DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE? First survey of young graduates’ assessment of Graduate Programmes March 2015
CONTENT
EXECUTIVE SUMMARY
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YOUNG GRADUATES’ OBJECTIVES
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GRADUATE PROGRAMMES: FROM SELECTION TO INTEGRATION
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YOUNG GRADUATES’ POSITIVE OPINION ON THESE PROGRAMMES
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METHODOLOGY
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EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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GRADUATE PROGRAMMES Expensive employer branding initiative or effective talent-retention mechanism? The issues concerned with integrating and retaining young talent are a priority for business leaders around the world. Graduate Programmes started out many years ago in UK, where they have since become a near-standard element of recruitment processes. Graduate programmes are a big pull for new-generation talent and French companies are showing a growing interest in setting up these types of programmes.
However, with 43% of young graduates leaving their first job in under 20 months*, are Graduate Programmes a more effective way of retaining new-generation talent or are they just a costly means of promoting the employer brand? Looking beyond how recruitment is presented and communicated, what is the reality and the actual content of Graduate Programmes? What are participants’ objectives with them? How do they view the process from selection to conversion into a first job? Which skills are most important for succeeding with them? In short, do Graduate Programmes keep all their promises?
This first extensive survey of young participants in Graduate Programmes is designed to assist Talent Managers when setting up and evaluating Graduate Programmes.
* “The Paradox with Retaining Young Talent” survey of November 2014 EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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EXECUTIVE SUMMARY
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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GRADUATE PROGRAMMES Expensive employer branding initiative or effective talent-retention mechanism? “Graduate Programmes are a big hit with young graduates. They appear to be the most highlydeveloped set of practices for integrating new generations of talent, as they promise to deliver the qualities that young graduates most seek and appreciate: challenging programmes offering continuous learning, a variety of assignments, international perspectives, and support via coaching and mentoring” “Setting up a Graduate Programme does not obviate the need for paying the utmost attention to the career opportunities available at the end of the programme: the Programme must offer prospects in line with young graduates’ career plans and keep its career-boosting promises” “The considerable investments in Graduate Programmes made by both employers and young participants increase their respective expectations. Graduate Programmes cannot be reduced to a simple employer branding and recruitment communication tool. If graduate programmes are to be considered an effective talent development and retention mechanism, Talent Managers need to involve operational departments.” Manuelle Malot Director of the EDHEC NewGen Talent Centre EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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LEARNING, CAREER-BOOSTING AND INTERNATIONAL PERSPECTIVES THE 3 MAIN OBJECTIVES OF PARTICIPANTS 1
Rate of Importance
2
3
Learning and improving constantly and quickly
Giving my career a quick boost
Gaining an international perspective
32%
28%
15%
NB: No differences on these 3 objectives between men/women, managers/engineers, French and internationals
Satisfaction index
86%
71%
90% for women
76% for internationals
64% 67% for engineers
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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GRADUATE PROGRAMMES AS EXPERIENCED IN REALITY 2 YEARS, 3 ROTATIONS AND AN INTERNATIONAL DIMENSION International programmes over 60% of participants signed their graduate contract outside France and over 1/3 of the sample had at least one international assignment
Fairly specialised 54% followed specialised programmes
Long average programme length was 2 years
Multiple rotations 90% of participants experienced at least one rotation during the programme, while the average was 3
With a period at head office participants spent 1 year at the company’s HQ on average EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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GRADUATE PROGRAMMES AS EXPERIENCED IN REALITY STRUCTURED SUPPORT, CAREER-BOOSTING AND PROSPECTS
Support is particularly appreciated Mentoring: Close to 40% were assigned a mentor within the management team
Coaching: 35% were assigned a coach within Human Resources Career prospects help retain young graduates At the end of the programme, it is vital for job opportunities to match participants’ career plans Graduate Programmes have a greater impact on career progression than on salary progression
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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GRADUATE PROGRAMMES AS EXPERIENCED IN REALITY THE KEY BEHAVIOURAL SKILLS FOR SUCCESS
Behavioural skills are essential for succeeding in Graduate Programmes, particularly:
1
2 Ability to learn & grow
3 Communication skills
Results orientation & drive
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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GRADUATE PROGRAMMES: A BIG HIT WITH PARTICIPANTS
3/4 of participants remained in the company
80% believe that the Programme was a careerbooster
Half the sample believes that the Programme impacted positively on salary progression
90% recommend this type of Programme to young graduates
“For a junior, the Programme is a fine opportunity to immerse yourself in professional life, especially because you’re supervised and the possibilities for progress are faster. Participants know each other and meet up often, which helps you to build a professional network”
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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YOUNG GRADUATES’ OBJECTIVES
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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GRADUATE PROGRAMME = FAST TRACK?
