. Please ensure that they will have more valuable experience in their next roles :)
UA, Bandung, UGM, UB, Unila
Yes! You can do more! Please assess your learning and development/engagement events effectivity, qualitatively and quantitatively. How do you communicate the essence of leadership within each training? Please assess how are you communicating new positions to your membership. Is it engaging and packaged in a fun way?
UNS, UNHAS
Please pay attention to your recruited profile. Don’t recruit 4th year students too much because they will graduate anyway and will not have a long time to develop in AIESEC as well as contribute to the achievement if the organisation.
UPNVY
Please pay attention on what will you do to follow-up people that you already recruits, because HR is the most valuable investment in AIESEC. For the next recruitment, please pay attention into how you do induction (first impression does matter) to engage your member in a good atmosphere. Pay attention in how you can fulfil their needs through the right L&D and engagement event. Please use your L&D plan in the right way for the best legacy for 15/16 :)
UD
Data invalid
PMBS
PMBS haven’t open application for Team Leader yet
Intern Buddy Efficiency
EP Buddy efficiency
12
9
6
3
0
UA
PMBS
Buddy Efficiency > 5.0
2.0 - 5.0
SBY
UNHAS
OGX/EP UGM
UA, PMBS, Surabaya, Bandung, UNS, UI, UD
BDG
UGM
UB
UPN
UNILA
UNS
UI
UD
ICX/Intern
Comment
UA, Bandung, UI
Wow! You give a lot of work for your Buddy. Are your Buddy an EwA or Member? If it’s EwA, ensure that they are educated enough, because they are new to AIESEC. If it’s AIESEC-er, you need to adjust their workload because they have other JD in their department :)
UNHAS
Good Job! You guys know the importance of assigning HR efficiently to ensure quality of ELD experience. Remember that GCDP Intern or EP are still considered as our member. Remember Buddy is a JD, not always a HR that needs to be allocated. Next, are you sure that you implemented all the education framework to to your Buddy, so they can handle their EP/Intern well? and Buddy can be a support system of Intern/EP Inner Outer Journey?
< 2.0
Unila
PMBS, Surabaya, UD, UB, Unila
A change of perspective that Buddy is a JD, not a HR that needs to be allocated needs to be happened. Because high efficiency means that you assign massive people, while a JD of Buddy only need several hours of commitment in a week. Yo can provide this micro-experience to your member that will go for exchange after their role finish. Or to boost your member interest in exchange, so IXP can be pushed in your LC :)
Not assigned
UNHAS, UPN
UGM, UPNVY, UNS
How do you ensure your Intern or EP experience fulfil certain standards and have high satisfaction? Please don’t do this again in upcoming realisation :)
% of AIESEC-er assigned as Buddy?
Notes
UA
PMBS
SBY
I see that most of LCs utilise EwA as Buddy. Itâ&#x20AC;&#x2122;s a very good thinking to engage EwA into AIESEC. But, are you upscale them to be our member or be our next Ambassador/Exchange Participant? Are you having an evaluation for them as they close their experience? Are you record them in your database and engage them to your external newsletter and keep them updated with your newest opportunities?
UNHAS
BDG
UGM
UB
UPN
UNILA
UNS
UI
UD
0
25
50
75
100
Total: 32 This is a very low number. Have you upscale all your member to do exchange? How is your internal marketing? Have you done it? Are you planning to do it for winter with synergy of Marketing, TM and oGCDP? What is your planning to incentivise your member so theyâ&#x20AC;&#x2122;ll have more benefits in going for exchange?
!
13% 3% 6%
GCP of India: in LC in India, LC gives incentive for their EB to go for exchange, until it became habits that their next path in AIESEC is whether they are having GCDP experience or having higher role.
22%
6%
9%
3% 3% 6% 9%
19% PMBS UB
UA UPNVY
Surabaya Unila
UNHAS UNS
Bandung UI
Integrated Experience Contribution
UGM UD
you can do it in your lc for gcdp/gip right?
Sample of internal marketing by ai
Learning and development
National L&D delivery per each function (based on LC report) iGCDP
oGCDP
oGIP
iGIP
TM
ER/BD
Finance
MarPRIM
Expansion
60
45
30
15
0
% delivery
Functional
70% - 100%
-
50% -70%
0% - 50%
Comment
TM, MarPRIM
Good! You can do better than that! Please deliver education based on National L&D framework. Check again whether L&D delivered are high quality or not by constantly sending survey to members. Remember that education is so important to be delivered. Not only education, but LEAD as well. If LCPs are still confused, you can contact MCVP TM for further explanation. Don’t expect your member to perform if you haven’t delivered L&D at all.
oGCDP, oGIP, iGIP, iGCDP, Expansion, Finance, ER/BD
LCP and LCVP TM, please closely track your VP whether education has been delivered or not in each function. Please deliver education based on National L&D framework. Check again whether L&D delivered are high quality or not by constantly sending survey to members. Remember that education is so important to be delivered. Not only education, but LEAD as well. If LCPs are still confused, you can contact MCVP TM for further explanation. Don’t expect your member to perform if you haven’t delivered L&D at all.
National L&D delivery per LC (based on LC report) % L&D delivery in July 100
75
50
25
0
UGM
PMBS
UNS
Surabaya
UPNVY
Unila
UB
Bandung
UI
UD
% delivery
Functional
70% - 100%
UB, UI
GOOD JOB GUYS! KEEP UP THE GOOD WORK!
UPNVY
Good! You can do better than that! Please deliver education based on National L&D framework. Check again whether L&D delivered are high quality or not by constantly sending survey to members. Remember that education is so important to be delivered. Not only education, but LEAD as well. If LCPs are still confused, you can contact MCVP TM for further explanation. Don’t expect your member to perform if you haven’t delivered L&D at all.
UGM,PMBS, UNS, Surabaya, Unila, Bandung, UD
LCP and LCVP TM, please closely track your VP whether education has been delivered or not in each function. Please deliver education based on National L&D framework. Check again whether L&D delivered are high quality or not by constantly sending survey to members. Remember that education is so important to be delivered. Not only education, but LEAD as well. If LCPs are still confused, you can contact MCVP TM for further explanation. Don’t expect your member to perform if you haven’t delivered L&D at all.
50% -70%
0% - 50%
Comment
Recognition
UI
Congratulations on owning your promise in delivering education for your members!
thank you