In the rapidly evolving global business landscape, the demand for software has intensified competition among organizations, leading to challenges in retaining highly qualified IT members in software organizations. One of the problems faced by IT organizations is the retention of these strategic professionals, also known as talent. This work presents an actionable framework for Talent Retention (TR) used in IT organizations. It is based on our findings from interviews performed with 21 IT managers. The TR Framework is our main research outcome. Our framework encompasses a set of factors, contextual characteristics, barriers, strategies, and coping mechanisms. Our findings indicated that software engineers can be differentiated from other professional groups, and beyond competitive salaries, other elements for retaining talent in IT organizations should be considered, such as psychological safety, work-life balance, a positive work environment, innovative and challenging projects, and flexible work. A better understanding of factors could guide IT managers in improving talent management processes by addressing Software Engineering challenges, identifying important elements, and exploring strategies at the individual, team, and organizational levels.

翻译：在全球商业格局快速演变的背景下，软件需求加剧了组织间的竞争，导致软件组织在留住高素质IT成员方面面临挑战。IT组织面临的问题之一是如何保留这些战略型专业人员（即人才）。本文提出一个用于IT组织人才留存的实践框架。该框架基于我们对21位IT管理人员的访谈结果。TR框架是我们的主要研究成果。该框架涵盖了一系列因素、情境特征、障碍、策略及应对机制。研究结果表明，软件工程师可区别于其他专业群体，且除具有竞争力的薪资外，还应考虑其他留任要素，如心理安全感、工作与生活平衡、积极的工作环境、创新性及挑战性项目、以及弹性工作制。深入理解这些因素，有助于IT管理者通过应对软件工程挑战、识别关键要素并探索个体、团队及组织层面的策略，从而改进人才管理流程。