“Go through all departments fast, get a holistic understanding for the business and the company. Fast track for a management career. Possibility to tailor the program in order to deepen one chosen field if you know it before starting. Opportunity to belong to different teams and with various manager types to learn from” “I was expecting a programme that would allow me to see several areas in a short space of time so as to learn a maximum of things and thereby let me work in various types of position in order to seize opportunities and boost my career” “Quick growth, fast learning, accelerated progress and promotion => learn, improve and reach a senior managerial role within two years” “Gain access quickly to interesting positions within the Group. Have the chance to work abroad”
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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LEARNING, CAREER-BOOSTING AND INTERNATIONAL PERSPECTIVES For 1/3 of participants, the prime objective is “Learning and improving constantly and quickly” % citing the objective as first priority
Learning and improving constantly and quickly
32% 28%
Giving my career a quick boost 15%
Gaining an international perspective Discovering through rotations the field that best suits me
10%
The attractive pay Building a professional network Benefiting from management support
7% 4% 3%
The three expectations are the same for all sample sub-groups men/women, managers/engineers, French and internationals Q : Rank the following items from 1 to 7 1 for the one that struck you as most important before you began your graduate programme and 7 for the one that struck you as least important. EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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LEARNING, CAREER-BOOSTING AND INTERNATIONAL PERSPECTIVES
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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1st OBJECTIVE ~90% ATTAINED
+ important
Learning and improving constantly and quickly Giving my career a quick boost
86% 71%
Gaining an international perspective
64%
Discovering through rotations the field that best suits me
60%
Attractive pay
58%
Building a professional network Benefiting from management support
78% 54% - important Objective attained: fully or in large part somewhat and not at all
Q: For each of these items, please note if your expectations were met EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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HIGH DEGREE OF SATISFACTION Learning and improving: 90% of women satisfied Managers and Internationals consider their Programme to be a real booster for their career. SATISFACTION INDEX Managers
Engineers
French
International
1
Learning and improving constantly and quickly
90%
84%
87%
86%
86%
87%
2
Giving my career a quick boost
72%
70%
73%
67%
68%
76%
3
Gaining an international perspective
66%
63%
62%
67%
61%
68%
Satisfaction index = % of respondents saying they had attained this objective, either fully or in large part EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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GRADUATE PROGRAMMES: FROM SELECTION TO INTEGRATION
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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THE ASSESSMENT CENTRE: CONSIDERED THE HARDEST PART OF THE SELECTION PROCESS The stages of the recruitment process ranked in order of difficulty by participants Assessment centre (length, intensity, variety of exercises)
16% 12%
Interviews Group exercises
11%
Application from screening
9%
HR interviews / Personality test
5%
Aptitude, numerical and logical tests
5%
Length of the whole recruitment process
5%
General management interviews Language
4% 3%
“The assessment centre was the hardest part. Challenging and highly varied exercises: interviews and group work, written exercise on a difficult subject and individual interview. An intense day and the overall level of participants was very high”
“The group session, as the programme was intense and the time very restricted. In the space of a morning, there was an oral presentation in English, written tests in French and English, a creativity test, a writing test and a debate” EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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2-YEAR PROGRAMMES A majority of specialised programmes
54% 46%
Specialised Generalist (Management / Project management)
Finance, the most popular function for specialised programmes Finance
55% 11%
IT Production
