Employee Retention of Dell, Inc : Dell Inc. (NASDAQ: Dell, HKEX: 4331) is an American multinational information technology corporation based in Round Rock, Texas, United States, that develops, sells and supports computers and related products and services. Bearing the name of its founder, Michael Dell, the company is one of the largest technological corporations in the world, employing more than 103,300 people worldwide.[2] Dell is listed at #38 on the Fortune 500 (2011).
Dell has grown by both organic and inorganic means since its inception—notable mergers and acquisitions including Alienware (2006) and Perot Systems (2009). As of 2009, the company sold personal computers, servers, data storage devices, network switches, software, and computer peripherals. Dell also sells HDTVs, cameras, printers, MP3 players and other electronics built by other manufacturers. The company is well known for its innovations in supply chain management and electronic commerce.
On May 3, 2010, Fortune Magazine listed Dell as the 38th largest company in the United States and the 5th largest company in Texas by total revenue. It is the 2nd largest non-oil company in Texas (behind AT&T) and the largest company in the Austin area.
The most successful organizations have at least one thing in common — employees who stick around. Here are a few ways that you can use the power of IT to make employee retention a more likely outcome.
Provide better support. Employees fear spending their productive hours at the office having to get in line for support for applications that should work without incident. There are several measures you can take to ensure that your help desk lives up to its name. Often, the best support is self-support, which calls for a combination of easy-to-use applications and easy-to-understand help materials.
Enable remote work. With lightweight desktop productivity tools that work through any browser, you can extend the reach of your traditional desktop productivity software to an employee’s home PC, even if it’s not standard-issue enterprise gear. You can even deploy mobile ERP to ensure that business applications are within reach by authorized employees. Plus, you never know when a blizzard, flood or other event will trigger your disaster recovery plan. Support remote work not only enables business continuity, but it also makes for happier employees.
Get social. Social networks have become an increasingly important destination on the Internet, and your employees are no different from anyone else looking to stay connected with friends and other people with shared interests. Instead of fighting the social media juggernaut, why not harness it to your own ends? Important ideas with real-world impact on your business are being discussed at length in online forums, commented on via Twitter, defined through the talk pages on Wikipedia, and examined via question-and-answer sessions on Quora.
By educating your users on the emerging types of social media and in best practices to achieve company objectives within community guidelines, you can drive higher engagement among employees in social media. Furthermore, your customers are on social networks, making the channel an important avenue for understanding customer attitudes. A workplace that welcomes the practical applications of social media will be a much more attractive place to work for the people who live and breathe in these new networks.
Enable online exploration. Web usage policies involve trade-offs between driving productivity and fostering a friendly work environment. While employees are being paid for their time at work, it may be counterproductive in many workplaces to have a too-heavy hand when it comes to restricting traffic to news and entertainment sites. Web monitoring has become a fixture of IT departments, and there are good reasons for that, with clear and obvious lines that should not be crossed. But considering that people carry their work home with them on mobile devices, it’s a good bet that your employees are using company devices for some degree of personal use. Here’s a good argument for staying at arm’s length when it comes to restricting activity that may occur on someone’s off hours or breaks: Treat people as grown-ups, and they’ll be more apt to stay with you until retirement.
Luxoft, one of Russia's leading providers of IT outsourcing services to companies like IBM, Dell, Deutsche Bank, T-Mobile and others, today announced that it achieved a 94 percent employee retention rate in 2006.
With more than 1,900 employees in Russia and across its global locations, the company also announced it received a "Best Employer of Russia" award as part of the prestigious "Leaders in the Russian Economy" list. This award is sponsored by the Russian Chamber of Commerce and Industry, the Coordination Council of the Russian Employers' Associations, the International Business Support Foundation, and the Rating Analytical Agency.
Since its founding in 2000, Luxoft's employee retention rate has exceeded industry standards. The six percent employee attrition rate experienced by Luxoft last year, down one percent from the prior year, strongly outperforms other outsourcing industry statistics. India's IT-services sector attrition rate has run as high as 30 percent at the junior programmer level according to the "NASSCOM-Hewitt total Rewards Study 2005" and the Hewitt "Attrition and Retention Asia Pacific Study 2006" reported China's outsourcing industry attrition rate at 23 percent.
Luxoft attributes its strong track record to several factors integral to the company's culture and business practices including:
* Rigorous and highly selective recruiting practices that bring some of the most highly experienced and educated talent in the Eastern European, Europe and North America. 74 percent of Luxoft employees earned Master's degrees, and more than 68 percent have seven or more years of industry experience.
