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3.ATTRITION IN BPO
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3.ATTRITION IN BPO ABSTRACTS The IT industry is being looked upon as the next big employment generator (It requires 1.1 million job requirement by the year 2008). It is however no easy task for an HR manager in this sector to bridge the ever increasing demand and supply gap of professionals. Unlike software industry counterpart, the IT HR manager is not only required to fulfill this responsibility, but also find the right kind of people who can keep pace with the unique work patterns in this industry. The toughest concern for an HR manager is however the high attrition rate. So this situation requires a full fledged study on attrition and retention management in Times Jobs, TBSL, and Bangalore. The main objective of the study is to find out the attrition rate. The study was designed to be descriptive in nature. Universe of the study refers to the employees in Times Jobs at TBSL, Bangalore. The total population is 42. Both primary & Secondary data were used in this study. The data collected through survey method from the respondent were gathered, consolidated and tabulated. To analyze the data, statistical tools were used. Based on the findings, conclusions were drawn and suggestions were given to reduce the attrition rate and also to introduce new service schemes in future. Following tools were used in this study • Chi-Square Analysis • Anova • Weighted Average It is interesting to see that most of the companies best practices remain as just practices because of the simple fact that those practices are not designed in accordance with their employees real needs. They are designed keeping in mind some general reasons. No retention specialist would dream of telling you what your employees value. The million dollar question is "whether to find a new employee or to retain the old in kitty?” It is found that an organization has to spend 6 times more for replacing a lost employee. It is high time that HR managers, team leaders and other top notch officials’ wake up to this reality. In the world of globalization and cut-throat competition battles cannot be lost for the want of a nail.
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Transcript of 3.ATTRITION IN BPO
3.ATTRITION IN BPO
ABSTRACTS
The IT industry is being looked upon as the next big employment generator (It requires1.1 million job requirement by the year 2008). It is however no easy task for an HR manager inthis sector to bridge the ever increasing demand and supply gap of professionals. Unlike softwareindustry counterpart, the IT HR manager is not only required to fulfill this responsibility, but alsofind the right kind of people who can keep pace with the unique work patterns in this industry. Thetoughest concern for an HR manager is however the high attrition rate. So this situation requires afull fledged study on attrition and retention management in Times Jobs, TBSL, and Bangalore.
The main objective of the study is to find out the attrition rate. The study was designedto be descriptive in nature.
Universe of the study refers to the employees in Times Jobs at TBSL, Bangalore. Thetotal population is 42. Both primary & Secondary data were used in this study.
The data collected through survey method from the respondent were gathered,consolidated and tabulated. To analyze the data, statistical tools were used. Based on thefindings, conclusions were drawn and suggestions were given to reduce the attrition rate and alsoto introduce new service schemes in future.
Following tools were used in this study
• Chi-Square Analysis• Anova• Weighted Average
It is interesting to see that most of the companies best practices remain as just practicesbecause of the simple fact that those practices are not designed in accordance with theiremployees real needs. They are designed keeping in mind some general reasons. No retentionspecialist would dream of telling you what your employees value. The million dollar questionis "whether to find a new employee or to retain the old in kitty?” It is found that anorganization has to spend 6 times more for replacing a lost employee. It is high time that HRmanagers, team leaders and other top notch officials’ wake up to this reality. In the world ofglobalization and cut-throat competition battles cannot be lost for the want of a nail.
