摘要
摘要
近年来，我国外包服务产业飞速发展，成为继印度之后世界第二大服务外包国家，
但在外包企业规模上还和印度存在着较大的差距。数据显示，国内软件外包企业中，有
六年以上司龄的员工不到从业员工总量的 4%。软件外包欧亿·体育（中国）有限公司中 IT技术员工的业务熟悉
程度和相关经验，对公司的业务承载能力和欧亿·体育（中国）有限公司竞争力影响很大。拥有一支稳定的 IT
技术团队是软件外包服务公司能够长期生存和健康发展的关键所在，而 IT技术人员是
软件外包公司员工的主要构成，对 IT技术人员进行研究有助于优化软件外包公司人力
资源管理策略，增强团队稳定性。
本文以 Z软件外包公司中的 IT技术员工为研究对象，对其学历、司龄、年龄组成
结构进行统计，并借鉴已有的员工流失相关研究，确定 IT技术员工离职因素问卷调查
的内容条目，通过计分的形式对各个因素的影响力强弱进行排名，从而确定影响 Z公司
IT技术员工流失的几个主要方面。通过开放式访谈的形式获知关于 IT技术员工流失影
响最大几个因素的真实情况。最后通过分析 Z公司的 IT技术员工流失特点、问卷调查
结果以及开放式访谈结果，归纳出 Z公司 IT技术员工流失率高的几个主要原因。分别
为宽松的员工招聘、IT技术员工职业生涯规划与发展渠道缺失、不健全的薪酬福利体系、
忽视团队管理的项目经理、缺少人情味的公司文化。关于 Z公司 IT技术员工高流动率
的解决方案，本文首先提出从用人源头“招聘”与新员工引导，以可持续发展为导向，
控制 IT技术员工的招聘流程与入职管理；根据“职业锚理论”与 Z公司的实际情况，
针对职业规划与发展渠道缺失的情况作了系统性地补充。根据“公平理论”对 Z公司薪
酬体系作了建议性的修改方案，并对福利制度做了具有现实意义的增补。针对项目经理
忽视团队管理的情况，给出了相关的改进建议。根据沙因的“文化模型”，以“以人为
本”为出发点，对 Z公司文化中的欠缺处作了补充。
本文研究具备较强的实践意义，希望通过本文的研究能对软件外包欧亿·体育（中国）有限公司内的 IT技
术员工流动管理有相关借鉴作用。
关键词：软件外包，IT技术人员；员工流失；人力资源管理
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ABSTRACT
ABSTRACT
In recent years, my country's outsourcing service industry has developed rapidly and has
become the world's second largest service outsourcing country after India. However, there is
still a big gap between the scale of outsourcing companies and India. Statistics show that in
domestic software outsourcing companies, employees with more than six years of experience
account for less than 4% of the total number of employees in the industry. The business
familiarity and relevant experience of IT technical staff in the software outsourcing industry
have a great impact on the company's business carrying capacity and industry competitiveness.
Having a stable IT technical team is the key to the long-term survival and healthy
development of a software outsourcing service company. IT technical personnel are the main
component of the software outsourcing company’s employees. Research on IT technical
personnel will help optimize the manpower of the software outsourcing company. Resource
management strategy to enhance team stability.
This article takes the IT technical staff of Z software outsourcing company as the
research object, makes statistics on their educational background, age, and age composition,
and draws on the existing research on employee turnover to determine the content items of the
IT technical staff turnover factor questionnaire survey. Through the scoring form, the
influence of each factor is ranked, so as to determine the main aspects that affect the turnover
of Z company’s IT technical staff. Through open-ended interviews, we learned the truth
about the factors that have the greatest impact on IT technical staff turnover. Finally, by
analyzing the characteristics of the loss of IT technical staff in Company Z, the results of
questionnaires and the results of open interviews, several main reasons for the high turnover
rate of IT technical staff in Company Z are summarized. They are loose staff recruitment, lack
of career planning and development channels for IT technical staff, imperfect salary and
welfare system, project managers who ignore team management, and lack of humane
company culture. Regarding the solution to the high turnover rate of IT technical staff of Z
company, this article first proposes the content of“recruitment” and on-boarding
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