Dear friends,
I am in Holland, studying HRM and working on my research paper. I am seeking a successful case study demonstrating a reward system that effectively retains and motivates R&D workers in Bangalore, with a focus on both extrinsic and intrinsic rewards. Job-hopping among software professionals, particularly those in R&D roles, is prevalent. Can you assist me in finding such a case study?
My research aims to investigate whether a balanced approach to extrinsic and intrinsic rewards is effective in retaining R&D knowledge workers. The high mobility of these workers poses a significant risk to Small and Medium software enterprises due to the potential exposure of confidential information.
Some individuals view job-hopping as a necessary step for career development. What is your perspective on this? Do you believe that a reward system based on extrinsic and intrinsic factors is an effective strategy for retaining top R&D talent in the software industry?
I welcome any suggestions you may have. Thank you in advance for your help.
Am I on the right track with my research topic?
Thank you very much! Your assistance is greatly appreciated.
From Netherlands, Utrecht
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I am in Holland, studying HRM and working on my research paper. I am seeking a successful case study demonstrating a reward system that effectively retains and motivates R&D workers in Bangalore, with a focus on both extrinsic and intrinsic rewards. Job-hopping among software professionals, particularly those in R&D roles, is prevalent. Can you assist me in finding such a case study?
My research aims to investigate whether a balanced approach to extrinsic and intrinsic rewards is effective in retaining R&D knowledge workers. The high mobility of these workers poses a significant risk to Small and Medium software enterprises due to the potential exposure of confidential information.
Some individuals view job-hopping as a necessary step for career development. What is your perspective on this? Do you believe that a reward system based on extrinsic and intrinsic factors is an effective strategy for retaining top R&D talent in the software industry?
I welcome any suggestions you may have. Thank you in advance for your help.
Am I on the right track with my research topic?
Thank you very much! Your assistance is greatly appreciated.
From Netherlands, Utrecht
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Well, this is what I have observed in the industry...
1. It is possible to retain R&D [or any IT expert] in the company for a short term based on intrinsic rewards. The reason being that the employees might get some really good [financially] offer from some other employer, which would be really hard to ignore.
2. If the intrinsic rewards are lacking, forget your employee, he won't be with you for long, and it counts not only for the IT industry but for any industry where creativity is required. So assure that your employee is satisfied on this count.
3. I don't know of any company who has been able to keep its labor turnover of R&D executives to nil/negligible. And the reasons mostly are as counted in point no 1.
Some of my friends in TCS say that they are quite satisfied both intrinsically as well as well paid, and are not seeking any job change...
From India, Ahmadabad
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351. It is possible to retain R&D [or any IT expert] in the company for a short term based on intrinsic rewards. The reason being that the employees might get some really good [financially] offer from some other employer, which would be really hard to ignore.
2. If the intrinsic rewards are lacking, forget your employee, he won't be with you for long, and it counts not only for the IT industry but for any industry where creativity is required. So assure that your employee is satisfied on this count.
3. I don't know of any company who has been able to keep its labor turnover of R&D executives to nil/negligible. And the reasons mostly are as counted in point no 1.
Some of my friends in TCS say that they are quite satisfied both intrinsically as well as well paid, and are not seeking any job change...
From India, Ahmadabad
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