Learning and Development Guidelines

Andrés Escárraga TMP&TLP Quality Team Leader

Talent Management at AIESEC in Cali

Membership Learning & Development

Guideline

Member Development Benefits Focused in Talent Management and members development brings benefits for team members, team leader and our organization.

Team Leader

• Grows talent

• Increases retention as it encourages a sense of belonging and career longevity

• Enables resource planning

• Ensures a supply of talent into key roles

• Ensures access to Talent across AIESEC

• Helps overcome challenges with candidates or skills shortage for key roles

• Focuses investment in learning

Team Member

• It enables a process of aligning personal goals and needs with those of the LC

• Provides a clear short & long term focus

• Working through development actions increases chances of success in achieving aspired AIESEC career goal

• It encourages continuous learning, development & flexibility

• Increases motivation and satisfaction

• Provides a sense of achievement

How to Identify the Development based on Performance / Potential

DEVELOP

May be an individual who has recently been

promoted and has not had an opportunity to

demonstrate higher performance.

Focus should be on coaching and a solid

development plan. If an individual has been in

the role for some time, there could be a serious

issue.

STRETCH/DEVELOP

Individual is a valuable asset for the future.

There is still room for maximizing performance

in current role; potential may not fully be

realized yet.

Focus should be on increasing performance

contribution to "high" after which greater

challenge and/or broader scope are likely.

STRETCH / NEW ROLE

Individual has mastered the current role and is

ready (and anticipating) a new challenge.

Next steps are to provide greater scale and/or

scope or a new assignment which will stretch

them in a significant way to provide new skills.

Retention is critical.

OBSERVE

Individual shows some potential but

performance considered low at this time.

Focus should be on reasons for lower

performance and actions to improve

performance. If performance does not

improve, potential should be reassessed and

performance improvement plan put in place.

DEVELOP

Individual has potential for increased

accountabilities and is meeting current

performance expectations.

Development should focus on increasing

performance contribution to "high" with further

assessment of potential growth.

STRETCH/DEVELOP / NEW ROLE

Individual is exceeding performance

expectations and is a good candidate for

growth and development.

Development should focus on closing specific

gaps needed to broaden or to move to the next

level of responsibility.

OBSERVE/EXIT

Individual is not meeting performance

expectations and demonstrates limited

potential.

Focus should be on significant performance

improvement or finding a more suitable role

(internal or external).

OBSERVE

Individual is currently a consistent contributor

but shows limited potential.

Focus should be on maximizing performance

while assessing future potential and/or a more

suitable role. There may need to be a plan for

a successor. In some instances, if

performance declines or individual is a

"blocker", retention may be reviewed.

DEVELOP

Individual is a strong performer but unlikely to

move to a higher level role.

Engaging this individual will be important for

continued motivation and retention. This

individual may be a real value to developing

others.

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Performance & Commitment

TMP&TLP Quality Team Leader Andres Escarraga - [email protected]


Membership Learning & Development Success

The Learning and Development is the primary responsibility of each member, with the support & encouragement of Team Leaders and organization Our members need to: Be self-managing & drive their career Keep on learning & self-development Understand business trends and needs Ensure their employability Prepare for competence, not concrete jobs Build large networks Think of different career options, not just ladders How to begin? – Make a Goals Setting!!



..is the process aimed at effectively reaching organisational goals through breaking down the organisational goals into a series of smaller goals. On member level the team leaders set and track SMART goals for the area the member is responsible for.

Importance: • Direction of working is defined

• Measures of success are clear

• Contribution to LC-Performance is

comprehensible

• Motivation is higher

Reaching strategic goals with intense member involvement

Goal Setting and Tracking…

• Define measurable goals for the area the member is responsible for.

• Set goal fitting to LC/team related goals

and members abilities and interests.

• Clarify the contribution of members

work to organisational goals and

MC/LC/team specific intentions.

• Keep the SMART-Principle in mind and set Specific, Measurable, Attractive, Realistic and Timeable goals!

How can I do Goal Setting? Being SMART!







How to orientate your members Goals

Organisational goals of AIESEC International

Strategic goals of MC Colombia

Strategic goals of LC Cali

Specific team goals

Members Goals

Breaking down

organisational goals

to member level!



Let’s start this -> Doing your first PDT Objetivos de las charlas de desarrollo (PDT)

• Analyze strengths and weaknesses of your

members

• Show opportunities in AIESEC according to

members abilities and interests

• Reflection of AIESEC experiences and talk

about Key Learning Points

Supporting the personal development of

your members



• How long? Talk of about 1,5-2 hours

• When? usually at the beginning of the semester

• Who? e.g. VPs/TL with team members, LCP with VPs, TM members with newies and returnees (depends from LC to LC)

• Where? comfortable atmosphere (e.g. café)

• What happens with the documentation? With consent of the members it goes to the VPTM and the respective VP

How to do a Personal Development Talk PDT (Charla de Desarrollo)



Self- Awareness

Feedback and Orientation

Seek & Create

Opportunities

L&D Goals: Learning and Career Plans

Etapas de las Charlas de Desarrollo

•There are four steps in the career planning process and key tools used under each:

1 2 3 4

Educational and professional XPs.

Evaluate past performance.

Personal SWOT, Belblin, DISC

Leadership style test

Favorite Learning Environment

Passions, likes and dislikes

The AIESEC way!: How to Living @Values

GCM and realize a CAT 360

TMP&TLP Growth Opportunities

Your L&D goals orientated with AIESEC Goals

Beginining at right role according of your interest and your background, examine MoFs.

Examine L&D opportunities: On Job, Near Job and Training.

Know about LC Goals and Functional Areas Goals and LC Plaining

Set your goals oriented to Area Goals.

Align career options and development preferences with Manager/HR

Refine plan after Mgr/HR review

Agree resources

Take action & review progress

Esta información será registrada en la herramienta LearningTracker Para saber más consulta la guía: Charla de Desarrollo+Herramienta



Recruiting & HR

Learning and Development Guidelines