* A formal and ever-expanding training and education program with courses focusing on developing or expanding skills in technical and industry expertise; relationship building and client service; and multi-language fluency. Employees typically spend 12 days a year in Luxoft training, and are also encouraged and supported to pursue and gain the highest industry certifications in quality, security and programming.
* Company sponsored and dedicated university programs across Russia and the Ukraine to encourage and cultivate new talent for Luxoft and the Russian IT industry. Luxoft is also a regular sponsor of the annual ACM International Collegiate Programming Contest.
From the executive summary: ‘In an age where the property management industry values and embraces the concept of customer care so strongly, it is time to put the same focus on employee care. The starting point to develop a game plan for improving employee retention is to first identify the issues, their causes, and what impact they are having. When the issues are known, companies tend to get a much better idea of where attention must be directed and how to best utilize the firm’s resources.’ The paper examines ways to improve employee retention programs.
One of the many advantages of working for Dell is the opportunity to more effectively manage the health and financial needs of you and your family. We offer a comprehensive employee benefits package that allows you to choose and build your own health plan, participate in health improvement programs to maintain, improve and manage your health, and improve your personal financial bottom line through our 401(k), and incentive cash and/or bonus plans..
Of course, at Dell, our rewards package is only one part of the total value of your career. Working for a winning company, enjoying a challenging work environment and collaborating with talented team members are all inherent benefits in every one of our careers. And of course, so is learning, growing and continually developing.
Any or all of our benefits may be changed, eliminated or replaced at any time in accordance with the terms of the particular benefit plans. Ultimately, we think you'll find that we make every effort to cover all the possibilities of what goes into a great career.
Sales- A progressive sales atmosphere exists at Dell in a variety of fields, including retail, marketing, outside sales, professional & managed services & technical sales among others.
Manufacturing & Logistics - Positions span the globe with facilities in Texas, USA, Tennessee, USA, North Carolina, USA, Limerick, Ireland, Xiamen, China, Penang, Malaysia & Rio Grande do Sul, Brazil. Check out this section and see what skills and competencies are needed here.
Business - Positions available here range from project managers to human resource professionals, e-business & corporate communications. The possibilities here are unlimited.
Engineering - Behind every product offered by Dell is a host of talented minds. Engineering professionals play a part in logistics & operations, server & storage support, software development & architecture and quality assurance, just to name a few of the areas an engineer might prosper.
Information Technology - Professionals in this role play an all-important role in day-to-day operations at Dell. An IT career here offers broad exposure to highly-sought projects and the most complex technologies and software.
Customer Service & Support - Satisfaction of the customers is an overall measurement of the company's success. This team plays a valuable role in that end result through technical support, warranty support, post sales support and customer experience.
Compensation & Benefits
Employees at Dell enjoy a challenging work environment along with a highly competitive and comprehensive compensation and benefits package that includes, but is not necessarily limited to flexible health & medical plans, 401k, stock purchase plan & a variety of work/life programs like paid time off, holidays & employee store.
Dell has a defined contribution retirement plan (the “401(k) Plan”) that complies with Section 401(k) of the Internal Revenue Code. Substantially all employees in the U.S. are eligible to participate in the 401(k) Plan. Effective January 1, 2008, Dell matches 100% of each participant’s voluntary contributions, subject to a maximum contribution of 5% of the participant’s compensation, and participants vest immediately in all Dell contributions to the 401(k) Plan. Dell’s contributions during Fiscal 2010, 2009, and 2008 were $91 million, $93 million, and $76 million, respectively. Dell’s contributions are invested according to each participant’s elections in the investment options provided under the Plan. Investment options include Dell common stock, but neither participant nor Dell contributions are required to be invested in Dell common stock. During Fiscal 2010, Dell also contributed $4.2 million to Perot Systems’ 401(k) Plan after the acquisition of the company on November 3, 2009.
Deferred Compensation Plan — Dell has a nonqualified deferred compensation plan (the “Deferred Compensation Plan”) for the benefit of certain management employees and non-employee directors. The Deferred Compensation Plan permits the deferral of base salary and annual incentive bonus. The deferrals are held in a separate trust, which has been established by Dell to administer the Plan. The assets of the trust are subject to the claims of Dell’s creditors in the event that Dell becomes insolvent. Consequently, the trust qualifies as a grantor trust for income tax purposes (known as a “Rabbi Trust”). In accordance with the accounting provisions for deferred compensation arrangements where amounts earned are held in a Rabbi Trust and invested, the assets and liabilities of the Deferred Compensation Plan are presented in long-term investments and accrued and other liabilities in the Consolidated Statements of Financial Position, respectively. The assets held by the trust are classified as trading securities with changes recorded to interest and other, net. These assets are valued at $90 million and are disclosed in Note 3 of Notes to Consolidated Financial Statements. Changes in the deferred compensation liability are recorded to compensation expense.
