2. Jenny Yan Senior Director of HP University China HP Ltd Boosting the employability of your graduates

3. Contents Introduction Perception on UK Returned Graduates Expectations and Suggestions Career Development in MNCs in China Successful Stories Sharing Summary

4. Jenny Yan Xiaozhen joined Motorola in 1994 as manager of government and university relations, followed as Site manager of Motorola University TJ, operation manager of MU China, Senior manager of MU China and Director of Motorola University China and MU Asia Operation, Also Director of Asia Inclusion & Diversity. Has joined China HP as Senior Director of HP University and Dean of Business School and Quality/Supply China Management School in March of 2011. -Has got more than 18 years rich experience and knowledge on human resource development including education/ training & development, organizational development, career development, as well as leadership development and six sigma improvement system, has been certified as Motorola Green Belt. -Has been certified as Senior Consultant by Global Balance Scorecard Institute -Has been certified as Coach/Consultant by Global Harrison Assessment Center -Has been certified as Consultant by Global Hogan Assessment Center Jenny has received the Ph.D. Degree from University of Reading, UK. Dr. Jenny Yan

5. Perception on UK Returned Graduates Strength Cross culture awareness and easy to adapt diversified environment Positive attitude and openness Teamwork spirit Think and act more independently Language: get more opportunities than peers, i.e international conferences, oversea training/projects, more exposure with global leadership team as either translator or involved in international project team. Global view: better communication with foreigners, larger tolerance with culture diversity, proactively seeking help globally, i.e. HP has an internal L&D platform people can get connected with your counterparts in other countries, in order to leverage this platform to get connected with colleagues from US and India to know more information on “mobile learning”

6. Opportunities  Not clear on own career path  Language is not an advantage any more  Less aggressive than US graduates  Less capability to handle pressure  MNCs programs  Internships advantage for local graduates  Local customer needs: understand customers, their way of speaking  Build up relationship with local colleagues, what they like, way of life  No advantages in salary.  Local culture cannot be adapted  Frustration tolerance is weak Perception on UK Returned Graduates

7. Employer’ Expectations - High Performance Talents Performance Oriented Employee Performance Management Module Job Functions Competency Goal Setting Result Driven EmployeeDevelopment PMA Process Control HR Development Platform

8. Global mindset in action Collaborating across boundaries Leveraging diversity Fast enough Winning attitude Passion for customers Employee’ Basic Competency Model

9. Expectations for UK returnees English Proficiency: a basic but fundamental differentiator Good Presentation skills Strong Communication and Interpersonal Skills Capability of handling stress Attitude is KEY Customer Focus Creative thinking and result focus Culture awareness and ability to work independently at a diversified environment Thinking in context Personal commitment and career planning Ability to adapt changes/flexibility Teaming for Excellent Skills

10. Junior Engineer Engineer Senior Engineer Technical Path Management Path Manager II Manager III/Director Manager IV/VP Manager I Senior Engineer Technical Expert Senior Expert/Expert Senior Master/ Master Technical Path is based upon job level to match management path level Technical path is not exactly the same as management level Employee’ Career Development

11. 11 Talents Development System ＨＲ Technology/Network Platform /LMS Talents Development Stratey Content management Skills & competencies design the solutions, selecting methods & content Business & performance requirements competencies build, buy, or customize the solutions deliver the solutions using standard methods Select approach Design Develop Implement Support ongoing analysis & support for access and use Performance analysis Gaps, causes & metrics determine the cost effective, best match approach/ solutions Evaluate v level 1: satisfaction v level 2: meet objectives v level 3: performance improvement v level 4: business results WD design & development lifecycle processes Grow @ hp portal ＨＰ Top Talents Development Process

12. Integrated Learning Solutions

13. winning edge dimensions dynamic leadership principles passage 2 Enterprise Manager Group Manager Business Manager Functional Manager Manage Managers passage 6 passage 4 passage 5 passage 1 passage 3 Manage others Manage Self Leadership Development Path

14. Engineer Development Path 在校生，应届生 企业员工 （软件开发工程师）

15. Career Development Analysis I am interested in which route development ? Value Ideal Achievement motivation Interesting I fit where a line of Development ? Intelligence Skill IQ Background Personality I can where to route development? Org. environment Social environment Economic Environment Political Environment Personal Goal Analysis SWOT Analysis for self and others Challenge & Opportunity Analysis Goal OrientatedOpportunity OrientedCompetency Oriented Occupation Trend Career Route is Confirmed Career Development

16. Career Development Management Employee’ Development goal Organizational Development Goal Career Development Goal Employee Development Organizational Development Goal: Self Achievement Self assessment Future job design Career dev. plan Self inspiration grow －－－－－－－－ Employee Needs Goal: Effective use of Talents Grasp the talent demand trend Right talent in right place Talent Dev. Plan Prioritize Business Strategy －－－－－－－－－ Org. Dev. Needs Career Development

17. Team Work Global view and Experience Communication Cultural Diversified Proactive Solve problems Customer complexity Willing to Change Creativity Positive Attitude Quick learner Compan y Goal Org. Goal Emplo yee Goal UK Returnee in Her Eye Cissie Chen University of Kingston, MA (Marketing) 2005-2006 Customer Development Business Development Manager, China HP Customer Relations Program Manager, Motorola China

18. UK Returnee in Employer’ Eye Passion & Positive thinking Be critical and creative Integrity/ honesty/ Ethics Ability to learn and adapt Customer Oriented to drive results Inter- personal skills Leadership Assessment 日常观赏 Interview Observation 360 feedback Michael Wang Durham University, MBA (2001-2004) Sales GM– China, Sales Development Director, ICI China.

19. Perception on Foreign Interns in China Strengths Strong willingness to learn Sense of ownership Think and act independently Strong logical and analytical skills Ease at working cross-functions and cross-hierarchy Positive attitude and open to Chinese culture English proficiency Opportunities Lack of Chinese language skills Not sure to succeed in a Chinese environment More emphasis on integration with local needed Unclear “China” career path/next steps Awareness Chinese culture - - relationship build up

20. Summary China continues as a major engine of the world economy “ Talent War ” becomes even more severe, which was magnified several years ago by what Mckinsey referred to as the paradox of “ shortage amongst plenty” ( i.e. only 10% qualifiers from university graduates who meet the requirements of foreign companies) China’s Labour market is and will be becoming more internationalized and diversified. The needs are not only from MNCs, also from Chinese Companies which become global company—more challenges