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The engineers that serve as the backbone of the high-tech industry work together to bring new value to the electronic products and services that people around the world rely on. But how can individual employees bring new value to their own companies and move themselves toward a more fulfilling career? This panel will examine ways companies can and should help employees realize their full potential.

Representatives from several high-tech companies will discuss how they help their employees advance in their professional development so they can create additional value for themselves and their organizations, and advance from the role of individual contributor to strategic leader.

John Epperheimer Partner St. Charles Consulting Group

Mr. Epperheimer has been a senior executive at a Fortune 500 company and a consultant to major companies, and he now coaches executives and high-potential managers and consults corporations on the design of leadership development programs. Before co-founding the Workpath Group, he was vice president of client services at MindSteps, Inc., and directed corporate services at the Career Action Center. His clients have included eBay, Hewlett-Packard, Genentech, Agilent Technologies, Knight Ridder, Yahoo, VMWare, Symantec, IBM, Monsanto, Sun Microsystems, Visa International, TD Bank Financial Group, SVB Financial, and AMD.

Karin Basilio Director, Talent Management LSI

Ms. Basilio has been responsible for the design, development, and deployment of a world-class global talent management strategy at LSI for the last six years. In addition, she is the HR business partner for the Storage Peripherials Organization, driving the organizational effectiveness and development of one of the key business units of the company. In her current role, Ms. Basilio leads LSI's partnership between human resources and business leaders for the execution of succession planning, performance management, technical talent reviews, and employee development.

Jay Chung HR Director TSMC

Mr. Chung joined TSMC's corporate headquarters in 2002 as senior HR director for International and just recently relocated to TSMC North America. Prior to joining TSMC in Taiwan, he held various senior positions at Motorola in the United States, including VP of Strategic Marketing, VP of Global Product Marketing, and VP and division general manager. Before that, he lived and worked in Singapore, where he started his career as a sales engineer at Hewlett-Packard. Over a 12-year stint at HP, he rapidly progressed through a number of regional sales management positions in Asia; ending up as the Asia-Pac regional channel marketing director. Mr. Chung received his B.S.E.E. from the University of Singapore and also completed the Advanced Management Program at the University of Hawaii.

Laurie Hastings Senior Manager of Training and Development Altera Corporation

Ms. Hastings is responsible for the career development and training of all Altera employees worldwide. She creates leadership and employee development strategies with executives, managing coaching and mentoring programs and cultivating training programs to foster employee development and career growth worldwide. Prior to Altera, Ms. Hastings was a training consultant. Her training and development background has included human resources, operations, and customer service at a number of companies, including Cisco Systems, Quantum Corporation, Unisys, Allied Signal, and the Bureau of Land Management.

Keith Orton Human Resources, Group Director Cadence Design Systems

Dr. Orton currently leads the Strategic Program and Learning Services team for Cadence Design System's Global Human Resources organization. Prior to joining Cadence, Dr. Orton was with Intel Corporation for nine years, where he led HR teams supporting various product development organizations, including desktop, mobile, and server research and design. Through his diverse background as a human resources leader and strategic partner to business, Dr. Orton has extensive expertise in performance management, leadership coaching and development, succession planning, strategic program development, and implementation.