Talent, Careers and Organisations

1. Talent, Careers and Organisations Leveraging the business imperative in India

2. Agenda • The context • The challenge • The proposition - Leadership Development Program • The impact • The lessons learned [Presentation title]

3. The context • India • Economy growing at over 8% • Growth in all sectors but particularly Technology, Infrastructure and Real Estate, and Government • Aggressive global expansion of Indian MNCs eg Tata, Bharti, Reliance • “Promotor” and entrepreneurial companies spearheading domestic expansion • Inbound growth continuing eg outsourcing, offshoring to India • Increased regulating controls impacting transactions and investments • Ernst &Young • Market leaders in professional services following combination with Anderson in 2002 • Offices in 7 major cities • Aggressive competition from “Big 3”, investment banks and niche players eg PE houses • Price sensitive market • Projected growth between 20% and 250% in FY 12 • Headcount • Partners 170 • Staff 6000 • Attrition (population) 20% • Attrition (high performers) 18% • Recruitment 1,700 in FY11 [Presentation title]

4. The challenge • Hot recruitment market – Direct Admit Partnership offers from competitors significantly above market rates • Increasing attrition amongst Senior Managers (>20%) especially amongst female population • Non differentiated employment proposition • Poor Partner role models and lack of engagement • Internal Partner admissions averaging only 60% of identified talent pool [Presentation title]

5. The propositionLeadership Development Program Pre event • Invitation from Chairman • Meeting between Participant, Reviewing Partner and “Home” Partner The event • 3 days program including business simulation Post event • Meeting between Participant, Reviewing Partner and “Home” Partner • Self managed learning groups • Partner coach and mentoring network • New for FY 11 – People Leadership, Organisational Leadership and Account Leadership Challenge sponsored by Board [Presentation title]

6. The proposition – The event Day 3 Day 1 Day 2 PartnerBriefing Participant Briefing • Business Simulation cont’d • Client issue meeting • Team Member meeting • Client pitch • (Actors are role players) • Feedback Sessions • Home Partner • Independent Partner • Participant • Partner Interview Preparation • Peer feedback • Self development review Leadership in EYPeople Leader Welcome and Introductions - Board Member (Partners and participants) ‘Why Partnership?’ interviews • Business Simulation • Email challenges • Strategy group discussion • Chance meeting • C Suite meeting • Master Classes • Executive Presence • Influencing • Partner Observer Wash-up • Development messages Development Planning Sessions Learning Groups(Facilitated by Learning and Development) Dinner with Chairman an Board Members [Presentation title]

7. The impact • Very positive feedback especially on the engagement with Partners / Leadership team • Retention of higher performers at Senior Manager level improved significantly – now c5% • Partner admissions increased to 80% • EY culture strengthened (survey results) • More compelling career proposition for junior levels [Presentation title]

8. The lessons learned • Development viewed as a weakness, weakness is viewed as a failure resulting in a dilution of development messages • Quality of Partner feedback, coaching and mentoring is highly variable and is being addressed • Achieving shift in mindset from contributor to leader is much more difficult to achieve • In a fast growth environment personal development takes 3rd place after execution, service delivery and business development (what gets rewarded gets done) • Quality engagement across the firm remains a challenge [Presentation title]

9. Thank you Questions