8%
Marketing / Communication
7%
Research / R&D
6%
Sales / Business Development Human Resources
5% 4%
Law
2%
Purchasing / Logistics / Procurement
2%
The average length of programmes was 24 months EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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ROTATIONS AND INTERNATIONAL
Close to 90% of participants benefited from one or several rotations and over a third of the sample had at least one international assignment An average of 3 rotations during the programme and an average of 13 months at company HQ For participants benefiting from rotations in several countries: DESTINATION Europe excl. France
74%
Asia / Pacific France Americas (North & South) Africa / Middle East
TOP 3 COUNTRIES UK (26%)
41% 21% 15%
France (21%) Germany & China (13%)
13%
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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HUMAN RESOURCES COACHING FOR CAREER CHOICES AND INTEGRATION 35% of participants were assigned a coach within human resources THE BENEFITS OF AN HR COACH Career choices / development
36%
Integration in the company
32%
No help
13%
Training: business / soft-skills
13%
Network-building
6%
“Particular guidance, clear and regular information on the types of opportunities open to me during each rotation and at the end of the programme, transmission of a good deal of corporate culture.”
“Genuine career management that superseded the interests of the different departments and enabled me to plan my long-term development within the company.”
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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MENTORING FROM SENIOR MANAGEMENT FOR SHARING EXPERIENCE Close to 40% of participants were assigned a mentor from the senior management team THE BENEFITS OF A SENIOR-MANAGEMNENT MENTOR Advice and experience sharing
38% 27%
Career choices / development 13%
Network-building
10%
Integration in the company No help
5%
Overall view of the business and strategy
5%
“It’s a real anchor point, someone with experience and who can take an objective view of your programme, progress and development. Real advice, a source of motivation and support during the different rotations.”
“Much more useful: she was an international marketing director, had gone through the program before and gone up the hierarchy within the company so she knew everyone, who to talk to, how to learn faster, how to do a good job, how to give and receive feedback to/from my managers on each assignment” EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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ABILITY TO LEARN & GROW A KEY SKILL FOR SUCCESS
“Know at least 2 foreign languages (to allow more international assignments and an assignment on another continent). Be ready to ramp up quickly because each assignment is short, so to achieve something you need to learn the job fast. Clear understanding of the structure of a big company and how the different departments interact with each other. Networking abilities” “Super learning ability”
“Good interpersonal skills, fast learner, low ego”
“Fluency in English is key / Proficient in MS Office tools / Adaptability and ability to learn in a fast-paced environment / Deliver high-quality results thanks to strong technical and business knowledge / Strong analytical, communication and interpersonal skills”
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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SOFT-SKILLS: HIGH-LEVEL REQUIREMENTS Please evaluate the importance to the success of your Graduate Programme of each of the following competencies. (1: not important / 10: very importante) Average rankings (out of 10): Ability to learn & grow
Ranking
1
9,0
10
Creativity & innovation
Communications skills
2
8,0 7,0
9
Technical & business knowledge
6,0
Results orientation & drive
3
5,0
8
Self awareness / management / personal effectiveness
Leadership
7
Teamwork
Analytical skills
6
4
5
Interpersonal awareness / people skills
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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CLASSICAL OPERATIONAL SKILLS
Half of participants believes that language skills are necessary to succceed in a Graduate Programme
Language skills
52% 33%
IT: VBA, Matlab, Excel, Power point None: rather soft-skills
32%
10%
Technical knowledge / business knowledge
Finance Market analysis
5%
3%
Q: What front-line competencies (languages, IT skills, technical knowledge, and so on) strike you as necessary to a successful programme?
