随着全球产业结构的调整,软件服务业迅速发展起来,目前已成为发达国

家和新兴市场国家关注的焦点。软件服务业作为高科技创新性行业,人才成为

企业核心竞争力。启明软件公司作为一个年轻的软件企业,在快速发展中,不

可避免地遇到人才短缺,尤其是企业人才流失问题,不仅会提高人力资源成本,

打击其他员工士气,还会造成企业核心竞争力下降、甚至影响公司发展战略。

本文重点研究如何降低启明软件公司人才流失率这一核心问题。首先回顾

了主要的员工流失理论模型和与员工流失相关的激励理论。在参考相关研究的

基础上编制启明软件公司员工满意度问卷调查表,通过问卷调查和访谈的方法

分析公司人力资源管理状况。调查表明启明软件公司员工满意度较低,具体原

因有招聘制度不完善、薪酬绩效管理不到位,忽视员工培训及职业规划,没有

建立起具有凝聚力的企业文化等。

针对启明软件公司人力资源管理的各项问题,提出了员工流失控制模型。

在此模型中,企业文化是企业人力资源管理的基础,鲜明的企业文化能凝聚全

体员工,可以有效提升员工满意度,降低流失率;为了适应企业战略,需要确

立扁平的组织结构,推动学习型团队建设;在人力资源管理方面,制定招聘前

期规划和过程控制来解决招聘质量,提出了比较新颖的面试考核方式;建立公

平的绩效制度,有效运行绩效循环,完善绩效体系;薪酬制度要强调内部公平

性和外部竞争性;帮助员工树立职业生涯规划,通过培训使员工和企业一起成

长;最后建立离职员工延续管理机制,这样的措施可以加强企业外部美誉度,

树立良好的企业形象。

关键词:软件服务,人才流失,离职控制模型,离职理论模型,激励理论

ABSTRACT

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 a]so 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 culture

To 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.

Key words: Software service; Staff turnover; Control model of turnover;

Theoretical model of employee turnover; Incentive theory