True Wind Consulting is a human resources consulting firm that provides customized HR solutions to clients. They conduct organizational assessments to identify employee strengths and weaknesses. They then develop tailored training programs and long-term HR strategies based on their findings and clients' goals. Their approach aims to improve productivity, reduce costs, and help clients gain a competitive advantage through strategic workforce planning and development.

1. True Wind Consulting A Human Resources Consulting Firm January 17, 2010 Presentation to_____________

2. Our clients’ industries are extremely competitive. The confidentiality of companies’ plans and data is obviously critical. True Wind Consulting will protect the confidentiality of all such client information. Similarly, human resources consulting is a competitive business. We view our approaches and insights as proprietary and therefore look to our clients to protect True Wind Consulting’s interests in our proposals, presentations, methodologies and analytical techniques. Under no circumstances should this material be shared with any third party without the written consent of True Wind Consulting. Copyright © 2009 True Wind Consulting Confidentiality

3. Overview of TWC capabilities Section 1

4. True Wind Consulting (TWC) – A Human Resources Consulting Firm A consulting firm dedicated to helping businesses optimize resources, develop human capital, and gain a competitive operational advantage in China A team united by a shared commitment to excellence and integrity in everything we do Extensive experience in a variety of industries, including: Management Consulting Investment Banking Private Equity Sourcing and Manufacturing Education A long and successful track record advising businesses in China An understanding of industry best practices An extensive international professional network On-site assessments of current personnel capabilities vs. company requirements and industry best-practices Customized solutions based on findings and client needs, including: Advanced training of staff in core professional skill areas Strategy development for employee assessment and hiring Optimization of performance incentives and compensation structure Who we are: What we bring What we offer

5. TWC delivers HR and Operational insight and solutions that translate into real value for the client Process Optimization Increased Profitability Structured Growth Accelerated new employee integration Employee productivity optimization Reduced attrition Reduced recruitment costs Increased job satisfaction

6. Improving human resources in China Challenges and opportunities Section 2

7. The majority of businesses operating in China face a talent shortage when looking for employees with core professional business skills Rote oriented education system creates highly technical but closeted graduates and middle management lacking in soft skills 37% of US-owned enterprises said that recruiting talent was their biggest operational problem 44% of executives at Chinese companies reported that insufficient talent was the biggest barrier to their global ambitions This systemic deficiency in the workforce has created a growing demand for Chinese employees with the necessary core professional business skill sets The talent shortage in China is likely to grow, as supply is not able to keep up with increasing demand

8. Increasing operational efficiency and employee productivity is key to gaining and maintaining a competitive advantage Integrate strategic planning and talent planning Integrate talent development with company operations Tailor training and development programs to the local culture Build relationships and pipelines for recruiting Increase operational efficiency Increase employee productivity Maintain competitive advantage

9. Most companies operating in China have experienced set-backs when attempting a “go-it-alone” effort at attracting, developing and retaining talent Typical actions taken: Develop in-house training programs Bring in Western employees from overseas offices to manage operations Re-shuffle employee ranks frequently through hiring and firing Results: High financial cost Inefficient allocation of company resources Erosion of corporate culture High employee attrition, resulting in a shortage of local managers Considerations: Assessing operational efficiency and identifying employee skill gaps internally is a politically sensitive endeavor Outside of core competence of company TWC provides an unbiased third party diagnosis of Corporate HR deficiencies and delivers customized solutions to fit the needs of its clients

10. The TWC advantage Section 3

11. TWC works with clients both to train employees and to develop embedded processes for long-term human resource optimization and cost management Step 1: Organizational HR assessment Interviews with employees across the organization Customized employee surveys to identify strengths and weaknesses Step 2: Presentation of assessment findings to management Comparison of management expectations vs. findings from assessment Step 3: Development of customized training program for employees Program based on assessment results and discussion with management Step 4: Discussion with management of long-term strategy goals in China Determining HR requirements for future goals and strategy of business Step 5: Development of HR strategy and processes for implementation Develop productivity metrics, hiring requirements, and head-count optimization Step 6: Roll-out of training programs for employees TWC to run training programs, developed in consultation with client management The TWC approach TWC offers customized solutions to each client within the context of HR development and employee training

12. Maximizing employee productivity and minimizing HR costs requires a long-term commitment to two core focus areas, the HR “Pillars” Survey employees to determine deficiencies and necessary areas for improvement Develop or acquire training programs for employees at all levels Adapt training methodology to Chinese cultural norms Train Chinese managers to institutionalize best practices among all personnel Understand long-term competitive advantage of business in China Determine required skills of local employees to preserve competitive advantage Develop method for monitoring head-count vs. productivity Set budget targets for employee training and development expenditures Employee training Organizational HR strategy Profitability and long-term success in China depend on successful application of these HR “Pillars”

13. Unlike competitors, TWC customizes training programs to the needs of the client and therefore does not market “course packages” or general seminars Developing solutions requires flexibility and creativity to develop the most suitable training programs Training programs are often required in the following areas: Presentation skills Negotiations Client/Customer service Business communication Cross-cultural etiquette Management skills TWC has an established expertise in the best practices for these and other areas, and will apply them in the most appropriate manner to the client’s situation TWC’s approach delivers an integrated and customized solution to clients based on current HR needs and long-term strategy and goals Yes Yes Yes English language instruction Yes Yes Yes Rollout of training programs for employees No No Yes Development of HR strategy and processes for implementation No No Yes Discussion of long term strategy goals Yes Yes No Delivery of general “course package” seminars Yes No Yes Development of customized training program No No Yes Discussion of assessment findings with management No Yes Yes Organizational HR assessment and individual employee assessments Yaxley Education Clark Morgan True Wind Consulting

14. TWC’s wide range of core competencies gives us the ability to meet all of our client’s strategic and human resource needs which include: Design and development Optimizing HR Hierarchy creation Job/Role design Clear task delineation Creation of personal and professional goals in line with global business strategy Organization Workforce planning Integration of high level business strategy with HR strategy to map future resource needs Talent management Developing culture of excellence “ Ownership” mentality Employee well being Ensuring employee satisfaction Resourcing Organizational learning Executive level thinking in terms of resource based capabilities for ongoing development Individual learning Identifying individual deficiencies Developing targeted and cost effective approach Group learning Team building skills and employee collaboration Management development Soft skill development Oral presentation Communication Negotiation Business etiquette Leadership Learning and development Job Evaluation/market surveys Track personnel performance Grade and pay structures Creation of incentive structures that are in line with business objectives Cultivating management

15. TWC’s talented team, China-centric focus, and commitment to customized solutions development and implementation places us well above our competitors One-stop shop and low cost solution for all HR requirements Customized solutions In-house resources for designing and running employee training programs Small core team with highly skilled resources Commitment to integrity in everything we do