Hr Head With Pmi
Rahul Kumar
Senior Hr Professional
+1 Other

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I have just joined this forum. Just went thru a couple of retention tools, really liked them. Need retention strategies for a domestic IT call center. The employees are young and well educated(B.Tech). Difficult to retain employee for 1st 3 month.
Pl help.

COPC in use by wolrd finest BPOs has a few good policies on the same:
before giving an offer letter, make sure the prospect spends a day on the job...
difficult to implement by some cos ( hiring people want to complete targets n shift ppl to training who also bother less and train the employee and move them to ops floor) ie everyone wasnt to shift the blame of attrition on some other dept...
have an exit inetrview, 2-3 months after the employee has left the cos and the sole purpose of the interview is to hv suggestions for restructuring policies/ structure of the company..
keep me posted

Dear Friend,
Kindly click on the following link, it will give you some required information,
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M. Peer Mohamed Sardhar
093831 93832

Hi That is a good suggession but really difficult to implement. This mite have a risk of loss of information from the organization also. Looking fwd for more sugessions. Regards Harpreet
the suggestion is absed on the best practices of the top most bPOs worlwide so dont think twice abt effectiveness..
information security for that particular threat can be offset by suitable controls...

Hi Harpreet,

You are right about the attrition, especially at these levels in BPO (i.e. ITES) setups, even for small considerations (i.e. slight raises).

The essence of retention would be to inculcate in them a sense of belongingness and identity in the organization to beat the competition outside, competitive salary being a 'given'. It is important to keep them engaged in activities concerning their age/interests and work.

Most BPOs engage in employee-recognition/identity or congratulatory programs (cross-word puzzles, raffle schemes, championing a cause, family-recognition/engagement programs, career progression pathfinding, asset building, bashes (b'day/marriage anniversaries, movies, mall-bash, dineouts, discount-buy coupons, et al), thematic fetes, group-competitions, short-term incentives/bonuses, etc. to beat the competition.

The crux of the retention plan is effective communication of employee-care/welfare programs to all through various means (e-mails, bulletin boards, sign-pops, C-whispers, etc), employee-care, fulfillment and empathy apart from professionalism, as well as, a carefully planted induction plan to provide them adequate clarity on the organization, job prospects, reporting, self-growth and exposure. The magic would be to identify these self-goals with the organizational objectives.

The next thing may be an effective training and learning environment so that they get absorbed well in work and in their department/process and with their superiors. A superiors' brief with induction is essential, perhaps through a well crafted 'town hall' meet followed by a superior-subordinate interaction in the presence of a HR representative.


09968270580 (Delhi)

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