If we don’t’ invest for the long term, there is no short term, In view of this I concentrate on human resources, and how to increase our resources for the long term, and this process fulfils our short term and medium term goal to protect our resources.javascript:emoticon(':(')
Sad
In reality many of the graduate’s join the BPO’s and other ITES, primarily to earn money which can meet their pocket/pin money. But students at that age are still not that intelligent to decide their career and their future, and in very short time they realize that the work at BPO’s is not satisfactory for its erratic working hours, sedentary life styles, psychological stress and strict target deadlines. Students especially want some recognition from their mates and relatives and have fun with them. They want to show them that they are earning handsome money, but they don’t find any time to spare for them and not even to have a dinner with their family.javascript:emoticon(':shock:')
Shocked
The another major problem for senior executives working for the past 2-3 years is there desire for sex is abridged, where they couldn’t satisfy their partners on the bed when ever they get time. Usually love making is meant for relax, but for ITES employees it making them anxious.javascript:emoticon(':cry:')
Crying or Very sad
Now it’s time to restructure the BPO’s working culture, by providing counselors and mentors for the employees in lieu of team leaders (who motivates them such that they meet the targets).so the job should not just meet their means but also provide a meaningful career by the mentors, which make them stick to the companies. Though many companies are doing this by providing an opportunity to earn their higher degrees from the reputed institutes but the basic purpose is lost. But not all employees are aware of its importance and the need to study; whenever they find some time usually they are looking to have fun and relax but not to study and make their life meaningless.
Another important plan is to introduce ITES programme in schools at various levels starting after 10th class as vocational course in inter and diplomas later and so on, and if possible with varied specializations (like finance, payroll, marketing, selling, customer care, tech support etc).This also clears the myth that a job in call center/BPO job doesn’t enhance their career and they couldn’t mention their work experience in their CV’s. This enables the students to identify the BPO’s and stick to the industry or companies where they have specialized (E.g.: Any computer graduate prefers to work in S/W industry)Similarly every person who holds the respective degrees and specialized areas make them to choose their career in such companies.
So now it’s the time for BPO’s to reengineer them and change their working environment. By letting employees work flexibly both in place and working hours.
Reengineering do takes time but it’s not impossible. So hope for the best.
Looking forward to listen from you
Regards,
Bikumandla Srikanth Gupta
-- +91-9848482624
:( :( :( :( :(
From India, Hyderabad
Sad
In reality many of the graduate’s join the BPO’s and other ITES, primarily to earn money which can meet their pocket/pin money. But students at that age are still not that intelligent to decide their career and their future, and in very short time they realize that the work at BPO’s is not satisfactory for its erratic working hours, sedentary life styles, psychological stress and strict target deadlines. Students especially want some recognition from their mates and relatives and have fun with them. They want to show them that they are earning handsome money, but they don’t find any time to spare for them and not even to have a dinner with their family.javascript:emoticon(':shock:')
Shocked
The another major problem for senior executives working for the past 2-3 years is there desire for sex is abridged, where they couldn’t satisfy their partners on the bed when ever they get time. Usually love making is meant for relax, but for ITES employees it making them anxious.javascript:emoticon(':cry:')
Crying or Very sad
Now it’s time to restructure the BPO’s working culture, by providing counselors and mentors for the employees in lieu of team leaders (who motivates them such that they meet the targets).so the job should not just meet their means but also provide a meaningful career by the mentors, which make them stick to the companies. Though many companies are doing this by providing an opportunity to earn their higher degrees from the reputed institutes but the basic purpose is lost. But not all employees are aware of its importance and the need to study; whenever they find some time usually they are looking to have fun and relax but not to study and make their life meaningless.
Another important plan is to introduce ITES programme in schools at various levels starting after 10th class as vocational course in inter and diplomas later and so on, and if possible with varied specializations (like finance, payroll, marketing, selling, customer care, tech support etc).This also clears the myth that a job in call center/BPO job doesn’t enhance their career and they couldn’t mention their work experience in their CV’s. This enables the students to identify the BPO’s and stick to the industry or companies where they have specialized (E.g.: Any computer graduate prefers to work in S/W industry)Similarly every person who holds the respective degrees and specialized areas make them to choose their career in such companies.
