Enhancing organizational growth opportunities for Agility team: a case of Kyanon Digital company limited

Abstract

Employees are frequently regarded as an organization's most significant asset. Recruiting and retaining talent in companies is a challenge that involves all departments, not just Human Resources. As a result, leaders and managers in organizations need to care about their employees, understand their aspirations as well as their challenges, and then offer suggestions to assist organizations in developing policies that will attract and retain employee. Organizations can improve employee engagement and lower employee turnover rates as a result, resulting in increased employee productivity and performance of the company. This thesis aims to identify the main problem and the main cause of high employee turnover in the Agility team at Kyanon Digital - a software development company. The possible problems are defined by reviewing the secondary data from internal sources such as People and Culture department, Operation department, Agility department as well as collecting primary data from in-depth interviews with three groups of people: manager levels, current junior software engineers and ex-software engineers who had left the company in 2021. There are possible problems of high employee turnover, such as income dissatisfaction, poor working environment, and lack of organizational career growth oppotunities. Futher data investigation is conducted to find out what is the main problem and what is the main cause which causes the high employee turnover of junior software engineers Agility team at Kyanon Digital. Finally, lack of organizational opportunities is the main problem, especially lack of professional ability development opportunities, which is caused by lack of competency matrix, unclear career path and lack of training and development programs. The alternative solution is proposed and justified for solving the main cause to improve the employee turnover at Agility team. The solution is designing 1-2 years professional career development programs by building the competency matrix to design the professional career path, and training and development programs as well as using it as a tool for performance evaluation transparently. Finally, an action plan also is designed for implementing this solution.