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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YOUNG GRADUATES’ POSITIVE OPINION ON THESE PROGRAMMES
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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CAREER PROSPECTS HELP RETAIN YOUNG TALENT ¾ stayed with the company after their Graduate Programme Why did you decide to stay (one or more reasons)? Opportunities for advancement / Career prospects
43% 20%
Attractive position at the end of the programme Company / Environment
18% 8%
Location Salary Need to acquire expertise Quality of life
7% 3% 2%
Sample of 122 participants who had completed their programme
“I would never have obtained this kind of position in another bank. If I’d left the company, I would have been an assistant for another 3 or 4 years. The fact that my Graduate Programme was a complete success enabled me to get the position I wanted. In another bank, I would have had to build up a reputation again.”
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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CAREER PROSPECTS HELP RETAIN YOUNG TALENT
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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OPPORTUNITIES THAT MATCH CAREER PLANS ARE KEY FOR RETENTION 1/4 of participants did not stay in the company after their graduate programme The main reasons for leaving Not suited to my career plans
26%
Better opportunity elsewhere
26% 22%
Lack of career oportunities 17%
Location Promises not kept
4%
Company
4%
Sample of 122 participants who had completed their programme
“Unkept promises of a managerial position, I contacted other companies that appreciated the worth of my programme” “They couldn't provide me a role in the city I wanted to work in” “Salary + better opportunity elsewhere. Willingness to move to a smaller structure” EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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PROGRAMMES AS CAREER-BOOSTERS
Close to 80% believe that their Graduate Programme was a career-booster The main reasons Faster progression
33%
Rapid improvement in my skills
33%
Label on my CV
13%
Knowledge of the company
13%
International vision Self-confidence
5% 2%
Sample of 122 participants who had completed their programme
“The people who put together the programme wanted to develop us fast. They set things up so that we could express our potential” EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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WINNING BET IN TERMS OF SALARY PROGRESSION… PARTICULARLY FOR MEN CONTRASTING SITUATIONS: Half the sample believes that their programme boosted their salary progression 60% of men thought so, but only 40% of women Do you think the Graduate Programme has given your salary a boost? TOTAL SAMPLE Women
53% 40% 60%
Men
yes
47%
60% 40% no
Sample of 122 participants who had completed their programme
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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HIGHLY POSITIVE OPINION Close to 90% recommend this type of programme to today’s young graduates The main reasons 30%
Variety of assignments / People met
27%
Learn a lot and fast 21%
Network-building International experience
16%
Improve your skills
16%
Boost your career
16%
A plus for your CV / Label synonymous with talent
16%
Large, well-known corporations
4%
Sample of 122 participants who had completed their programme EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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HIGHLY POSITIVE OPINION
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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HIGHLY POSITIVE OPINION
“You learn more and you think more about what your profession is, the different ways to exercise it and the way that suits you. I didn’t necessarily find all the answers, but I learnt how to ask the questions. Its also a plus for your CV and a good way of integrating into a group” “International exposure, additional qualifications and certificates obtained, better understanding of the whole organization” “Career-boosting, building a network, acquiring a set of skills, reaching professional maturity earlier”
