Jenny Yan

Senior Director of HP University

China HP Ltd

Boosting the employability of your graduates

Contents

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

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

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”

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

Employer’ Expectations - High Performance Talents

Performance Oriented Performance Oriented Performance Oriented Performance Oriented

Employee Performance

Management Module

Job Functions Job Functions

CompetencyCompetency

Goal Goal SettingSetting

Result Result Driven Driven

EmployeeEmployee

DevelopmenDevelopmentt

PMAPMA

Process ControlProcess Control

HR Development Platform

Global mindset in action

Collaborating

across boundariesLeveraging

diversity

Fast enough

Winning

attitude Passion for

customers

Employee’ Basic Competency Model

Expectations for UK returnees

Culture awareness and ability to work independently at a diversified environment

Thinking in context

Junior Engineer

Engineer

Senior Engineer

Technical Path

Management Path

Manager II

Manager III/Director

Manager IV/VP

Manager ISenior Engineer

Technical Expert

Senior Expert/Exper

t

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

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 level 1: satisfaction

level 2:meet

objectives

level 3:performance improvement

level 4:business results

WD design & development lifecycle processes

Grow @ hp portal 　ＨＰ　

Top Talents Development Process

Integrated Learning Solutions

winning edge dimensions

dynamic leadershipprinciples

passage

2

passage

2

Enterprise Manager

Enterprise Manager

Group Manager

Group Manager

Business Manager

Business Manager

Functional Manager

Functional Manager

Manage Managers

Manage Managers

passage 6

passage 6

passage

4

passage

4

passage

5

passage

5

passage

1

passage

1

passage

3

passage

3

Manage others

Manage Self

Manage Self

Leadership Development Path

Engineer Development Path

在校生，应届生

企业员工

（软件开发工程师）

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 AnalysisSWOT Analysis for self and others

Challenge & Opportunity Analysis

Goal Orientated Opportunity OrientedCompetency Oriented

Occupation Trend

Career Route is Confirmed

Career Development

Career Development ManagementCareer 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

Team Work

Global view and

Experience

Communication

Cultural Diversified

Proactive

Solve problems

Customer

complexity

Willing to

Change

Creativity

Positive

Attitude

Quick

learner

CompaCompany Goalny Goal

Org. Org. GoalGoal

EmEmploployee yee GoGoalal

UK Returnee in Her Eye UK Returnee in Her Eye

Cissie ChenUniversity of Kingston, MA (Marketing) 2005-2006

• Customer Development Business DevelopmentManager, China HP

• Customer Relations Program Manager, Motorola China

UK Returnee in Employer’ Eye

Passion & Positive thinkingBe 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.

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

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