WHY to make TMP TLP planning?
FIND THE ANSWERS TO THESE QUESTIONS
"I have X goal, but I don't know how many members can do that".
"My LC has some trainings, but is that enough?"
"What is the measurement we need to have in the entity to understand that we are working good for 2015?`
MAKE THE PLAN AND FIND THE ANSWERS
HOW to make TMP TLP planning?
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Plan for number of members needed Quarter wise in 2014 (At IPM, taking delivery time in GIP/GCDP and Efficiency into account)
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Plan for Structures (for exchange and support strategies)
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In March second week
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Translate this to number of TMP TLP Experiences (Number of TMP = Number of members living TMP within the structure + number of members living TMP and TLP + On an average how many TMP XPs did 1 member live in 2013, Number of TLP = Number of members living TLP within the structure + number of members living TMP and TLP + On an average how many TLP XPs did 1 member live in 2013)
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Plan for L&D Cycle in the second and third week of March (Add inputs to the Planning sheet at IPM)
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Go through Planning for Indicators at IPM. At IPM, understand which is the indicator you want to move (Could be Productivity, TMP Retention Rate, Up selling or any other indicator mentioned in the planning sheet) and work on goal for this in the second and third week of March
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Plan for LCs jumping clusters in GIP and GCDP (Initial plan at IPM and confirm with MCVP T M and MCVP GIP/GCDP in March)
STEP #1 Number of members needed & TMP/TLP
STEP #2 PLAN L&D part
Go for Talent Capacity Summit Output and based on that make the Learning and Development plan for your entity/ LC
STEP #3 Plan MoSes and KPIs
MC & LC ROLES
Let's connect GCDP & GIP MoSes with TMP & TLP goals!
We need to add meaning to this MoS which will only happen if we plan for members and EXPERIENCES