| Software Development companies in India normally | | | | some employees that feel insecure continuing in the |
| hire many staff members, some times 100 (for | | | | same company for long period of time.While the |
| medium size operations). They think of many ideas to | | | | overall subject is "outsourcing" and completion of |
| retain the employees who carry out the work | | | | outsourced work, each company in this field is unique in |
| outsourced to them by their clients. One idea is to give | | | | its own way. Many employees who seek "change" do |
| them a bonus in the form of slips to get commitment | | | | leave their company in search of better exposure to |
| from the older employees. This means that the new | | | | new technology, handling bigger teams. In such cases |
| employees are more or less sheltered from immediate | | | | the employees leave in spite of best efforts from their |
| exposure to customers and can learn the outsourced | | | | current organization. They are the pioneering kind of |
| jobs properly. These bonuses ensure that employees | | | | people who are looking for that "extra" experience in |
| motivation level remains high, they deliver good results | | | | this very competitive outsourcing industry. |
| on even larger scale. The senior staff of these | | | | All said and done no company can ever retain all its |
| companies help their employees get better prospects | | | | employees. They can however change, adapt and |
| and good job opportunities.Retention awards - Plans | | | | modify their strategies, norms and culture of their |
| by Software Development India.The employee | | | | office or administration. Even this will not stop |
| turnover (churn) has increased so much that many IT | | | | employees from feeling bored or fatigued. |
| companies are now forced to organize and manage | | | | Disincentives like bonds for minimum work period after |
| their employees in a professional manner. These | | | | joining do not work. Positive motivation through bonus |
| organizations that take up the outsourced work use | | | | etc also have little effect on the segment of |
| benefits like extra perks, medical insurance, general | | | | employees who are bent on looking for a |
| insurance to retain their employees. This fact has been | | | | change.Outsourcing companies usually tend to trust |
| confirmed by many Yahoo groups and Google groups | | | | those suppliers whose staff have been in the |
| that discuss HR activities and developments in the | | | | company for a long time, the company is stable and |
| outsourcing industry.In spite of the best efforts of | | | | the staff are comfortable with their work environment. |
| organizations delivering the work that is outsourced to | | | | Any form of additional pressure or harassment can |
| them, many employees do leave their current | | | | lead to various personnel problems. This in turn leads |
| organizations. This is mainly due to ever increasing | | | | to the dissatisfaction and finally problems. The work |
| attractive perks / benefits that many companies offer | | | | produced by such staff is not up to the mark. For |
| to attract the best talent in the industry. Therefore, like | | | | outsourcing companies, it is not just the profits but also |
| the allegory "One cannot sneeze with his eyes open", | | | | the employee turnover that matters. High level of |
| it would be foolish to expect that a company can | | | | employee turnover means extra expenditure in |
| retain all its employees for ever. There may also be | | | | recruiting and training more staff. |