發(fā)布時(shí)間：2018-04-26 05:06

  本文選題：軟件外包 + 軟件外包企業(yè)��； 參考：《華中師范大學(xué)》2013年碩士論文

【摘要】：軟件外包產(chǎn)業(yè)作為一種綠色產(chǎn)業(yè),它的發(fā)展不但顯著提高了全球經(jīng)濟(jì)的運(yùn)行效率,而且在許多國(guó)家或地區(qū)成為帶動(dòng)經(jīng)濟(jì)增長(zhǎng)的主導(dǎo)產(chǎn)業(yè)。中國(guó)軟件外包產(chǎn)業(yè)取得了突飛猛進(jìn)的發(fā)展,但是綜合實(shí)力依然比較薄弱,企業(yè)內(nèi)部問(wèn)題不斷,軟件外包產(chǎn)業(yè)規(guī)模較小,軟件外包的核心競(jìng)爭(zhēng)力亟待提高。 本文一開(kāi)始闡述了軟件外包的基本理論,并在此基礎(chǔ)上介紹了軟件外包產(chǎn)業(yè)的鼻祖印度軟件外包的特點(diǎn)。中國(guó)的人力成本比印度低,發(fā)展時(shí)間和印度差不多,然而到現(xiàn)在為止,中國(guó)的軟件外包產(chǎn)業(yè)與印度有著十年左右的差距。中國(guó)的軟件外包基礎(chǔ)雖然比較薄弱,但是從本文中分析可以看出,中國(guó)軟件外包有著廣闊的市場(chǎng)前景。中國(guó)現(xiàn)在最該做的就是學(xué)習(xí),學(xué)習(xí)印度先進(jìn)的技術(shù)經(jīng)驗(yàn)以及成熟的管理模式。在寫此文之前,本人曾在三家軟件外包企業(yè)工作過(guò)七年的時(shí)間,做過(guò)項(xiàng)目經(jīng)理和工程部經(jīng)理。在運(yùn)營(yíng)管理方面,中國(guó)的軟件外包企業(yè)都有一些通病,要么就是受利益的驅(qū)使,做一些傷害企業(yè)名譽(yù)的事情。要么就是在企業(yè)資金吃緊的時(shí)候,不愿意進(jìn)行融資,讓企業(yè)的發(fā)展停滯不前。要么一邊喊著口號(hào),要降低項(xiàng)目開(kāi)發(fā)的風(fēng)險(xiǎn),一邊又碌碌無(wú)為,僅僅把風(fēng)險(xiǎn)的把握都交給項(xiàng)目經(jīng)理來(lái)處理。要么就是企業(yè)組織結(jié)構(gòu)太過(guò)臃腫,虛職設(shè)置過(guò)多,嚴(yán)重的阻礙了企業(yè)的發(fā)展。本文從這四個(gè)方面入手,分析這些問(wèn)題產(chǎn)生的原因以及危害,最后針對(duì)這些問(wèn)題給予一定的建議。 21世紀(jì)最缺什么?答案是肯定的,人才。一方面,中國(guó)的軟件外包企業(yè)都不愿意培養(yǎng)人才。究其原因是,現(xiàn)在社會(huì)上跳槽情況嚴(yán)重,好不容易辛辛苦苦培養(yǎng)出一個(gè)人才,卻被別的公司挖走了,很多企業(yè)覺(jué)得得不償失。他們寧愿花更大的代價(jià)去聘請(qǐng)人才,也不愿意培養(yǎng)人才。另一方面,國(guó)內(nèi)的教育制度還沒(méi)有跟上軟件外包發(fā)展的步伐。既懂技術(shù)又懂管理,還要外語(yǔ)能力強(qiáng)的軟件外包人才少之又少,所以很多企業(yè)都面臨著人才斷檔的危險(xiǎn)。本文從人力資源方面入手,通過(guò)人才、員工離職率、績(jī)效考核以及薪酬管理體系四個(gè)方面對(duì)企業(yè)存在的問(wèn)題進(jìn)行分析,接著探尋解決問(wèn)題的方法。希望能為中國(guó)軟件外包的發(fā)展打下堅(jiān)實(shí)的人才基礎(chǔ)。
[Abstract]:As a green industry, the development of software outsourcing industry not only improves the efficiency of global economy, but also becomes the leading industry in many countries and regions. China's software outsourcing industry has made rapid development, but the comprehensive strength is still relatively weak, enterprise internal problems continue, software outsourcing industry scale is small, the core competitiveness of software outsourcing needs to be improved. At the beginning of this paper, the basic theory of software outsourcing is introduced, and the characteristics of software outsourcing in India, the originator of software outsourcing industry, are introduced. China's labor costs are lower than India's and the development time is about the same as India's, but so far, China's software outsourcing industry has a decade or so behind India. Although the foundation of software outsourcing in China is relatively weak, it can be seen from the analysis of this paper that Chinese software outsourcing has a broad market prospect. What China should do now is learn from India's advanced technology and mature management model. Before writing this article, I have worked in three software outsourcing enterprises for seven years, as project manager and engineering manager. In the aspect of operation and management, Chinese software outsourcing enterprises have some common problems, or are driven by interests, do something harmful to the reputation of enterprises. Or is in the enterprise capital tight time, unwilling to carry on the financing, lets the enterprise's development stagnates. Either shouting slogans to reduce the risk of project development, but also mediocre, just to control the risk to the project manager to deal with. Either the organizational structure of the enterprise is too bloated, false set up too much, seriously hindered the development of enterprises. Starting from these four aspects, this paper analyzes the causes and harm of these problems, and finally gives some suggestions for these problems. What is the most lacking in the 21st century? The answer is yes, talent. On the one hand, China's software outsourcing companies are unwilling to train talent. The reason is that the current social job-hopping situation is serious, it is not easy to work hard to cultivate a talent, but was poached by other companies, many enterprises feel that the gain is not worth the loss. They would rather hire people at greater cost than train them. On the other hand, the domestic education system has not kept pace with the development of software outsourcing. There are few software outsourcing talents who understand technology, management and foreign language ability, so many enterprises are faced with the risk of talent breaking. Starting with human resources, this paper analyzes the problems existing in enterprises from the aspects of talent, employee turnover rate, performance appraisal and salary management system, and then explores the solutions to the problems. I hope to lay a solid talent base for the development of software outsourcing in China.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F49

【共引文獻(xiàn)】

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2 闕澄宇;田帥;;基于城市間比較的大連市服務(wù)外包SWOT分析[A];國(guó)際服務(wù)貿(mào)易評(píng)論（總第2輯）[C];2008年

3 周靜;;基于生產(chǎn)性服務(wù)業(yè)測(cè)度的上海多中心空間結(jié)構(gòu)[A];城鄉(xiāng)治理與規(guī)劃改革——2014中國(guó)城市規(guī)劃年會(huì)論文集(09 城市總體規(guī)劃)[C];2014年

相關(guān)碩士學(xué)位論文 前10條

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2 從洪娟;海洋生物制藥研發(fā)BPO建模與應(yīng)用研究[D];中國(guó)海洋大學(xué);2010年

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本文編號(hào)：1804597