Statistics of managing People in software Outsourcing

Employees' turnover is a major issue in software development outsourcing. Reports shows that for short project there can be more than 50 percent of employees quitting halfway.

Most of the companies experience a bottleneck situation at times when the entire work force including the project management staff would leave the company halfway every six months. By the time company would recruit a new personnel and train them in their specialized domain it is only to see them leaving at the start of the project.

The turnover of personnel is not proving to be cost effective for the outsource business since most of the revenue generated is wiped out by the turnover problem.  Certifications like ISO or CMM prove very little help if the software outsourcing firms do not have consistent and enough staff to keep the business running.

This issue can be dealt with if things are sorted out in a careful manner if we pay attention to the people statistics. So how do we manage the personnel turnover issue?

Personnel Turnover issue

One of the key factors that need attention is the turnover number of staff. If the outsourcing provider unit is wholly at your disposal, then obviously the principal company has more control over it. Most of the time it is the project leadership leaving the company that harms compare to the software developers. With project leadership goes valuable skills, and companies end up spending more time and effort on transferring domain knowledge.

The responsibility of vesting the project with the next senior software engineer or software developer marks the making of new project lead, in case of earlier leaving the company. It will be a good decision to accommodate more than one number of senior software developers along with the project leader at the time of taking up project.

If you take on more responsibility for managing the project with the service provider who are providing only the members of the team it can actually save your effort. You can have a team of software developers that are yours to direct and manage as you please.

It may seem bit taxing; but the issue is whether outsourcing company have neat package with fixed-price that elude professional to leave you.

New Recruitment statistics

You can manage software engineer and developer turnover by making sure that you have candidates who are available to step into the shoes of people who leave.  One should consider organizing and participating in regular recruitment drives periodically. Your job is to monitor and fill the positions that are left vacant.

Training Methods

If the service provider is at your disposal, it will be in your interest to track people and groom them and fill vacancies left due to turnover.  If you follow very specific methodologies a potential project leaders may need to be trained in these also.

Even if all other factors are managed properly there are still professionals who leave the firm, and it often jeopardize the development projects that have been outsourced, However, this isn't an inflexible problem as long as proper communication and attention is paid to the various personnel turnover and ways to substitute it with the help of such methodologies will have less side effect.

Source: Offshoring Times