Definitions Hand-book

Systems
Systems
! Talent Planning: is the process of creating a clear target profile of the people
you need. It is the key way to ensure you are attracting the right people to AIESEC
and the people you need for exchange and leadership roles in the future. It
should answer the following questions:
1. How many members do we have right now?
2. What kind of members do we have right now?
3. How many members should we recruit?
4. What kind of members should we recruit?
! Talent Marketing: in cooperation with OGX and Communications, TM is
attracting the right type of people by positioning AIESEC on the student
market and setting the right expectations for working in AIESEC. The process
includes the next steps:
1. Segmentation
2. Targeting
3. Positioning
4. Promotion
Talent Selection (I2A): the process of finding the right people for the right
job or function. It also refers to the process undertaken by the Talent
Management teams in order to enroll people to the organization.
! Leadership Role Selection: getting the right people for the leadership roles
who have right expectations, skills and competencies and the potential to
perform the best and develop him/herself at the same time.
! Exchange Selection: process by which we ensure that only qualified persons
with highly developed competencies should become our Exchange Participants.
! Talent Induction: providing members with the right type of information and
activities in order to ensure their fast activation and building a deeper
understanding of AIESEC. Can take between 2 and 6 weeks.
! Talent Allocation: process that ensures that our members connect their
development and interests with organizational needs. Allocation takes place
between induction and taking responsibility stages, giving our members a clear
direction for their development and path after finishing induction.
! Goal Setting: these are the strategies for you to achieve your life goals, what
do you want to learn NOW. The name we will use from now on is ILP, Individual
Learning Plan. The timeframe tends to be shorter, from 2 years to 3 months.
! Coaching: relation between two people to set and achieve common goal,
support each other and create a synergy effect between their personalities,
knowledge and attitudes.
! Talent Education and Training: increasing the skills and knowledge of our
membership through a mix of theoretical and experience-based learning.
! Fast Track: process in which you define your Stars of your LC and your talent
pool and provide them with special opportunities and responsibilities according to
their competencies, interests and potential.
! Succession Planning: is the process of identifying potential candidates for
leadership roles, developing them and empowering them to sustain the
performance of the organization.
! Transition: process through which we assure the transfer of strategic direction,
knowledge, information and experience from the current decision makers to the
elects.
! Talent Review: process for leveraging results, it enables you to take a look at
the state of development and results of your members.
! Talent Performance Assessment: assessing the competency development of
each member by her-/himself, her team members and team leader by using the
Global Competency Assessment Tool in myAIESEC.net. Then using the state of
development for Talent Review and Talent Planning.
! Rewards and Recognition: is an organizational process to ensure that
members are recognized and rewarded for having a great performance. For the
organization it ensures that right things get done in right way and that the goals
are achieved. It also ensures competition and quality for those who strive to
achieve excellence.
! Talent Tracking: gathering key information about our membership to
understand their needs, their current competencies and skills, their interests and
their future AIESEC plans.
! Talent Pipeline Management: making sure we have the right people in the
right roles (efficient allocation) at the right time (effective flow).
! Career Planning: is about the identification of your values, your mission, what
do you want to do as a person considering the timeframe you defined for your
planning (3, 5, 10 years). It has a much broader and deeper purpose.
! Exit Interviews: the last interview done for members in Heading for the future
stage. They:
1. Sum up the H4TF members' AIESEC Experience
2. Map out their future opportunities and career plans
3. Set career planning goals
4. Analyze the quality of the learning environment and opportunities
provided in LCs to members
5. Perform a final assessment and review of competencies (using CAT)
! Leadership Development Program: is a full-fledged Leadership curriculum
defined for a specific target audience/s, has a clear start and end date and runs
for a longer duration of time. This is not to be confused with a single leadership
development conference/seminar or leadership sessions at local or national
conferences.