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Businessline
What employees expectBusinessline. Chennai:Mar 28, 2005. pg.
1
Abstract (Summary)
A RECENT study by Hill and Associates, security and risk
management consultants, on the attritionrate in the BPO sector,
threw up some interesting insight.The study was conducted on
targetedrespondents that included the young population employed in
the outsourcing business and withundergraduate, graduate and post-
graduate education and who had changed their job at least once
inthe past three years.
- The survey indicated that more than 60 per cent of the
employees join a BPO after seeing jobadvertisements in newspapers
or through manpower consultant references. The study found that
thecommunication pattern of advertisements positioned the BPO job
at a level much higher than its realdelivery.
Jump to indexing (document details)
Full Text
(391 words)(Copyright 2005. Financial Times Information Limited
- Asia AfricaIntelligence Wire. All MaterialSubject to
Copyright.)
A RECENT study by Hill and Associates, security and risk
management consultants, on the attritionrate in the BPO sector,
threw up some interesting insight.The study was conducted on
targetedrespondents that included the young population employed in
the outsourcing business and with
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undergraduate, graduate and post- graduate education and who had
changed their job at least once inthe past three years.
Key findings
- The survey revealed that most people join a BPO to gain
exposure to an international level work
environment and the infrastructure that BPOs provided.
Not for 'quick money', a 'luxurious lifestyle' at a young age
and a 'career' that requires no particulareducational
background.
- Exits from BPO happen because of reasons like lack of growth
avenues, expectation mismatch,dissatisfaction with organisational
policies, and the quest for a better job profile.
Not night shifts, monotony of work and lack of salary hikes.
Where the HR department took steps todeter exits such as giving
salary hikes, promotions, shift changes and other incentives, it
did notsucceed completely.
- The survey revealed that respondents were overwhelmingly in
favour of better career growth
opportunities and improved company policies.
- The survey indicated that more than 60 per cent of the
employees join a BPO after seeing jobadvertisements in newspapers
or through manpower consultant references. The study found that
thecommunication pattern of advertisements positioned the BPO job
at a level much higher than its realdelivery.
- An overwhelming 75 per cent of the respondents were
financially independent of their families.
Yet, a sizeable section among them turned to their families for
support if they felt the need to quit theirjobs. This cushion
provided by the social support system often drove the respondents
to quit their jobsat the first hint of any inconvenience on the
job.
- The study says that the steps to manage attrition are not
yielding the desired results because of themismatch between the
aspirations/expectations of the employees and the very nature of a
BPO job.
It concludes that there is need for a higher degree of due
diligence at the hiring stage.
At the hiring stage itself, companies need to make the
prospective employee aware of what the jobexactly entails and make
an assessment of the potential response of the candidate in such
jobsettings.
N. S. Vageesh
Indexing (document details)
Publication title: Businessline. Chennai: Mar 28, 2005. pg.
1
Source type: Periodical
ProQuestdocument ID:
813562201
Text Word Count 391
Document URL: http://proquest.umi.com/pqdweb?
did=813562201&sid=4&Fmt=3&clientId=97393&RQT=309&VName=PQD
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