Talent Management Process - Talent induction

idea behind induction

THE

why is inductionimportant?

Purpose of

INDUCTIONTo support the newie

process and ensure a junior has the right competencies

to fulfil their JD

To introduce the organisation and give ownership of

AIESEC and leadership development to

newies

To welcome and support newies

become accustomed to the environment

and work.

the process ofinduction

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INDUCTION SELECTED

MENTORING

OPERATIONAL INDUCTION

JUNIOR

LTS

PERFORMANCE TRACKING

TEAM START UP

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INDUCTION

LTS

Local Training Seminar is the first interaction new recruits have with AIESEC. Therefore due to first impressions it should be perfect.

“what do you mean perfect?”

I mean: Facilitation and Communication Skills training > 1 month before LTS

Agenda preparation and session allocation > 3 weeks before LTS Session Preparation > 2 weeks before LTS

Final Touches and Dry Run > 1 week before LTS

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INDUCTION

LTS

Here is a sample agenda:

BCP: AIESEC .. for fantastic LTS

The format and agenda of LTS is up to you as

long as you ensure the checklist is fulfilled

through your LC touch points.

check wiki for newie checklist and LTS sample agenda

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INDUCTION

This section of induction must include the following: • Vision Creation/ Team Values • Team Expectation Setting • Give ownership of team plan and goals • Individual JD alignment and expectation setting

(Performance Appraisal) • Register on [email protected] • Be assigned a role on [email protected] • Competency Assessment Tool

TEAM START UP

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INDUCTION OPERATIONAL INDUCTION

check out the video below about Operational Induction!

Operational Induction is about moving from the traditional learning to ‘learning by doing’.

After each class, newies should compete certain tasks and achieve certain MOS to ensure they are ‘practicing’

their learnings and contributing to LC MOS.

The goal of operational induction is to get 1 EP/TN RA per member within 7-10 days.

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INDUCTION OPERATIONAL INDUCTION

for example:

https://docs.google.com/a/aiesec.net/spreadsheets/d/10-71QRMdyKFmn8Dzw3Z9KewxhWFtX4V627a7D8xhAq8/

edit#gid=1674982267

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INDUCTIONPerformance Appraisal and Competency Assessment

Tool.

LC’s participating in operational induction will be required to submit the Operational Induction Talent Review. This is a

compilation of the performance appraisals and CAT Scores to ensure that Operational Induction was successful.

check below for a template you can use.

PERFORMANCE TRACKING

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INDUCTION MENTORING

Mentoring is a process that oversees the induction period as it is a key element to ensure the newies integration in AIESEC.

Newies have the opportunity to have someone tracking their personal goal setting and long term development.

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INDUCTION MENTORING

Before you start mentoring:

• allocation of new recruits as mentees to a MB member • Prepare MB for the 4 week model • Make sure new recruits are allocated to Mentors from

departments other than theirs • Hold a meeting with MB discussing the role of a mentor

and training them to skills needed to be a mentor

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INDUCTION MENTORING

Week 3Week 2 Week 4LTS

insert sample mentoring agenda.

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INDUCTION

As you close induction make sure the following actions steps are taken:

• Self-Assessment: Competency Assessment Tool. • what changed?

• Closing Mentoring Chat • Gather Feedback on Induction Process and assess

remaining knowledge gaps • Performance Appraisal • Review JD/ Set new target as needed per the

Performance Appraisal

JUNIOR

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INDUCTION SELECTED

MENTORING

OPERATIONAL INDUCTION

JUNIOR

LTS

PERFORMANCE TRACKING

TEAM START UP

DONE!