So now it’s the time for BPO’s to reengineer them and change their working environment. By letting employees work flexibly both in place and working hours.
Reengineering do takes time but it’s not impossible. So hope for the best.
Looking forward to listen from you
Regards,
Bikumandla Srikanth Gupta
:( :( :( :( :(
From India, Hyderabad
Dear Srikanth,
I appreciate your article.
And I do agree with this .. Yes, why not introducing it as specialized course, probably as Professional Programs after +2 ..
I am working in an ITeS Industry that is operating into a niche domain.. difficult to get trained manpower for this area. We have started free Training courses and taking people who are looking forward for a career. The sample population includes Housewives who are restarting their career, college drop-outs, students who are unable to proceed for further studies ..
In fact as ITeS Recruiter I shall be more than happy to recruit all in a batch if I get readily available human capital ..
Regards,
Thesysthink
From India, Pune
5I appreciate your article.
And I do agree with this .. Yes, why not introducing it as specialized course, probably as Professional Programs after +2 ..
I am working in an ITeS Industry that is operating into a niche domain.. difficult to get trained manpower for this area. We have started free Training courses and taking people who are looking forward for a career. The sample population includes Housewives who are restarting their career, college drop-outs, students who are unable to proceed for further studies ..
In fact as ITeS Recruiter I shall be more than happy to recruit all in a batch if I get readily available human capital ..
Regards,
Thesysthink
From India, Pune
Hi all !!
I also work for an upcoming call centre in Pune. I am working more sort of a HR Analyst and HR auditor, than as a HR executive taking care of mudane activities.
Yes the idea mentioned here is really very good. Even i was thinking on those lines. What i have found out by analysis is that it is better to take housewife and those persons who have avery low profile. they are the kind of people who stick around for more no. of months.
In our industry ITES, all depends upon the attrition rate. Lesser the better.
From India, Pune
I also work for an upcoming call centre in Pune. I am working more sort of a HR Analyst and HR auditor, than as a HR executive taking care of mudane activities.
Yes the idea mentioned here is really very good. Even i was thinking on those lines. What i have found out by analysis is that it is better to take housewife and those persons who have avery low profile. they are the kind of people who stick around for more no. of months.
In our industry ITES, all depends upon the attrition rate. Lesser the better.
From India, Pune
Hello thesysthink and All
Hello Hemant, Nice to see you in Cite HR.
:)
What I think:
There is no "Low Profile" or "High Profile" in any industry, you cannot select a person who is not fit for a job.
his / her Willingness to work in BPO and stay for long time is an essential point to think while recruiting any person.
Don't you think that Housewives have very little time to contribute in office, they have to devote their time in home.
"Why people leave BPO" is a point we should consider:
I have seen number of people in past, Engineers, BTECH , MCA, Post Graduates who willingly wanted to join BPO:
Becuase of Good Salary, International Standards and Excellent Growth Opportunity
It is becuase of the "IMBALANCE FACTOR" that they now searching for some other jobs.
Famous Dialogs of Many People I met "I want Peace!, I don't want Money, I want satisfaction"
So BPO companies are incapable of providing their employees "JOB SATISFACTION"
WHO IS RESPONSIBLE?
IT IS THE MISTAKE OF HR POLICIES IN BPO
AND NON CORDINATION BETWEEN OPERATIONS AND HR
People see that "What is on Paper is always not true in Practical Situation"
EXPLAINATION OF "IMBALACE FACTOR IN BPO" (Copyright Reserved : Manu Sharma, HR Student and Analyst) ;)
(Not in good language and well written, but I am working on it)
I have been watching these call center people very closely
What I feel
THE MAIN REASON FOR LEAVING THESE JOBS :
IMBALACE BETWEEN THE PROFESSIONAL LIFE AND SOCIAL LIFE / PERSONAL LIFE.