Dell has grown by both organic and inorganic means since its inception—notable mergers and acquisitions including Alienware (2006) and Perot Systems (2009). As of 2009, the company sold personal computers, servers, data storage devices, network switches, software, and computer peripherals. Dell also sells HDTVs, cameras, printers, MP3 players and other electronics built by other manufacturers. The company is well known for its innovations in supply chain management and electronic commerce.
On May 3, 2010, Fortune Magazine listed Dell as the 38th largest company in the United States and the 5th largest company in Texas by total revenue. It is the 2nd largest non-oil company in Texas (behind AT&T) and the largest company in the Austin area.
The most successful organizations have at least one thing in common — employees who stick around. Here are a few ways that you can use the power of IT to make employee retention a more likely outcome.
Provide better support. Employees fear spending their productive hours at the office having to get in line for support for applications that should work without incident. There are several measures you can take to ensure that your help desk lives up to its name. Often, the best support is self-support, which calls for a combination of easy-to-use applications and easy-to-understand help materials.
Enable remote work. With lightweight desktop productivity tools that work through any browser, you can extend the reach of your traditional desktop productivity software to an employee’s home PC, even if it’s not standard-issue enterprise gear. You can even deploy mobile ERP to ensure that business applications are within reach by authorized employees. Plus, you never know when a blizzard, flood or other event will trigger your disaster recovery plan. Support remote work not only enables business continuity, but it also makes for happier employees.
Get social. Social networks have become an increasingly important destination on the Internet, and your employees are no different from anyone else looking to stay connected with friends and other people with shared interests. Instead of fighting the social media juggernaut, why not harness it to your own ends? Important ideas with real-world impact on your business are being discussed at length in online forums, commented on via Twitter, defined through the talk pages on Wikipedia, and examined via question-and-answer sessions on Quora.
By educating your users on the emerging types of social media and in best practices to achieve company objectives within community guidelines, you can drive higher engagement among employees in social media. Furthermore, your customers are on social networks, making the channel an important avenue for understanding customer attitudes. A workplace that welcomes the practical applications of social media will be a much more attractive place to work for the people who live and breathe in these new networks.
Enable online exploration. Web usage policies involve trade-offs between driving productivity and fostering a friendly work environment. While employees are being paid for their time at work, it may be counterproductive in many workplaces to have a too-heavy hand when it comes to restricting traffic to news and entertainment sites. Web monitoring has become a fixture of IT departments, and there are good reasons for that, with clear and obvious lines that should not be crossed. But considering that people carry their work home with them on mobile devices, it’s a good bet that your employees are using company devices for some degree of personal use. Here’s a good argument for staying at arm’s length when it comes to restricting activity that may occur on someone’s off hours or breaks: Treat people as grown-ups, and they’ll be more apt to stay with you until retirement.
Luxoft, one of Russia's leading providers of IT outsourcing services to companies like IBM, Dell, Deutsche Bank, T-Mobile and others, today announced that it achieved a 94 percent employee retention rate in 2006.
With more than 1,900 employees in Russia and across its global locations, the company also announced it received a "Best Employer of Russia" award as part of the prestigious "Leaders in the Russian Economy" list. This award is sponsored by the Russian Chamber of Commerce and Industry, the Coordination Council of the Russian Employers' Associations, the International Business Support Foundation, and the Rating Analytical Agency.
Since its founding in 2000, Luxoft's employee retention rate has exceeded industry standards. The six percent employee attrition rate experienced by Luxoft last year, down one percent from the prior year, strongly outperforms other outsourcing industry statistics. India's IT-services sector attrition rate has run as high as 30 percent at the junior programmer level according to the "NASSCOM-Hewitt total Rewards Study 2005" and the Hewitt "Attrition and Retention Asia Pacific Study 2006" reported China's outsourcing industry attrition rate at 23 percent.
Luxoft attributes its strong track record to several factors integral to the company's culture and business practices including:
* Rigorous and highly selective recruiting practices that bring some of the most highly experienced and educated talent in the Eastern European, Europe and North America. 74 percent of Luxoft employees earned Master's degrees, and more than 68 percent have seven or more years of industry experience.
* A formal and ever-expanding training and education program with courses focusing on developing or expanding skills in technical and industry expertise; relationship building and client service; and multi-language fluency. Employees typically spend 12 days a year in Luxoft training, and are also encouraged and supported to pursue and gain the highest industry certifications in quality, security and programming.
