Key Challenges of Talent Retention Daisy Xu InSight Data Technologies May 2016

+ Key Challenges of Talent Management Generation Gap High Turnover Lost track of exits 2

+ Internal Labour Market 3 HiresTotal Employees ExitsGrade 5% 12 % 6%6% 17 % 11 % 3

+ Exit reasons 4 Exit Reasons (Management vs Professional) % 4

+ Read employee minds 党派之争 严重 43% 工作流 程繁琐 38% 内部沟 通成本 太高 老板用 人不公 正 管理层 不作为 26% 加班太 多 35% 人浮 于事 赏罚不 分明 无效 率 团队气 氛不好 5

+ 6 Industry Rank: 3rd I Average: +8 My APS Detractors (0-6) Passives (7-8) Promoters (9-10) +15 (33%-18%) 176 (18%) 467 (49%) 317 (33%) Response Breakdown 18% Detractors49% Passives33% Promoters 答案细分 Alumni Promoter Score 6 Alumni Promoter Score is the most efficient way of measuring exit employee’s rating on the employer brand.

++ APS drives the financial performance Studies show APS highly correlates the financial performance of a company. High performers with APS Average Financial growth Source ： Bain&Co. 7

+ Case Study: Alumni Tracker (Accenture) Alumni Website of Accenture.  Rehire  Refer 8 8

++ Case Study: glassdoor Employer Brand Opinion Poll through social network 9

++ Case Study: AfterWork social network AfterWork is a social platform that connect professionals by common interest, profession, location, etc. Join an event, and find a community. 10 Find a community Join an event MeetUp for Chinese Professionals

++ We have organized more than 2000 social events for professionals in Beijing 11

++ Mix up of young professionals and veteran Young professionals ：  They are eager to learn  Curious  Wants to connect with others  Good education background, most often from overseas and MNC Veteran  Share  A slash profession  Looking for professional change Big Data Scientists HR professionals Product Managers 12

+ See you after work! Daisy Xu Founder & CEO Mobile: Wechat: daisyxu2014