1. AIESEC Norway
MC 2013 - 2014 application package
Job Description: MC VP Talent Management
Position Role
The Talent Management responsible in the MC focusses on increasing the Talent Capacity of AIESEC in Norway in order to create more experiences in GIP
and GCDP. Our Talent Capacity is defined by the number of members & leaders in the organization and their ability to perform. As MCVP TM you run
activities to increase our number of members & leaders and their ability to perform. These activities are, among others, Recruitment, Conferences and
Reward & Recognition.
The Talent Capacity is currently one of the main bottlenecks in AIESEC Norway towards growth in exchange. Your role as MCVP TM will be to run, develop
and implement Talent Management processes which will tackle this bottleneck. You will need to work closely together with the LCs, bridge a knowledge
gap and ensure that AIESEC Norway delivers Great Experiences and Sustainable Growth.
Responsibilities
Recruitment
Overall responsible for Planning, Promotion, Selection, Induction and Evaluation of Recruitment
Ensure Recruitment goal setting of the LCs to ensure them having the right Talent Capacity to reach their Exchange Goals
Empower the LCs to reach their Recruitment goal
Education and Conference/Agenda Management
Create the conference cycle and the education cycle
Support the LCs in developing their own education cycles.
Make sure that the MCVPs deliver the proper functional area education needed for the areas to perform.
Deliver on the Agenda of our National Conferences: National Planning Conference (July), Excel (September), Unite (January) and Achieve (April)
Close cooperation with the Organizing Committee to have a financially successful conference which is a Great Experience for the delegates
Close cooperation with the MC to deliver an agenda, which contributes towards the National Direction
Transition
Build the national transition framework (MC transition – MC to MC),
Give guidelines for the local transitions based on inputs from the functional area MCVPs (LC transition – EB to EB and MCVP to VPs),
Track and make sure (trough LC coaching) that these transition plans are implemented at LC level.
Platform management
Make sure that all the members in AIESEC Norway are taking the right experience on the platform,
Give the LCs (together with the MCVP COM) education on how to use the platform.
LC Planning
Ensure that all LCs have clear Exchange goals and know how they will reach their goals
Enable all EBs to plan by having the right mindset and using the National Planning tool
Build forward on the implementation of January-January planning in AIESEC Norway
Synergy of Talent Capacity towards Exchange
Analyze what Talent Management processes can be developed or implemented in order to increase our ability to generate Exchange
Be in close contact with the LCs to support them in running their LC. Providing them with tools and thoughts towards managing a successful LC
Keep constant awareness of what happens in the other areas in order to be able to develop our members & leaders through reaching
organizational goals
2. Measure of Success
- Number of TMP experiences delivered, registered on the platform
- Number of TLP experiences delivered, registered on the platform
- Number of people recruited vs planned in each LC
- Retention rate of the members in AIESEC Norway
- Ensuring full leadership bodies at the end of the term
- Aligned Education and conference cycle
- Delivery on 4 successful conferences
- Number of transition plans implemented (LC and MC)
- Overall Exchange results of the country: if we have the Talent Capacity, we will reach our Exchange Goals