“Enriching programme that trains you well and opens the door to numerous functions that you didn’t even know existed. The network you build is also very useful” “It’s a win-win contract: the company gives us all-round training in a fairly short space of time, in exchange for which we pay the company back with what we can contribute”
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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METHODOLOGY & PROFILE OF RESPONDENTS
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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METHODOLOGY & PROFILE OF RESPONDENTS Methodology Survey of 205 participants in graduate programmes. Respondents had a graduate level of education and between six months and six years of professional experience
Profile of respondents 2/3 were managers (graduates of business schools/prestigious management schools, Sciences Po) and 1/3 are engineers (with science/technical degrees) 64% were men and 36% women 60% were French and 40% international Over 60% signed their first graduate contract outside France
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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METHODOLOGY & PROFILE OF RESPONDENTS Profile of respondents 2 different situations: They had finished their programme
They are still in their graduate programme
60% 40%
Programme starting-year 2013
20%
2012
21%
2011
21%
2010
16%
2009 2008 2007 and earlier
9%
7% 6%
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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IN OVER 120 INTERNATIONAL CORPORATIONS ABB - ABBOTT LABORATORIES - ABInbev - ACCENTURE - ADF - AEROPORT DE PARIS - AFD - AIR LIQUIDE - AIRBUS GROUP - ALIBABA GROUP - ALLIANZ ALSTOM - AMAZON - ANZ - AREVA - AVERY DENNISON - AXA - BANK OF AMERICA MERRILL LYNCH - BANK OF CHINA - BARCLAYS - BEIERSDORF - BEIJING SIJITANG SCIENCE AND TECHNOLOGY DEVELOPMENT - BLACKROCK - BNP PARIBAS - BPCE - BRITISH AMERICAN TOBACCO - CAPGEMINI - CARGILL CARREFOUR - CEMENTOS ARGOS - CHECK POINT SOFTWARE TECHNOLOGIES - CHINA MOBILE - CHINA NATIONAL PETROLEUM CORPORATION - CHINA PETROCHEMICAL CORPORATION - CITIGROUP - COCA COLA ENTREPRISE - COLGATE PALMOLIVE - COMMERZBANK - COTY - CREDIT AGRICOLE - CROWE HORWATH - DELOITTE - DEUTSCHE BANK - ECOM AGROINDUSTRIAL - EDF SA - EIFFAGE - ELECTRICAL PRODUCTS - EMC - ETTEPLAN INDUSTRY EVERBRIGHT - EVERGRANDE - GDF SUEZ - GENERAL ELECTRIC - GLAXOSMITHKLINE - GOLDMAN SACHS - GORBEL CRANE - GROUPE CASINO - GROUPE NEXANS - HEINEKEN - HILTON WORLDWIDE - HISENSE - HMS VILGO - HSBC - HTC- HUAWEI - IBIS - IBM - ING - IPSOS - KIMBERLY CLARK - KURT SALMON LA POSTE - LACTALIS GROUPE - LOMBARD ODIER - LOUIS DREYFUS COMMODITIES - LVMH - MAG - MAIPU COMMUNICATION - MALAYAN BANKING BERHAD - MARINE NATIONALE March - MAZARS - MEIKO ELECTRONIC - MICROSOFT - NOMURA - NOVO NORDISK - OPZOON - ORANGE - PCCW - PICTET PROCTER & GAMBLE - PSA PEUGEOT CITROEN - RECKITT BENCKISER - RENAULT - ROYAL BANK OF SCOTLAND - SAMSUNG - SANY HEAVY INDUSTRY SCHLUMBERGER - SCHNEIDER ELECTRIC - SEEBURGER - SGCC (STATE GRID CORPORATION OF CHINA) - SHANGAI FOREIGN SERVICE - SNCF - SOCIETE GENERALE - SOLAR TURBINES - SONY GROUP - STARWOOD HOTELS & RESORTS WORLDWIDE - SYNGENTA - THE LINK MANAGEMENT LIMITED - TUI TRAVEL PLC - UBS - UNIBAIL-RODAMCO - UNILEVER - UNIQLO - VALVITALIA - VENTE-PRIVEE.COM - VINCI - WAVE GROUP - WOLSELEY - XAC - ZTE CORPORATION
The most highly-represented companies, with more than 5 participants: SOCIETE GENERALE (10) GENERAL ELECTRIC (8) ORANGE / BARCLAYS (6) BNP PARIBAS / CARREFOUR /SNCF / UBS (5)
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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ABOUT THE EDHEC NewGen TALENT CENTRE The EDHEC NewGen Talent Centre was set up in 2012 under the stewardship of Manuelle Malot in order to deliver innovative solutions in line with the EDHEC for Business strategy and to enable global corporations to attract and retain new-generation talent.
For more information: www.edhecnewgentalent.com The EDHEC NewGen Talent Centre is supported by
as part of the EDHEC Rising Talent campaign.
EDHEC NewGen Talent Centre © - March 2015 – DO GRADUATE PROGRAMMES DELIVER ON THEIR PROMISE?
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