Seeking Case Study: How Can Reward Systems Retain R&D Workers Amid Job-Hopping in Bangalore?

Dear friends,

I am in Holland, studying HRM and working on my research paper. I am seeking a successful case study illustrating a reward system that effectively retains and motivates R&D workers in Bangalore, considering the prevalent job-hopping trend in the software industry. Can you assist me with this?

In my research, I aim to investigate the effectiveness of balanced extrinsic and intrinsic rewards in retaining R&D knowledge workers. The mobility of such workers poses significant risks to Small and Medium software enterprises due to the potential leakage of confidential information.

Some individuals view job-hopping as a means to advance their careers. Do you believe this is necessary? What are your thoughts on using a reward system, encompassing extrinsic and intrinsic elements, to retain excellent R&D workers in the software industry?

I would greatly appreciate any suggestions you may have. Thank you in advance!

Warm regards

Bula from Fiji.

I feel that extrinsic or intrinsic rewards should not be a factor to be considered for job hoppers. I feel that ungrateful people do job hopping, and they are not happy with themselves. It is not good for the software industry.

Extrinsic rewards are those rewards that are given to you by other people, whereas intrinsic rewards are the job satisfaction that you receive - how satisfied you are after performing a certain job. I always feel that if one wants to succeed in his/her career, then they should stick to one company. In turn, the company should set out systems and processes that will make work enjoyable and provide satisfaction for its employees, for example, empowering employees and motivating them. :P :D