The HR Dialogue
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Activity:
100 views;
last activity : 04 06 2011 10:46:20 +0000
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Better pay package
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Higher education facility side by side
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Work experience in BPO need to be consider for other jobs.
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Yes, better pay package!!!
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Carrier should be safe n glorious
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Concrete carrier plan
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Consider some changes
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Reschedule shift hours
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Multi-pronged approach
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Making it long-term career option
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hyped" WORK FOR FUN " tag.
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I think BPO sector need to provide better pay scale if not who will consider burning mid night oil and work all night and then sleep in the morning.... if the pay is good then only one will consider to go for BPO jobs if not there are many other quality jobs which one can get and also a better 9-5 job from morning to evening than in the night. So, to control attrition lure them with better salary. Also with inflation...there is price rise every where and in turn salary is increasing and if the trend continues outsourcing will stop as they can get that work done in their respective countries itself.
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May be it is one of the right / correct solution to overcome this problem. I support your idea, Darshana & thanks for referral.
Yes Ms.Darshana salary aspect is very important to control the high attrition rate.
To face the fact People join BPO jobs to make money in less time, no one looks at this sector as Career path. The only thing these sectors can do to reduce attrition rate is provide higher pay scales, more facilities, good working enviorment, encouragement for better performance and not let those people join (like Engineers, MBA's) in the first place as they are sure to leave the job in the future.
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Companies should hire people at a much matured age so that they retain with them or arrange part time higher studies to existing employees to promote their excellence |
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Part-time jobs for students who show the right aptitude for your organization's line of work - AFTER adequate training AND passing of the training - while they pursue studies.
They should work only 5PM to 9PM and should be set targets accordingly. Those who survive under the pressure SHOULD be absorbed into the organization of course, on a properly-considered and mutually-agreed-upon basis.
The benefit to the organization, in terms of competitive, productive, stable, and thus true human resources, would be significant enough to drive steady growth (especially if the company premises is in their hometown - better if near the home itself).
An organization is more likely to have a stable set of individuals who have been mentored correctly and can - in turn - mentor others correctly. There can be a continuous association with a set of educational institutions for ensuring an additional and reasonably good channel for acquiring talent.
"Catch 'em young."
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Work experience in BPO need to be consider for other jobs.
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Attracting the students to join the BPO is one of the strategy to answer the attrition in the industry. It is based on slogan earn while you learn. Its good concept. Students from arts background mostly join this. Their opportunities of earning is less when compared to the students of other streams. It is we to decide whether to join the BPO or not. Those who dont have any other options can join this. But it is the BPO industry to work out to come out of the criticism on the industry.
Srinivas Sir, having known all the facts that there is no further prospect still people are pulled on to BPO jobs at a very early age when other ways they would have become better than they are.I think BPO industry shall always overlok this.It is something like we wanna earn money, we wanna have good business at any cost.At that time every thing seems gone or overlooked.
This is correct. The work experience in BPOs is not being considered for other jobs. There is no point in continuing in BPOs when there are no further prospects for you. Nobody is ready to get killed by others. BPO industry shall look into. The work profiles shall be made flexible for others to accept the working experience and also to create better hierarchy within to keep the workforce intact.
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YES, INITIAL SALARY SHOULD BE INCREASED, SINCE MOST OF THE
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@PRATHAMESH
OH REALLY? IS THAT REALLY POSSIBLE TO EARN MONEY IN A SHORT PERIOD OF TIME IN BPOs? Â
ITS AN ENIGNMATIC STATEMENT!! NEVER HEARD BEFORE.
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Carrier should be safe n glorious in the BPO Sector, not just the charm to attract the youngsters.
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Imagine if an employee is assured with a proper road map of his carrier growth & coaching, employee engagement, a BPO also can target for zero attrition. |
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The BPO industry could study the possibility of having a two-man post for each job. Each job is given to two people with half salary to each. One person can work on Mondays, Wednesdays and Fridays and the other one can work on Tuesdays, Thursdays and Saturdays, etc. This way, each person works for 2/3 days a week. This way, plenty of time would be available to the employee to study, do his or her household chores, visit friends, go sightseeing or taking rest. This would reduce fatigue and boredom. Others, who consider money to be more important can continue with the present full-time system.
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Thanks,Darshana,I happen to read many articles on BPO.The core issue is to resolve the stresses in the employees caused due to night shift and long working hours.
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Many times, while driving, you have to use the clutch, brake(s), gear, and accelerator - all at the same time AND in varying amounts of pressure depending on the situation. In this instance too, it needs to be a multi-pronged approach because of the variety of reasons (each person is different) that exist for an employee to leave an organization : - Illness (personal or family member's - especially mother) - I've got a better offer with better pay (though some don't say that) - I got married, husband works in another city, country - I got married, husband and/or in-laws don't want me to work - I'm going abroad to study/work - I Hate this job/organization because I can't handle the stress/politics/lack of clarity or training - I had an affair with someone at work and now we have broken up and now I want to avoid him/her (though most won't say this) We could go on and on. We should concentrate 20% of our effort to get an 80% result which is an excellent conversion ratio. It requires a little bit of an effort to really get to know people and I mean REALLY get to know people. The contribution of each employee to the team in economic areas, support areas (by being a mentor, etc), and creative areas (practical improvements/enhancements to the system(s) of getting things done, etc). Now, obviously given such parameters, there are only some people that are desirable - these should be focused on - train them, groom them, and make them ready for their more serious, more responsible roles (if you want, extract a minimum working period, as usual) - promote them. One of the biggest mysteries of management nature at some organizations - pay a guy you do not know, from a company which you think is good, to be a team leader at your company which HE doesn't know and has to depend - for every little thing - on the very guys who YOU passed over for the job! No wonder, then, that you have a lot of people leaving - senior guys with a lot of process knowledge. So sad. This brings us to a very major reason for a lot of talented people leaving an organization - a manager. There's a need to resolve issues - maybe in terms of hierarchy, having a flatter organization structure maybe? More scope for growth (for the talented people) & proper career paths? That particular manager's style of management (unnecessary micro-management?) or style of giving feedback, lack of giving clear & mutually-agreed-upon targets, lack of transparency, STEALING CREDIT for a job well done - actually by the subordinate. There are many organizations which ARE doing a great job. There are a great many INDIVIDUALS doing a great and - many times - a thankless job. I'm not judging anyone but many people have shared with me, over the years, the reasons for which they have left a job, and I have been their voice in a way.  Need I say more? Thanks heaps, Darshana, for inviting me! :D |
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As like other job option if we see it a long term career option then attrition rate will be in control. For this Better job package in comparison to other's is also very compulsory , because in BPO the work culture and timing is very uncomfortable.
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"work for fun" tag has also led to a high attrition rate in this sector.Fresh graduates join this sector and take it as a past-time job. However, as pressures come haunting in , they grow monotonous with no more interest in their works.
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- Create a confidential Career Profile and Resume/C.V. online
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