User:Khabboub/sandbox

'''Picmet ''' Portland International conference for management of engineering and technology Ahmad-KhaLdoun Habboub is a Syrian/American the co-author of Retention Of High Tech Employees. He worked for Intel Corp. Ahmad Khaldoun Habboub was born in Damascus, Syria and moved to the United States of America where he finished his Bachelor degree in Science Electrical Engineering from Portland State University in 1995. and completed his Master degree in Engineering and Technology Management from Portland State University in 2002. http://www.picmet.org/Conferences/2001/picmet01.pdf TC-16.2 [A] Retention Of High Tech Employees Mubarak R Alkhali; Portland State University, United States Brian Cockrell; Intel Corp., United States Bridget Haggerty; OHSU, United States Khaldoun Habboub; Intel Corp., United States Timour Khamnayev; Chiave Interactive, United States The goal of this paper is to examine the means of talent retention within various management structures of high-tech start-up companies. Based on the results of our case study and other research we determined some of the universal attributes of a successful incentive structure for a high-tech organization. The paper is based on a project conducted in a graduate course in the Engineering & Technology Management department at Portland State University.

Companies retain good employees by becoming "employers of choice". How can your company be an employer of choice? Whether high-tech or not, employees respond well to working environments that meet their needs. Assuming that wages are fine (these days that means you are paying at market rate or probably above for high-tech) employees need to feel like they make a difference; they have meaningful work; and they have a work/life balance. Employers should set up good communication channels with employees so that employees feel like their views are important to the company and they are being heard. Consider work/life balance options like flextime, compressed work weeks, dependent care programs, and make it really a part of your culture that employees have other priorities in their lives besides work. Hire the right people for the right jobs, and then let them do their work free from micro-management and with the authority to make good decisions. Top it off with an innovative benefit plan -- some ideas from the SHRM High-Tech Bulletin Board: generous tuition assistance; paid sabbaticals; signing bonuses; retention bonuses; generous vacation time; stock options; onsite fitness facilities; concierge services (manicures, dry cleaning pick up and delivery, shoe shines, massages); free snacks, drinks, fruit.