Research On Employee Turnover And Solution Of QIMING Software Company

With the adjustment of the industrial structure worldwide, industry of software services have developed rapidly and become the focus in both developed countries and emerging marketing countries.As software services belong to high-tech and innovative industry, talents become the core competitiveness. QIMING as a young software company, in its rapid development period, inevitably encounters talent shortages, especially employee turnover, which will not only increase the human resource costs and blow staff morale, but will also cause decreased core competitiveness, even affect the enterprise strategy.This paper will mainly focus on how to reduce turnover rate of QIMING Software Company. First review the main theoretical models of staff turnover and related incentive theory, then prepare employee satisfaction questionnaire in reference to the relevant previous studies, based on the analysis of data of questionnaire, try to clarify the status of employee satisfaction. The survey shows there is low level of satisfaction by specific reasons like imperfect hiring system, unsuitable remuneration system and performance management, neglect staff training and career planning. Especially, QIMING Software Company doesn’t establish a cohesive corporate cultureTo improve performance of human resource and reduce staff turnover, this pater put forward a control model of staff turnover. In this model, corporate culture is the foundation of corporate human resources management; A distinct corporate culture can unite all employees, can effectively improve employee satisfaction and reduce churn; In order to adapt to the corporate strategy, need to establish a flat organizational structure, promote learning team building; To improve efficiency of recruitment, need to make a recruitment plan and build process to control the quality; Establish a fair performance system and improve the effective operation of the performance cycle; help employees establish career planning and provide suitable training; Finally establish mechanisms to keep touch with former employees, which could strengthen the social reputation and setup a good corporate image.