The Study On Problems And Countermeasures Of Excellent Software Engineers Running Off In CBYT

In recent years, China have played an important role on international software business at the advantage of low labor cost. However, growth in development of software business make software talents fell short of supply. At present, as a result of increasing competition, more and more software companies have to face problems on software talents running off. Changchun BOYI Information & Technology Co., Ltd.(abbreviation followed is CBYT) is still a small private owned company. With the adjustment of strategy, CBYT will be focus on developing software business. But now more than 52% software engineers are running off per year, the restructure and quantity of software employees can not meet demands of software business. CBYT have lost some clients because of unstable team. software employees running off has been a bottleneck that limited the development of the software business. Referring to resolve the problem on software employees running off, I have studied four factors, the characteristics of software engineers employed by software enterprises, the interior management of the CBYT, the employment environment of Jilin province and the background of software industry. Moreover I studied the problem with the scientific theory of talents running off: 一,The factor of the characteristics of software engineers employed by software enterprises With technological advances in the industry, employees were always on the lookout for 'better experience' and faster growth. The most of engineers employed by software enterprises have good education and more and more chances, they also have higher demands, they hope to make an achievement on material and psychological world, they would like to challenge and create, they would like to realize themselves and so on. Therefore, the employees employed by the software enterprises have some characteristics: the first is young, the second is with good education, the third is with higher negotiation ability, the last one is high rate of running off. 二,The factor of the interior management of the CBYT According to analyze the interior management of CBYT, we found some problems which exist in management and organizational restructure, especially, the human resource management has been still blank in CBYT, the problems we have to resolved are as follows: 1.Unfitble organizational structure; 2.Without position management; 3.Unclear responsibility according to position; 4.Low successful rate of Recruiting; 5.Low level trainning management; 6.Without performance management; 7.Unattractive salary and compensation system 三,The factor of the employment environment of Jilin province I have studied and analyzed the results from surveys on the 17 enterprises in Changchun software industry,I found,compared to Beijing,Shanghai,Dalian and Shenzhen and so on,that Jilin province haven't any advantages among talents competition. On the base of the statistics, more than 25% per year excellent software engineers are running into developed cities, most of software companies exist some problems on management. 60% software companies haven't any performance management, 80% haven't pay attention to training. 四,The factor of the background of the software industry Chinese software enterprises have their weakness, most enterprises is small and medium sized, which haven't enough money to develop business, and most enterprises have problems on skills and management and so on. So that most software enterprises have to keep their business rely on the low profits cases. As a result, most talents run off. As a specific case at the macro environment, we can't control the factors of the areas and industry, and we can't control the characteristics of employees,but improve ourselves is what we can do. Hence we can control the running off of employees by improving the human resources management, the steps are as follows: 一,Changing the organizational structure For coordinating the relationship in the software department, we should change the restructure of the department into responsibility system on the base of every software project. One side the measure we take will improve the efficiency, on the other hand, it will motivate the employees enthusiasm. 二,Dividing the different level position according to the job For boosting up the position management, we should establish the position system according to the different job. Current position management is based on administrative level, and impact on enthusiasm of the employees. So we divide all employees into 5 level position in terms of different job, at the same time, we regulate the period and method of adjustment for providing wider promotion room. 三,Improving the position analysis and description After adjustment of restructure and position in the software department, we define the responsibility and job description. Current job descriptions are base on the past administrative restructure and ignore the specific task. Therefore we analysis the characteristics of different job and define the job descriptions. 四,Recruiting and hiring the right candidates Every company always hope to find and hire the right people, but current method of recruiting is hard to successful in CBYT, because the period of recruiting is too long to lost some talents, and the method of screening is simple so that it is hard to judge the skills. Therefore, we change the method of screening and shorten the period of recruiting. 五,Establishing the training system Facing the short supply of software talents, we should train our engineers by ourselves but not rely on hiring from the society or college. More and more software engineers who have good skills on software and Japanese are neededwith the development of the software business, so we establish the training system. Training is the hardest part of human resources management, because it is an investment, is a long time investment, especially to small sized enterprise, as a HR manager, I can not describe the return from training in the short time. But training is essential to support to the business strategy. 六,Establishing the scientific performance management At present, performance evaluation is blank in CBYT. Without performance evaluation standard, we can not evaluate the performance of employees, and we haven't any proof to praise or punish employees. After analyzing the characteristics of the CBYT, I design a performance management improvement plan for CBYT, and carry out feasibility analysis of the plan, lay down an implementation plan in detail, and build up an evaluation system for the performance management system. 七,Improving the salary and benefits system Reasonable salary and benefits system is needed for any company, and we should look for convenient, appreciated, reasonably cost-conscious ways to provide rewards and recognition for motivating the engineers'enthusiasm. At first, we design the salary and benefits ranges according to the position. The second, we regulate the adjustment period and qualification of salary and benefits. The third, we lay down payment principle of salary and benefits. At last, as a promise, we should implement without any hesitation.