Transitioning from School to Work

Welcome to the Evisors Webinar
Visit us online at www.evisors.com
Making Your Mark: Transitioning from School to Work
featuring
Roderick Lewis
Hosted by: Career Advisors on Demand..com/webinars

Making Your Mark:
Transitioning from School to Work
I. About Roderick
II. Know Your Value-Add
III. The Workplace Environment
IV. 7 Traits for Selecting Target Employers
V. Q&A

About Roderick
• Holds an MBA from The Georgia Institute of Technology
• Multilingual consultant with global experience and expertise in Talent
Management and Employer Branding
• HR Consultant in Corporate America focusing on International
Recruiting and Diversity & Inclusion
• Former MBA Career Consultant in US and European Business Schools
• Author of the upcoming books, “Don’t Waste Time Applying Online” and
“Journey To The Hiring Manager”
• Started his own consultancy, Voice of the Job Seeker, to
train, educate, and advise job seekers and organizations on how to
effectively improve the recruitment process

Making Your Mark:
I. About Roderick
III.The Workplace Environment
IV. 7 Traits for Selecting Target Employers
V. Q&A

Making Your Mark:
I. About Roderick
III. The Workplace Environment
IV.7 Traits for Selecting Target
Employers
V. Q&A
Hosted by:See the rest at evisors.com/webinars/webinar/9

Trait #1: Employee Engagement Report
Intel
Selected Organizational Health Survey Results
2010 2009 2008 2007
I am proud to work for Intel 85% 82% 83% 75%
I would recommend Intel
as a great place to work
80% 74% 73% 61%
My job makes good use of
my skills/strengths
76% 74% 74% 70%
I have the flexibility to
balance the needs of my
work and personal life
79% 77% 77% 72%
I hope to continue
working at Intel for
another 5 years or more
75% 77% 76% 67%
Open and direct
communication is
practices effectively in
my work group
78% 77% 78% 74%
In my business group,
innovation and creative
thinking are actively
encouraged
76% 73% 73% 70%
At Intel, I am treated
with dignity and respect
83% 85% 85% 83%
Cisco
Pulse survey results Category 2010 scores 2009 scores
Employee Engagement Index 82 87
Collaboration 85 86
Respect for People 82 83
Communication 79 77
Organizational Alignment 79 82
Inclusion Index 78 79
Innovation and Excellence 77 78
Manager Index 77 NA
Development 72 73
Recognition 65 66

Trait #2: Work-Life Balance
Intel:
Special Leave Programs
1. 4,627 employees took sabbaticals, returning refreshed and revitalized.
2. 603 female employees used our Pregnancy Leave benefit.
3. 148 employees used our Personal Leave program.
Hewlett-Packard:
Work-Life Balance
1. Approximately 60% of employees work at the same site as their manager, and
the other 40% are managed by leaders who work with them in a virtual
environment.
2. 80% take advantage of HP's flexible work environment.
3. 15% work full time from home.

Trait #3: Volunteering & Social Investments
Volunteeering
2010 2009 2008 2007
Number of employee volunteers 34,774 36,476 37,023 25,88
Number of volunteering grants given 5,738 2,418 2,644 1,815
Bank hours to support employee volunteering activities 208,336 157,78 154,813 94,746
Employees' personal hours given to support Barclays
volunteering activities
150,573 109,131 100,818 68,935
Community Investment
2010 2009 2008 2007
Employees receiving support for fundraising, volunteering
and giving
62,118 58,415 57,361 43,718
Charities supported by Barclays 8,214 7,727 6,918 7,14
Total community investment
£55.3m £54.9m £52.2m £52.4m
Barclays

Trait #4: Career Mobility & Development
L’Oreal:
1. 752 employees from 49 countries were on long-term international
assignments in 57 different countries – a 13% increase on 2009.
2. Of these employees, 34% were women and 15% were under the age of 30.
3. 40 employees transferred abroad to bring expertise to other countries,
mainly for manufacturing projects, for short-term assignments of up to 12
months.
Performance indicators
2008 2009 2010
Repsol staff (number)(1) 36,302 33,633 36,323
People Review (number) 3 1,968 3,712
Repsol staff receiving performance
evaluations (percentage) 36 39 44
Internal mobility transfers (number) - 5,316 5,892
Employees who telework (number) 130 516 691
Repsol:

