Jenny Yan discussed perceptions of UK returned graduates and foreign interns in China. UK graduates are seen as having strengths like cross-cultural skills but also opportunities to improve like understanding local customer needs and culture. Employers expect attitudes like passion and strong communication skills. Career development involves analyzing goals, competencies, and opportunities. Organizations provide learning solutions, leadership development paths, and talent management systems to develop high-performing employees.

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

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

4. Dr. Jenny Yan
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.

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. Perception on UK Returned Graduates
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

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

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

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

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

11. Talents Development System
Talents Development Stratey
WD design & development lifecycle processes
Business & Evaluate
Select
Design Develop Implement Support  level 1:
performance approach
requirements satisfaction
competencies determine the design the build, buy, or deliver the ongoing
 level2:
cost effective, solutions, customize the solutions analysis &
meet
best match selecting solutions using standard support for
Performance objectives
approach/ methods & methods access and
analysis
solutions content use  level 3:
performance
Gaps, causes improvement
& metrics
 level
4:
business
Top Talents Development Process
results
Skills & competencies
Content management
Grow @ hp portal ＨＰ
ＨＲ Technology/Network Platform /LMS
11

12. Integrated Learning Solutions

13. Leadership Development Path
passage
6 winning edge
dimensions
passage
5
passage
4
passage
3
passage
2
passage
1
dynamic
leadership
principles

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

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

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

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

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

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