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
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