WHY ? Any HR Manager from Indian BPO can debate on this, I am very confident about this point
Agents work during nights > In Nights the productivity becomes down (decrease upto 50% in some cases) > but these agents work for 12 - 14 Hrs> Maily Young People, Freshers who are having high energy do it well for some time > No time for Family or Friends > You can find these people sleeping everytime in home > THUS IMBALANCE BETWEEN PERSONAL / SOCIAL AND PROFESSIONAL LIFE ARISE > Their Family Members, Friends and Society plays some the role in motivating these people to leave these jobs. > Some People leave becuase of the Bad Health arise due to Night Shift imbalace or improper diets.
THE PEOPLE WHO GET PROMOTED MAY BE HAPPY TILL NOW IN THIS SENARIO
Then what happens.
Here you can Find 2 Types of People ( People who are not Happy)
1) One Who Immidiately Quit and then search for Job.
2) Career Conscious People :
These people get frustrated > They start looking for the better options with better position in some other BPO> Some who don't get better Option start looking for some Day Shifts in BPO > Others who don't even get good shifts start for looking for Day Jobs other than BPO.
Who Lose in This condition.
Agents Lose only their jobs
but big loosers are BPO Companies :
> They Loose Their Trained employees to some other company
> They loose the money which they spend in the trainings
> They loose their image in the minds of Agents those left the company
How to solve this:
Many factors, Out of coverage!
Thanks
Manu Sharma
Master in Human Resource Management
From India, New Delhi
Hello Hemant, Nice to see you in Cite HR.
:)
What I think:
There is no "Low Profile" or "High Profile" in any industry, you cannot select a person who is not fit for a job.
his / her Willingness to work in BPO and stay for long time is an essential point to think while recruiting any person.
Don't you think that Housewives have very little time to contribute in office, they have to devote their time in home.
"Why people leave BPO" is a point we should consider:
I have seen number of people in past, Engineers, BTECH , MCA, Post Graduates who willingly wanted to join BPO:
Becuase of Good Salary, International Standards and Excellent Growth Opportunity
It is becuase of the "IMBALANCE FACTOR" that they now searching for some other jobs.
Famous Dialogs of Many People I met "I want Peace!, I don't want Money, I want satisfaction"
So BPO companies are incapable of providing their employees "JOB SATISFACTION"
WHO IS RESPONSIBLE?
IT IS THE MISTAKE OF HR POLICIES IN BPO
AND NON CORDINATION BETWEEN OPERATIONS AND HR
People see that "What is on Paper is always not true in Practical Situation"
EXPLAINATION OF "IMBALACE FACTOR IN BPO" (Copyright Reserved : Manu Sharma, HR Student and Analyst) ;)
(Not in good language and well written, but I am working on it)
I have been watching these call center people very closely
What I feel
THE MAIN REASON FOR LEAVING THESE JOBS :
IMBALACE BETWEEN THE PROFESSIONAL LIFE AND SOCIAL LIFE / PERSONAL LIFE.
WHY ? Any HR Manager from Indian BPO can debate on this, I am very confident about this point
Agents work during nights > In Nights the productivity becomes down (decrease upto 50% in some cases) > but these agents work for 12 - 14 Hrs> Maily Young People, Freshers who are having high energy do it well for some time > No time for Family or Friends > You can find these people sleeping everytime in home > THUS IMBALANCE BETWEEN PERSONAL / SOCIAL AND PROFESSIONAL LIFE ARISE > Their Family Members, Friends and Society plays some the role in motivating these people to leave these jobs. > Some People leave becuase of the Bad Health arise due to Night Shift imbalace or improper diets.
THE PEOPLE WHO GET PROMOTED MAY BE HAPPY TILL NOW IN THIS SENARIO
Then what happens.
Here you can Find 2 Types of People ( People who are not Happy)
1) One Who Immidiately Quit and then search for Job.
2) Career Conscious People :
These people get frustrated > They start looking for the better options with better position in some other BPO> Some who don't get better Option start looking for some Day Shifts in BPO > Others who don't even get good shifts start for looking for Day Jobs other than BPO.
Who Lose in This condition.
Agents Lose only their jobs
but big loosers are BPO Companies :
> They Loose Their Trained employees to some other company
> They loose the money which they spend in the trainings
> They loose their image in the minds of Agents those left the company
How to solve this:
Many factors, Out of coverage!
Thanks
Manu Sharma
Master in Human Resource Management
From India, New Delhi
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