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  • 2007年11月20日



    Google网上论坛Software Testing (QC) & Software Quality Assurance (QA)中近期讨论关于 How's offshore and outsourcing looking?的话题,帖中几乎全都同意离岸和外包的优势大于缺陷、成功大于失败,但有关沟通、安全、风险、成本等的控制仍是大家最为担心的方面,下面摘录其中一些有代表性的意见。


    Mark Crowther对中国的印象:

    Everything from concerns about IPR protection to the availability of sufficiently capable talent.



    India is a very big country with a lot of resource pool. Unfortunately only a very little of it has been tapped so far and its all concentrated in a few places like Bangalore, Chennai & Hyderabad.


    Aayush Kathuria在美国一家大型财务软件公司工作,他认为主要失败的原因在两点:

    1) Lack of business knowledge for the testers

    2) Initially we were promised experienced resources, after the company got our business; fresh graduates started working on very complex applications. Since it was financial software, the impact was large.


    After management realized the impact, we came to a shared onsite- offshore model. Instead of replacing the onsite staff, we got more work and augmented our staff with offshore resources. The leads and some testers were in US and some testers were in India. The testers were asked to work US time so they could resolve any doubts by talking to their peers who had business knowledge and also working closely with the onsite leads. This increased over the overall quality and also resulted in savings that the company was looking for. The issue of inexperienced testers was resolved be modifying the SLA. Many companies would want you to give up control of choosing the staff that will work for your project and that is a trap most companies outsourcing their work will fall for. Avoid that, reserve the right to hire/fire offshore resources and you will do good.


    Regarding your point of resource shortage, yes that is an issue. Unfortunately, this is something that will go on as there is a huge difference between the demand and the availability of "qualified" candidates. Again the approach that would work here is that if you have 1 position to fill, you interview more than one candidate. Choose your number 1 and if that person is not available, you have other candidates as fall back option. The companies who want your business would most probably be willing to go with this approach.



    China has extremely good candidates but the problem there is still the communication skills. What I have heard is that the Chinese government has taken the job of teaching English to the workforce on a war footing. Not sure how long it will take for china to challenge other outsourcing hot beds.


    As a last note, Indian companies are aware of the issue and they are trying to work around this by opening their offices in other countries and hiring local staff. Example, TCS, Infosys, Wipro etc. are all opening their offices in Philippines, china and other low cost places that have huge untapped talent. They hire local staff & keep their business running. In fact, TCS is hiring even in USA by opening offices in rural towns. Also, as shameem pointed out, companies in India are also looking at smaller towns but infrastruce is a problem.


    In Canada, where I work now, again for a large financial institution, outsourcing is catching up and there are usual players. However, I see a lot of resistance from the management and the employees are not very comfortable with the idea of "staff augmentations" that is marketed to them. It will be a while before the companies here adapt to this idea on a large scale.


    Alex Almeda主要在马尼拉离岸工作,他总结的失败原因是:

    I have been in teams where it failed due to communication problems and fear of counterparts to lose jobs, which in most cases, are the causes of failures since knowledge transfers are limited.