Xyz Management Software Outsourcing Company Staffs Loss Problem

In today’s world, software outsourcing presents the trend of supremacy among many countries. Before the turn financial crisis, India,, Ireland, Israel and China to carve up the international software outsourcing market, after financial crisis, Philippines, Australia, Russia, Brazil, Mexico just to catch up, and even Cambodia, Kenya, Sri Lanka to join the competition. At present,95%of global Fortune1000companies have developed a plan of outsourcing. The global offshore outsourcing market will reach$1.65trillion in2020to$1.8trillion. In the long term, the trend of globalization will make outsourcing-industry continues to expand, and huge international software outsourcing market will provide Chinese software outsourcing service industry a good opportunity for development. However, the lack of talent supply, high attrition rates, become a big obstacle of the rapid development of this industry, how to retain and training existing employee, reduce the attrition rate, to become one of the most important job of the software outsourcing enterprises.From the XYZ Company staff turnover problems, this thesis analyze the reasons for the loss of the employees of the software outsourcing, solutions, combined with the characteristics of outsourcing human resources, to solve high turnover problem from enhancement of following factors which include staff recruitment, performance appraisal, staff training, enterprise culture building, rules and regulations to improve and team cohesion building, change management strategy to improve team stability. Significance of this topic is to show the Chinese software outsourcing technician turnover status from the mapping of XYZ Company, to identify a series of practical methods that can reduce the attrition rate of the software outsourcing industry, to enhance the team stability and sustained combat, effectiveness, to enhance the soft power of the software outsourcing company, to expand the influence of software outsourcing companies in Europe, the United States, Japan and other countries customers, to maintain the force of the strong growth of Chinese software outsourcing company, not only the expansion of the scale, but also the expansion of the team strength. Without a strong and stable technical team as a backup, the Chinese software outsourcing company is difficult, to fundamentally reverse the situation has been in the low-end outsourcing layer, the entire outsourcing industry is also difficult to get a quick upgrade, let alone beyond the Indian outsourcing. Only to properly resolve the problem of technician frequent loss, we can control the root essence of software outsourcing industry. Only to improve overall strength base on a stable team, we can get a chance to win customer trust and recognition, to initiatively get the opportunity to industrial upgrading. So, to solve the problem of brain drain is the important issue related to the outsourcing industry to upgrade, the significance is self-evident.This thesis includes the following six parts:First, showing domestic and international software outsourcing industry in the development process and market structure before and after the global financial crisis, focusing on analysis of Chinese software outsourcing industry faces opportunities and challenges, and to clarify the meaning and purpose of this thesis.Second, to introduce the referred basic theory, list the research method of this thesis, cited staff turnover analysis of reference and common regulation.Third, briefly analyze software outsourcing human resources characteristics, describes the XYZ Company development, business model, with detailed chart analysis of the structure of the company personnel from education, level, the department latitude, the trace, summary XYZ Company development trend of the past six years and turnover profiles. Fourth, analyze the reasons of the XYZ Company employee turnover both the internal and external factors from the following side:own staff, the company management, customer pressure and the external environment. Summed up the mistakes and shortcomings of the XYZ Company staff management, and figure out the proper solution for all types of turnover propose, to ultimately reduce the staff turnover rate of XYZ Company. Fifth, focus for the discussion of strategy and safeguards to reduce the attrition rate of XYZ Company, and list part implementation of the policy effect.Sixth, summarize and abstract universal regulation from fixing high turnover issue experience of XYZ Company, to explore the possibility of the implementation in other company.The main conclusion of this thesis is as below:About20%of the brain drain can be controlled from the recruitment stage. Enhance the recruitment of team quality, and control the brain drain source. Building a lean and efficient recruitment team, strict technical staff entrance off track data of the recruitment of HR, the interviewer, such as through the rate of turnover of personnel, recruitment success rate of the recruitment cycle, summarize and exchange in a timely manner.About60%of the brain drain can be handled from the effective communication, good personnel training and management, mechanism.1) The corporate structure flat, to improve corporate mechanism, to strengthen the feedback, leadership and staff to communicate directly.2) Improve the mechanism for training and building a technical team to carry out infernal competition to encourage employees volunteered, is the company the opportunity to communication with staff.3) Improve the single performance assessment regulation, let assessment base on objective data, which is the performance of communication with staff.4) Update antiquated system, create a relaxed work environment is a system of communication with staff.5) Pay attention to employee needs guidance, take the initiative to help employees to do career planning, the lost employees to identify the way forward, while the company opened up many career paths for employees, just career extension cable communication with staff.Good corporate human environment to attract and retain technical personnel is an important factor in strengthening the corporate culture construction, and establish the software outsourcing company’s brand image is one of the important thing which Chinese software outsourcing companies cannot ignore.