The costs of replacing key talent – from recruiting, interviewing, hiring, training and the loss of institutional knowledge – are considerable. For this reason, TI is focused on hiring the best engineers and innovators and keeping robust, competitive benefits and programs in place to retain them. While a long-term employee is not uncommon at our company, it is increasingly unique in the semiconductor industry.
We start with building a culture that promotes collaboration and innovation. We also offer competitive rewards, programs to integrate new employees quickly, initiatives to reach and retain traditionally underrepresented women and minorities as well as opportunities to advance into leadership roles.
The following tenets strengthen TI's ability to attract and retain employees who will thrive within our culture and contribute to business success:
TI offers a compelling workplace environment and competitive rewards that are designed to recruit and retain top talent, including:
Welcoming employees to TI is a critical step in retention. Our phased approach to new employee orientation provides the guidance and tools employees need to accelerate their transition into TI and excel in their new roles. We strive to make it easy for employees to connect with one another, understand their new environment, maximize their performance and secure necessary training. In the U.S. for example TI has 10 new employee initiatives (NEIs), or grassroots employee resource groups. A collaborative organization of leaders from each of the NEIs, called the Loop, facilitates communication among the NEIs and hosts social, volunteer and career development activities.
Some sites pair new employees with a buddy who introduces them to our work culture and practices. Because supervisors are critical in new employee engagement, development, performance and retention, they schedule regular meetings with new hires to address questions and issues and provide performance feedback.
Additionally, all new TI employees have instant access to a global social media forum, which offers a personalized place for everything from forums to blogs to wikis. New employees also have access to various networking activities to help them integrate into our company's culture and connect with their colleagues.
In the U.S., TI hosts customized programs to attract and retain traditionally underrepresented women and minorities. Outside of the U.S., programs are unique by country and region based on local needs. Examples of initiatives that support the retention of women and minorities include:
Additionally, TI executives hold leadership roles with Catalyst, a global nonprofit that researches women's experiences in business, barriers to their career advancement, and individual and organizational strategies leading to success.
TI has numerous programs to develop, advance and retain talent, especially in technical and leadership areas. We help fund continuing education, provide mentoring opportunities, and offer job-rotation programs and both technical and management career paths.