1 2009

Global Talent Management (Recruiting Engineers from Asia)

Yatin Trivedi March 13, 2009

2 2009

•  Synopsys: Global EDA Leader •  Insider’s View of “Out There” •  Acquiring & Managing Right Talent •  Investing in Our Future •  Summary

Outline

3 2009

•  Engineers from India and China in SV? IC Industry •  Engineers educated exclusively in Asia? H1B.com Industry •  Engineers educated in Asia (BS) and US (MS/Ph.D.)? Brain Drain •  Engineers working in Asia for SV company? Cost Effective •  Asian managers supervising non-Asian Engineers? •  What matters– individual or team? Engineer or manager? •  Do we really have different metric for measuring Asian engineers? Why? •  What about non-engineers from Asia? •  Compare Asian Engr in SV to Regionalism in India/China … •  Whose leadership task is more difficult?

What is an Asian Engineer?

Asian Engr Non-Asian Engrs Mixed

Asian manager

Non-Asian Mgr

4 2009

Global From the Start: Over 80 Offices and 24 Countries

Headquarters: Mountain View, CA

~5,700 employees >1,500 R&D engineers

>1,000 tech. consultants

5 2009

R&D

QA

Cust Supt

Tech Mkt

Sales

IT & Infra

EDA Industry and Asian Engineers

 Physical location is unimportant  Most project teams are distributed  More than half the team is not local - Wherever ‘local’ is  Significant burden on manager

  to distribute work   facilitate communication   motivate team   regular face time

0 5 20 40

6 2009

Here vs There: Used to be, Not anymore!

Language barrier Verbal Communication – style, clarity, concise Written Communication – emails, reports, status Customer Interaction Skills

Technical Depth Fundamental knowledge – theory vs practice Application Knowledge Approach to problem solving, focus on quality

Stable Infrastructure Power, Network access, Real-time bandwidth

Timezone Be equally unfair to everyone!!

7 2009

  Experienced, skilled labor pool, competition to tap into it

  Digital vs Analog, Chip vs System

  Design vs Mfg, Apps vs Embedded SW

  Transition from Engineer to Manager

  Management style, culture, training

  Ph.D.s, Patents and Research

  University focus – relevance of curriculum

But some differences remain

8 2009

  Bring in the best •  Know what you need •  Be relentless

  Apply consistent standards •  Superior programming skills •  Expertise with Synopsys tools •  Industry experience •  Capability to contribute on day one

  Provide thorough assimilation process •  Global orientation/on-boarding process •  90 Day Plan and Buddy System

Acquiring & Managing the Right Talent

9 2009

  Technical Training •  Synopsys Specific - Project Management Protocols •  Industry Standard online coursework •  Exposure to Internal and External Thought Leaders

  Professional Development •  Rewarding and challenging work assignments

•  Access to English Business Skills training

  Strong Management •  Knowing customers •  Driving for results •  Global perspective •  Collaboration across the organization

Investing in the Future

10 2009

Synopsys Employee Community Involvement 2008 Synopsys Shares – Empowering Employee Leadership

•  2,815 employees participated in one or more of the following Synopsys Shares programs:

•  Employee giving charity campaigns •  Disaster relief •  Matching gift •  Season of Sharing •  Volunteerism

•  45 offices supported 52 charitable organizations and schools around the world, including:

•  Coastal Cleanup – Save Our Shores •  Disha – Bangalore science fair exhibition •  Family Giving Tree – backpack and toy drives •  Hillsboro, Oregon School District •  National Taiwan Science Education Center

11 2009

The Process @ Work

Acquire & Integrate

Develop & Invest

Energize & Engage

Retain

New Hires & Internal Transfers

Provide professional and technical skills training Focus on job related

development and rewarding/challenging assignments

Provide professional development oppty via dual career ladder

12 2009

Globalization is here to stay – Deal with it!

Start with Core Values •  Integrity •  Customer Success Through Execution Excellence •  Leadership

Focus on optimizing globalization to drive superior execution of strategy

•  Hire the best •  Invest for long term

•  Cultivate talent by developing leaders at all levels •  Engage and Retain for future success

Summary