Trait #5: Diversity & Inclusion
Total, S.A.:
2010 U.S. workforce demographics [as a percentage of total]
Male Female White
All
minorities
Black Hispanic Asian
Native
Hawaiian
or Other
Pacific
Islander
Two or
more
races
Native
American
71.49% 28.51% 83.02% 16.98% 3.88% 4.61% 7.97% 0.00% 0.14% 0.37%
67.13% 32.87% 76.02% 23.98% 5.18% 4.78% 13.11% 0.07% 0.34% 0.50%
77.52% 22.48% 69.93% 30.07% 14.49% 6.82% 6.97% 0.26% 0.76% 0.78%
61.53% 38.47% 71.89% 28.11% 6.65% 14.90% 2.78% 0.17% 3.20% 0.42%
17.85% 82.15% 66.13% 33.87% 16.62% 7.96% 7.47% 0.27% 0.74% 0.80%
49.74% 50.26% 61.78% 38.22% 13.61% 10.47% 13.09% 0.00% 0.00% 1.05%
49.11% 50.89% 48.82% 51.18% 14.5% 22.93% 13.17% 0.00% 0.15% 0.44%
65.57% 34.43% 75.30% 24.70% 6.78% 5.45% 11.43% 0.09% 0.42% 0.53%
* Subtotals may not add up exactly to total due to rounding.
Laborers
Total: 0.77%
Total
Total: 100.00%*
Sales workers
Total: 1.35%
Office and clerical
Total: 5.83%
Operatives (semi-skilled)
Total: 0.22%
Officials and managers
Total: 11.24%
Professionals
Total: 70.19%
Technicians
Total: 10.41%
Hewlett-Packard:

Trait #6: Web 2.0 Technologies
National Instruments:
NI Talk has been extremely successful. In 2010, NI sought to help employees collaborate
more efficiently across teams worldwide. At the request of Phil Hester, senior vice president
of R&D, several collaboration tools were tested and evaluated. In May, the company selected
a tool called Social Business Software from Jive, internally branded as NI Talk.
In the first nine months of use, NI Talk had more than 3,200 users, more than 1,700 groups,
15,589 documents, and 7,119 discussions generating more than 26,000 responses.
NI Talk added collaboration tools to the company's already robust intranet site known as
NIWeb. NIWeb houses information about groups across the company such as frequently
asked questions, contact names, and processes. Significant facts about NIWeb include the
following:
• More than 85,000 unique pages
• Approximately 160,000 visits to NIWeb search each month
• Exactly 339,354 unique page views in just one month
• 21,576 new pages created in 2010

Trait #7: Recognition & Compensation
Intel Quality Award (IQA)
IQAs are given annually to a few Intel
organizations that have made long-term
commitments to operational excellence and
have demonstrated performance to Intel Values.
Organizations complete applications that are
presented to a panel of executive judges, who
select the winners. Winning organizations are
expected to act as role models and mentors
for groups that subsequently enter the IQA
application process.
Intel Achievement Award (IAA)
The IAA is the company’s highest honor for
personal and small-team accomplishments. Less
than one-half of 1% of all employees receive
an IAA each year. Winners are rewarded with
company stock and an invitation to a banquet
hosted by Intel President and CEO Paul Otellini.
Spontaneous Recognition Award (SRA)
Spontaneous recognition can be given at any
time to show appreciation to a peer, subordinate,
or manager, and may include cash, a gift card, or
other reward.
Division Recognition Award (DRA)
DRAs recognize employees for reaching
critical milestones or completing projects that
demonstrate a strong commitment to Intel
Values. DRAs are presented to employees in front
of their peers at quarterly Business Update
Meetings.
Intel:

Trait #7: Recognition & Compensation
Unilever:
Pay for performance
There are two ways to increase your overall package.
The first is an annual bonus based on personal and business performance.
• “Rewards both our collective success and your individual contribution to it. And the
amount can be significant.”
The second depends on your level and reflects sustained performance. It
comes in the form of shares which will give you a real stake in the future success of
the business.
• “In fact, we consider it critical that senior managers build a substantial holding in
order to align their interests with those of our shareholders.”

Questions & Answers
Question 1:
Which important technology tools would you
recommend?
Hosted by:See the answer at evisors.com/webinars/webinar/9

Questions & Answers
Question 2:
Are there any common struggles you have
noticed while transitioning from school to
work?
Hosted by:See the answer at evisors.com/webinars/webinar/9

Thanks for Joining!
Book your session with Roderick at
www.evisors.com/expert/991
View our past webinars at evisors.com/webinars
and follow us on Twitter @Evisors for updates on
upcoming webinars.

Transitioning from School to Work

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