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This profile was last updated on 8/14/15  and contains information from public web pages and contributions from the ZoomInfo community.

Senior Geo Human Resources Direct...

Phone: (905) ***-****  
Local Address:  Ontario , Canada
Microsoft Corporation
One Microsoft Way
Redmond , Washington 98052
United States

Company Description: Microsoft Corporation is engaged in developing, manufacturing, licensing and supporting a range of software products and services for different types of computing...   more

Employment History

32 Total References
Web References
"It's very clear to me that ..., 1 July 2010 [cached]
"It's very clear to me that people who are proud of their company are happy in their work," says Sharif Khan, vice-president of human resources for Microsoft Canada, who notes the company's staff attrition rate is half the industry average.
Microsoft | Lorla, 10 Nov 2010 [cached]
"There's a restriction on the number of visas the company can get for foreign employees in the U.S.," Sharif Khan, vice president of human resources of Microsoft Canada said "Canada's slightly more inclusive in that respect."
If the current rapid decline in ..., 26 Sept 2008 [cached]
If the current rapid decline in potential recruits in those areas of study isn't reversed, there could be up to 90,000 unfilled positions in the information knowledge business within five years, said Sharif Khan, vice-president of human resources at Mississauga's Microsoft Canada Co.Khan, who joined Microsoft Corp. in 1998 as regional human resources manager for the Middle East, gave the keynote luncheon address yesterday at the second annual TorontoTech Week conference.It is a four-day conference that provides a forum for GTA technology professionals."I don't think this (shortage) was anticipated," said Khan in his speech Wednesday.The industry must be proactive in addressing the shortfall in future staff talent, he suggested, adding that Microsoft is already on the case."We need to go find them, we can't wait for people to come to us anymore," said the former human resource professional with HSBC. Microsoft is trying to increase its pool of talent by actively recruiting new Canadians, women, and members of Generation Y.Like other industries, information technology must reconsider its insistence forcing new Canadians re-qualifying here for training that they have already done in their home countries.Companies must also review their requirement for Canadian experience in their hiring policies, Khan said.While many immigrants are hired at the entry level, few seem to make it to the managerial level, he added.Part of Khan's mandate in his role at Microsoft, located on Matheson Blvd. W., is to attract, develop and retain the best talent in the
ASPECT News, 5 May 2008 [cached]
As Microsoft Canada vice-president Sharif Khan told an IT audience last year in Toronto, few immigrants have Canadian experience, yet companies insist on it.
More than that, new Canadians' degrees and even their work experience obtained in another country are often grudgingly respected in this one.
They are minimized and undervalued, reported
Khan argued that by 2011, the average immigrant male would earn up to 48 per cent less than his Canada-born counterpart.
"We need to challenge this idea of Canadian experience," he said.
It's a fact, he told the audience, that Canadian graduates with computer science, math and engineering degrees are declining, so much that a continuing decline will leave more than 90,000 unfilled positions in the next three to five years.
Articles 4 by Richard Letkeman, 12 June 2007 [cached]
"Nearly 90 percent of Canada's workforce are willing to work full-time, but the 97 percent of North American companies who don't hire part-time employees are making a costly mistake in tight labour markets," says Sharif Khan, Human Resources vice-president for Microsoft Canada, a 1,000-strong employer in Mississauga.
Khan says that nearly 20 percent of Europe's workforce works part-time, "but it's always been a big no-no here in Canada." So Microsoft now is bucking the trend by posting part-time positions and has boosted its job-prospect database by ten percent, all in preparation for baby-boomers retiring "en masse" in around 2010. The company is using other strategies such as flexible benefit plans to retain older workers.
"We now have shortages particularly of technology architects and senior managers, and the competition for top talent in technology-related roles is fierce," he said.
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