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GET: Membership Planning

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GET: Membership Planning

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GET: Membership Planning

  1. 1. GETMembership Planning
  2. 2. MEMBERSHIP PLANNING
  3. 3. Membership Planning is about planning for the membership needs of your en6ty based on your pipeline, strategy, jobs/ opera6ons that need to be done and the culture you want to build. It is not just a process you complete every recruitment. It is an ongoing process of membership review and planning that needs to happen every month.
  4. 4. 1 The Review 2 The Pool 3 GTCM What is Membership Planning?
  5. 5. 1 The Review 2 The Pool 3 GTCM What is Membership Planning?
  6. 6. The Ini6al Membership Review The process of Membership Review every month.
  7. 7. The Ini8al Membership Review The process of Membership Review every month. before big recruitments etc. Should happen every month with the whole leadership team of an en6ty. It is typically combined with the Talent Review process.
  8. 8. The Ini8al Membership Review The process of Membership Review every month. before big recruitments etc. Should happen every month with the whole leadership team of an en6ty. It is typically combined with the Talent Review process. let’s start here
  9. 9. The Ini8al Membership Review This process is usually led by the CEO and HR responsible. (LCP and LCVPTM) with the whole leadership team asking the following ques6ons. What are we trying to achieve? What environment do we want to do that in? What is the people requirement for the strategy, operations and culture we are trying to build? What is the current pipeline? Create a membership plan. Use the Talent Worksheet on the next slide as a guide.
  10. 10. 1. My En*ty’s Goals & Strategy Talent Review Worksheet 2. The Culture I want to build How would you describe the culture you want in 5 words # of ELD, NPS goal, Profit Goal through Marke6ng Strategy etc. 3. Membership What JDs and structures are required to support the opera6ons? What JDs and structures are required to support the strategy? What worked in previous years structures? What didn’t work? What is the ideal produc6vity you aim for? 4. Characteris*cs What characteris6cs and quali6es are needed within certain JDs? What aXtudes and quali6es have made previous people in these JDs successful?
  11. 11. Tips for you to think about Use produc6vity as a guide but not a “be-all-end-all” solu6on. Produc6vity can give you a guiding measure on how much opera6ons one person is capable of. eg. If your LC wants to achieve 100 exchanges and you have 100 members, that’s 1 exchange per member, then it’s quite clear you have too many members for the goal you want to achieve. Membership Review is not just about how many people you want, it’s also about what kind of people you want, what kind of culture you want to build. Use it as an integral part of your planning process as an LCP/MCP.
  12. 12. FOR EXAMPLE:
  13. 13. check out this explainer video for more!
  14. 14. The Ini8al Membership Review The process of Membership Review every month. before big recruitments etc. Should happen every month with the whole leadership team of an en6ty. It is typically combined with the Talent Review process. moving on to the monthly process of membership review
  15. 15. every month: Are our people currently matching the right performance, capability and displaying the right behaviours to build the right culture and achieve our goals? Has a big ego, not aligned to the behaviours Not performing in his/her role. Doesn’t have commitment Doesn’t have the design capability to be in the role. Is not connected to the LC. Doesn’t feel mo6vated by team leader
  16. 16. every month: Are our people currently matching the right performance, capability and displaying the right behaviours to build the right culture and achieve our goals? Has a big ego, not aligned to the behaviours Not performing in his/her role. Doesn’t have commitment Doesn’t have the design capability to be in the role. Is not connected to the LC. Doesn’t feel mo6vated by team leader feedback proba8on recruitment
  17. 17. every month: Are our people currently matching the right performance, capability and displaying the right behaviours to build the right culture and achieve our goals? Has a big ego, not aligned to the behaviours Not performing in his/her role. Doesn’t have commitment Doesn’t have the design capability to be in the role. feedback proba8on recruitment feedback proba8on recruitment Is not connected to the LC. Doesn’t feel mo6vated by team leader
  18. 18. every month: Are our people currently matching the right performance, capability and displaying the right behaviours to build the right culture and achieve our goals? Has a big ego, not aligned to the behaviours Not performing in his/her role. Doesn’t have commitment Doesn’t have the design capability to be in the role. feedback proba8on recruitment Is not connected to the LC. Doesn’t feel mo6vated by team leader feedback TL LC engagement people decision feedback proba8on recruitment
  19. 19. every month: Are our people currently matching the right performance, capability and displaying the right behaviours to build the right culture and achieve our goals? Has a big ego, not aligned to the behaviours Not performing in his/her role. Doesn’t have commitment Doesn’t have the design capability to be in the role. feedback proba8on recruitment feedback proba8on realloca8on recruitment Is not connected to the LC. Doesn’t feel mo6vated by team leader feedback TL LC engagement people decision feedback proba8on recruitment
  20. 20. every month: What behaviours are missing in who? What jobs needs to be done and what people are required for that? Need 3 more designers with graphic design ability Need Team Leaders for next semester who are IXPs Need more self- organising and independent profiles
  21. 21. every month: Are our people currently matching the right performance, capability and displaying the right behaviours to build the right culture and achieve our goals? Basically you need to make decisions about your people. This is how you membership review every month.
  22. 22. Now, no maIer if you are monthly review or recruitment review. 1 The Review 2 The Pool 3 GTCM
  23. 23. What is the current pipeline of people we have wai6ng for AIESEC Membership? Need 3 more designers with graphic design ability Need Team Leaders for next semester who are IXPs Need more self- organising and independent profiles • Have 30 EPs returning from winter peak • Have 50 volunteers from Local Volunteer EwA product • Have 10 rejected applicants from last round who can be invited to re-apply • Have 50 referrals from our current members The people needs Your Pool
  24. 24. What is the current pipeline of people we have wai6ng for AIESEC Membership? So how will you aIract your pool?
  25. 25. How will we acract them? • Have 30 EPs returning from winter peak • Have 50 volunteers from Local Volunteer EwA product • Have 10 rejected applicants from last round who can be invited to re-apply • Have 50 referrals from our current members GOAL POOL TARGET CHANNEL MESSAGE • How do we use the current pool? • Do we need to launch a new recruitment? • Which facul6es should we address? • How many people/applicants do we want to reach to recruit 
 needed number of members? (based on last years conversion) • What channels were the most effec6ve for us last year? • What channels can reach the type of membership we need? • What is the message we are sending to recruit the profiles that we need? • What is the value of AIESEC Membership for them?
  26. 26. Last step! 1 The Review 2 The Pool 3 Talent Marke6ng
  27. 27. So quick recap… I have my membership review and have created my goals for the members I want, how many, what type and what they will be doing and the culture they live in. I have my goal for my membership and selected and recruited the best from the pool I have available to me! selected from the pool NOW WE ARE ON THE 3RD STEP!
  28. 28. FOR THIS.. check our Talent Marke8ng PDF
  29. 29. no maIer what, remember to ask every month What is the culture we are trying to build? What are the goals we are trying to achieve? Are our people currently matching the right performance, capability and displaying the right behaviours to build the right culture and achieve our goals? What behaviours are missing in who? What jobs needs to be done and what people are required for that? What is the current pipeline of people we have wai6ng for AIESEC Membership? How will we acract them?

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