National talent review Q3 report

NATIONAL TALENT REVIEW Q3 Report

In this document you will find: • • • •

General entity overview and statistics TXP data per LC (general and per program) Productivity (general and per program) Recommendations for LCs NOTE: The data in the report may differ from your current state because not everyone filled the survey or was clear enough on the position he/she has.

General overview • According to the NTR we have 126 members in our entity. Does this data represent the reality?

• 83 members, which is only 65%, say they were active during the last quarter. How can we engage people more?

• Our overall Productivity is 0,85. This number shows that we do not allocate our resources wisely. For instance, there are more people working in oGCDP than in iGIP which is our focus program and which requires more capacity.

• 20% of members were not clear in specifying their position, they did not mention the program they are currently working in and they don’t have their JD clear.

General statistics • 44 members (35%) are happy with their experience and put 9 or 10 points to mark it. (Promoters, yeey!)

• Marks 6, 7 and 8 were given by 75 people which is 60%.

Thus, more than a half of our people are passive in evaluating their experience and maybe will not recommend it to others. Can we increase their satisfaction?

• 7 people, who represent 5%, put 4 and 5 which were the lowest marks out of 1 to 10.

90% of people who put 4, 5 or 6 were NOT ACTIVE during the summer. I can see here the conclusion that only engaged people get the most out of working for AIESEC and actually enjoy it.

TXP data per LC Here you can see the number of members each LC has and how many people work in each program. Also you see the counted Productivity. Think on your own conclusions considering it both generally and per program.

Again, data may not be precise, because it is taken just from the NTR. Only few members specified the project they work in.

Solution? Ensure the clarity and implementation of project-based structures on the local level!

Recommendations • LCP and TM, check your structures again and make sure your people (especially newly recruited) know the program they are involved in as well as their JD. • Remember about the allocation! 70% of your LC should work in Exchange projects only, and not for support areas as TM, MKT, Fin separately.

• Team Standards Implementation is your key to guarantee Productivity. Find the booklet with the details on every implementation step here.

• Member Education Cycle will be created soon. Time to plan educational touchpoints with every project team and the whole LC generally.

• To engage people more create local R&R campaigns oriented on X (e.g. “Bring a friend”).

Recommendations Learning&

Talent Capacity

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•

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Clever Talent Planning to be on track with all projects and team cycles Recruitment to strengthen TC Reintegration of EPs Relevant Structures and Allocation

Productivity

Development

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Proper training for members according to all operations Team Standards Implementation Personal coaching

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Result achievement Members’ satisfaction

Good luck in Q4!

For any questions, contact your MC VP TM anna.kainova@aiesec.es