Research On Z Software Outsourcing Company's Plan To Reduce IT Technical Staff Turnover Rate

In recent years,my country's outsourcing service industry has developed rapidly and has become the world's second largest service outsourcing country after India.However,there is still a big gap between the scale of outsourcing companies and India.Statistics show that in domestic software outsourcing companies,employees with more than six years of experience account for less than 4% of the total number of employees in the industry.The business familiarity and relevant experience of IT technical staff in the software outsourcing industry have a great impact on the company's business carrying capacity and industry competitiveness.Having a stable IT technical team is the key to the long-term survival and healthy development of a software outsourcing service company.IT technical personnel are the main component of the software outsourcing company's employees.Research on IT technical personnel will help optimize the manpower of the software outsourcing company.Resource management strategy to enhance team stability.This article takes the IT technical staff of Z software outsourcing company as the research object,makes statistics on their educational background,age,and age composition,and draws on the existing research on employee turnover to determine the content items of the IT technical staff turnover factor questionnaire survey.Through the scoring form,the influence of each factor is ranked,so as to determine the main aspects that affect the turnover of Z company's IT technical staff.Through open-ended interviews,we learned the truth about the factors that have the greatest impact on IT technical staff turnover.Finally,by analyzing the characteristics of the loss of IT technical staff in Company Z,the results of questionnaires and the results of open interviews,several main reasons for the high turnover rate of IT technical staff in Company Z are summarized.They are loose staff recruitment,lack of career planning and development channels for IT technical staff,imperfect salary and welfare system,project managers who ignore team management,and lack of humane company culture.Regarding the solution to the high turnover rate of IT technical staff of Z company,this article first proposes the content of “recruitment” and on-boarding management training from the source of employment,taking sustainable development as the guide,and controlling the recruitment process and on-boarding management of IT technical staff;according to the "career anchor" "Theory" and the actual situation of Company Z have systematically supplemented the lack of career planning and development channels.According to the "fair theory",the company made a suggestion to modify the Z company's salary system,and made practical additions to the welfare system.In response to the project manager's neglect of team management,relevant suggestions for improvement were given.According to Schein's "cultural model",based on "people-oriented" as the starting point,it supplemented the deficiencies in company Z's culture.The research in this article has strong practical significance,and it is hoped that the research in this article can be used as a reference for IT staff turnover management in the software outsourcing industry.