1. FIT FOR PURPOSE An employers perspective from Rolls-Royce Richard Hill Hanoi, 6 February 2007 CD07105/FEB01

2. 2 Context for the Learning Organisation Current themes for international organisations - Focus on Talent Management - Developing the Global Organisation Learning moving away from strategy definition to executing the business - Listening to the voice of the customer - Effective teams - Effective individuals Need for effective framework for learning determined by business drivers Key considerations for developing company learning systems - Cost effectiveness - Global/local deployment - Excellence – current thinking, best practice - Knowledge sharing

3. 3 Rolls-Royce Learning System Builds a strategic learning capability linked to business goals Provides an array of professional and management tools to meet the Companys need Facilitates shared learning across the Company Facilitates global consistency in terms of standards and approaches Promotes a culture of life-long learning Demonstrates investment in employee development The existence of a comprehensive Learning System gives a competitive advantage in recruitment

4. 4 Rolls-Royce Learning System

5. 5 Learning framework CD07105/FEB01 Education Core skills Masterclasses Shared learning Professional recognition Academic partner - Centre of Excellence Modular programme Professional routes Portfolio of professional programmes Based on professional competencies Key functional focus Derived functional strategy Formal programme Functional conferences Institute requirements Personal assessment

6. 6 Academic Partnerships Corporate Centre of Excellence Core curriculum for corporation - local/regional application Partnership design - academic/practitioner steering group Modular construct World-wide access - consistent approach Programmes based on business needs and integrating applications Role of consortia in the Learning System Necessitates academic partner who lives with the Company – understanding of changes and impact

7. 7 Relationship with Academic Partners Outcomes: Corporate programme credibility through local academic involvement (badging) Access to US/European/Asian networks Cost effective partnership: relationship not series of separate initiatives Continuity and consistency of learning and development support Strategic sourcing of programme support Jointly-owned programmes: joint programme direction

8. 8 Demographics Trends Projections show an almost linear increase in the worlds population 6,086 Billion in 2000 8,199 Billion in 2030 European projection shows a contrasting trend to the world picture 728 Million in 2000 698 Million in 2030 14.7% of the population aged 65 or over in 2000 22.9% of the population aged 65 or over in 2030 Across NA and Europe the projected workforce supporting those in the dependent age categories declines from 2010 China alone graduates 1 million new engineers every year compared to 170 000 in US and Europe Both the US and Europe are facing a serious deficit in engineers aged 30-50, most are over 55 years of age 29% of S&E degree holders in the US are age 50 or over Women make up 8% of engineers in the UK and 12% in the US Females make up only 7% of UK engineering graduates DTI research shows substantial growth in UK SET graduates in computing and medical related subjects only not engineering subjects

9. 9 Graduate Recruitment Employability Competences. Cognitive skills ability to identify, analyse and solve problems Generic Competences key skills such as team working, communication skills, influencing, planning and organising, having interpersonal sensitivity Personal Capabilities ability and desire to learn for oneself and improve ones self awareness, lifelong learner, self starter/high motivation and drive and finisher.

10. 10 Graduate Recruitment Technical Ability knowledge and experience of working with relevant modern technology, ability to exploit IT. Business/Organisation Awareness know how businesses operate through having had work experience, understanding of financial and commercial principles Practical and Professional Elements practice of continuing professional development (CPD), project a strong professional image at all times, quality orientation and understanding of risk

11. 11 Graduate Recruitment Other features employers will typically be concerned with : Finding individuals with a genuine interest in your company and industry. Some are now becoming more concerned with language skills, cultural sensitivity and willingness to be geographically mobile in pursuit of career opportunities. Achieving an appropriate diversity of intake is a growing goal for many graduate employers. (Male/female, international make up of intakes, ethnic origin of recruits) Finding candidates with specific leadership potential.

12. 12 Concluding perspective Recruitment of graduate professionals has a strong international focus for many companies - demographics - declining number of engineering and science graduates - global expansion with local representation The development of individuals and teams goes hand in hand with the development of competitive advantage. A learning organisation is one which uses education and training in a focused manner to gain competitive advantage