TM PROCESS

booklet
EXPLANATION

Objective Supposed Outcome

What we want to achieve through this TM The most simple and basic outcomes of each TM
process. process.

Aligned Data
Element
The most aligned data that can embody the
General activities or key points of each TM
situation of each TM process to a certain extent,
process.
but not a measurement for TM process success.
 Objective Element Supposed Outcome Aligned Data
Performance & Productivity Review;

Link the human resource needs of the Clear Function Structure & JD Based on
organization to its strategic and operational Strategy; Recruitment Plan
plan to ensure that human resource is HR Plan; Fulfillment Rate;
Planning sufficient, qualified, and competent enough to
Competency Model for Each Function;
Competency Model; Goal Achievement
achieve the organization's goals, regarding the Budgeting HR Turnover (Based on Rate (Plan);
HR scales, value, characteristics, competency. Timeline);
Goal Setting;

Marketing Analysis;
Attract target talents to join our organization Apply Rate (CR);
Marketing through effective channels.
CR Plan Towards MKT Relevance; CR Plan;
Recruit Rate (CR);
OCT Education/Selection;

Selection Timeline;
Membership Recruitment -
Target suitable people and select the right Selection Process; Interview Process/Selection Recruit Rate (CR);
Selection & people who have good capacity and passion Selection Content; Content & Record;
Recruit Rate (MMB);
for AIESEC;
Allocation Selection Timeline towards MMB Selection - Selection Process
Put the right people in right place. / Regulation / Interview Material; Recruit Rate (EB);
Function/Product Needs;
EB Election - Election Process /
Regulation / Material;

Equip new members with fundamental

AIESEC knowledge to align themselves with LIC & Induction Material;
AIESEC in terms of understanding and
Function Induction Tracking; Induction Material;
expectation towards the organization.
Induction RIC Attendance Rate;
Team Induction Tracking & Support; Team/Personal Plan;
Equip the membership with fundamental
knowledge about their JD & responsibilities in Personal Goal Setting;
their position.
 Objective Element Supposed Outcome Aligned Data

Equip membership with skills, knowledge, Basic Training Plan (Interviewer

and attitude according to the professional Training, Team Standards Training Plan
Education standard of the position to fulfill the
Training, Etc); Training Material;
expectation of the position and achieve the
goals. Function Training Tracking;
Productivity;
Turnover Rate;
Performance Tracking;
Ensure membership fulfill their JD to ensure Tracking System/Performance No.of Rotate;
Performance Review & Interview Management System;
Evaluation each function achieve the function goal by
Support; Engagement
regular tracking, analysis and feedback. Evaluation Report; (Conference/IXP);
Gap Analysis & Support (Overall);
Apply Rate
(MMB/EB/LCP);
Tigger function goal achievement and Awarding towards LC Needs;
positive behaviors (according to entity
Reward & development needs) by rewarding and Awarding Criteria; Awarding Criteria;
Recognition recognizing target groups of our
membership. Culture-aligned Recognition Program;

Ensure strategy & operation consistency, Transition Plan; Transition Plan;

and evolve the strategy & operation during
Transition role transition by facilitating related
Transition Report/Material; Discharge Report;
knowledge/skill/attitude transfer Discharge Process & Report; Transition Report/Outcome;
Recruitment Plan Fulfillment Rate = No. of Recruit / No. of Membership on Your Plan

Apply Rate = No. of Apply / No. of Membership on Your Plan

Recruit Rate = No. of Recruit / No. of Apply

Productivity = No. of Approved / No. of Membership

Turnover Rate = No. of Turnover / No. of Membership

TM PROCESS EVALUATION
 Recruitment Plan
100% [98%, 100%) (100%, 102%] [96%, 98%) (102%, 104%] [94%, 96%) (104%, 106%] [0, 94%) (106%, + )
Fulfillment Rate (Mbr)

Apply Rate (Mbr) [4.00, 4.50] [3.50, 4.00) (4.50, 5.00] [3.00, 3.50) (5.00, 5.25] [2.50, 3.00) (5.25, 5.50] [0, 2.50) (5.50, + )

Recruit Rate (Mbr) [0.25, 0.30] [0.20, 0.25) (0.30, 0.34] [0.17, 0.20) (0.34, 0.37] [0.15, 0.17) (0.37, 0.40] [0, 0.15) (0.40, 1.00]

Recruitment Plan
100% [98%, 100%) (100%, 102%] [0, 98%) (102%, + )
Fulfillment Rate (MMB)

Apply Rate (MMB) [1.50, 1.70] [1.30, 1.50) [1.10, 1.30) [1.00, 1.10) [0, 1.00)

Recruit Rate (MMB) [0.60, 0.70] (0.70, 0.90] (0.90, 1.00]

Recruitment Plan 100% [0, 100%)

Fulfillment Rate (EB)

Apply Rate (EB) [1.50, 1.70] [1.35, 1.50) [1.10, 1.35) [1.00, 1.10) [0, 1.00)

Recruit Rate (EB) [0.60, 0.75] (0.75, 0.90] (0.90, 1.00]

RIC Attendance Rate [95%, 100%] [90%, 95%) [85%, 90%) [80%, 85%) [0, 80%)

Turnover Rate [0, 3%] [3%, 5%) [5%, 8%) [8%, 12%) [12%, 100%)

Productivity [1.80, + ] [1.50, 1.80) [1.25, 1.50) [1.05, 1.25) [0, 1.05)
 TIMELINE

January February March April May June July

Planning

Marketing

Selection&
Allocation

Induction

Education

Evaluation

R&R

Transition
Every Experience Matters