Case Study Of Employee Attrition Issues Of A Software Outsourcing Company

The world's economy is developing towards two trends-informational and globalization. Being one of the most important members, China won't let itself to be falling behind. IT outsourcing industry is stepping into it's prosperous period. But no one of them can say that they've never met with shorten issue caused by talent outflow. To today's IT outsourcing company, talent has beaten all other resources and became the newest and least resource. Competition among IT outsourcing companies are not only limited to capital and materials, but also human resources, it has been an engine for driving today and future's IT outsourcing's development. Attrition issue has been a headache of both companies and the whole area industry.Based on broadly review of literatures relevant to Human Resource Management and Organizational Behavior, this paper analyses the situation and root causes of frequent employee turnover in company A by using a case study method. By reviewing and analysis the management process of company in deep, we draw the conclusion of three main aspects which cause the increase of attrition:individual character, organizational culture and social environment. From the HR localization aspect, based on company's situation, the author suggests to set a serial of solution for A Company in the following aspects:(1) Set the risk identification system for talent outflow.Efficiently realize the potential problem and eliminate the possibility of growing up.(2) Through discussing on the three aspects including payment theory, payment testing system, payment and welfare management innovation, the paper suggests on the more attractive payment policy so as to offer a more preferable condition to the staff and inspire their aspiration.(3) Construct the emerging type culture through talent enrollment which is based on HR global allocation, enterprise culture brand setting and reorganization of enterprise value. Solve the confrontation brought out by enterprise culture difference and promote the inner harmony.(3) Help the staff carry out their career planning and build inside the enterprise a multi-way for them to develop. Through those channels, the company can create a long term preferable condition for the talents to develop and raise their loyalty, so as to solve the high talent outflow from the company itself.(5) Optimize the HR market construction, in order to strengthen the inner promotion, talent stocking and perfecting the competition regulation to face with the improper talent hunting.The above five suggestions realize the attracting and reserving of talents in a reasonable level, enhance the staff loyalty and lead to the increasing of customer satisfaction. It not only strengthened competitiveness but also increased actual profit.