* Company sponsored and dedicated university programs across Russia and the Ukraine to encourage and cultivate new talent for Luxoft and the Russian IT industry. Luxoft is also a regular sponsor of the annual ACM International Collegiate Programming Contest.
From the executive summary: ‘In an age where the property management industry values and embraces the concept of customer care so strongly, it is time to put the same focus on employee care. The starting point to develop a game plan for improving employee retention is to first identify the issues, their causes, and what impact they are having. When the issues are known, companies tend to get a much better idea of where attention must be directed and how to best utilize the firm’s resources.’ The paper examines ways to improve employee retention programs.
One of the many advantages of working for Dell is the opportunity to more effectively manage the health and financial needs of you and your family. We offer a comprehensive employee benefits package that allows you to choose and build your own health plan, participate in health improvement programs to maintain, improve and manage your health, and improve your personal financial bottom line through our 401(k), and incentive cash and/or bonus plans..
Of course, at Dell, our rewards package is only one part of the total value of your career. Working for a winning company, enjoying a challenging work environment and collaborating with talented team members are all inherent benefits in every one of our careers. And of course, so is learning, growing and continually developing.
Any or all of our benefits may be changed, eliminated or replaced at any time in accordance with the terms of the particular benefit plans. Ultimately, we think you'll find that we make every effort to cover all the possibilities of what goes into a great career.
Sales- A progressive sales atmosphere exists at Dell in a variety of fields, including retail, marketing, outside sales, professional & managed services & technical sales among others.
Manufacturing & Logistics - Positions span the globe with facilities in Texas, USA, Tennessee, USA, North Carolina, USA, Limerick, Ireland, Xiamen, China, Penang, Malaysia & Rio Grande do Sul, Brazil. Check out this section and see what skills and competencies are needed here.
Business - Positions available here range from project managers to human resource professionals, e-business & corporate communications. The possibilities here are unlimited.
Engineering - Behind every product offered by Dell is a host of talented minds. Engineering professionals play a part in logistics & operations, server & storage support, software development & architecture and quality assurance, just to name a few of the areas an engineer might prosper.
Information Technology - Professionals in this role play an all-important role in day-to-day operations at Dell. An IT career here offers broad exposure to highly-sought projects and the most complex technologies and software.
Customer Service & Support - Satisfaction of the customers is an overall measurement of the company's success. This team plays a valuable role in that end result through technical support, warranty support, post sales support and customer experience.
Compensation & Benefits
Employees at Dell enjoy a challenging work environment along with a highly competitive and comprehensive compensation and benefits package that includes, but is not necessarily limited to flexible health & medical plans, 401k, stock purchase plan & a variety of work/life programs like paid time off, holidays & employee store.
Dell has a defined contribution retirement plan (the “401(k) Plan”) that complies with Section 401(k) of the Internal Revenue Code. Substantially all employees in the U.S. are eligible to participate in the 401(k) Plan. Effective January 1, 2008, Dell matches 100% of each participant’s voluntary contributions, subject to a maximum contribution of 5% of the participant’s compensation, and participants vest immediately in all Dell contributions to the 401(k) Plan. Dell’s contributions during Fiscal 2010, 2009, and 2008 were $91 million, $93 million, and $76 million, respectively. Dell’s contributions are invested according to each participant’s elections in the investment options provided under the Plan. Investment options include Dell common stock, but neither participant nor Dell contributions are required to be invested in Dell common stock. During Fiscal 2010, Dell also contributed $4.2 million to Perot Systems’ 401(k) Plan after the acquisition of the company on November 3, 2009.
Deferred Compensation Plan — Dell has a nonqualified deferred compensation plan (the “Deferred Compensation Plan”) for the benefit of certain management employees and non-employee directors. The Deferred Compensation Plan permits the deferral of base salary and annual incentive bonus. The deferrals are held in a separate trust, which has been established by Dell to administer the Plan. The assets of the trust are subject to the claims of Dell’s creditors in the event that Dell becomes insolvent. Consequently, the trust qualifies as a grantor trust for income tax purposes (known as a “Rabbi Trust”). In accordance with the accounting provisions for deferred compensation arrangements where amounts earned are held in a Rabbi Trust and invested, the assets and liabilities of the Deferred Compensation Plan are presented in long-term investments and accrued and other liabilities in the Consolidated Statements of Financial Position, respectively. The assets held by the trust are classified as trading securities with changes recorded to interest and other, net. These assets are valued at $90 million and are disclosed in Note 3 of Notes to Consolidated Financial Statements. Changes in the deferred compensation liability are recorded to compensation expense.
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