HR Policies In BPO Industry

Dear Friends
I am in urgent need of HR policies in BPO Industry.
for my MBA project
Specifically I need HR policies of domestic call centers in india.
other suggetions are welcome
Need info on
Induction, file management ( eg any software used )
Salary structure, min salary for csa, mediclaim policy,Accident policy
payroll cycle, Strectch incentives, OT etc
Admin related- transportation, ID cards, ( no of days required for these things, made of ...)
Exit Formalities - Absconding, resignation, termination,
Employee Relations Activities
Any help on any of above topic , or all of above topic would be of great great help to me
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Seniors, plz help
Thanks

Hi People....
Plz help me out to know the HR and women related policies followed in BPO Sector for instance in Infosys, HCL or wipro, IBM etc..........
I need it for my presentation urgently......
Kindly do the needful...........
I will be obliged.....
Regards,
Pankhuri

Hi
Did any one of get the policies followed in BPO Sector..........
Plz help me out people.........
My ID: [Login to view]
Plz I need dem very very urgently........
Presentation is round d corner.........
People kindly help me out.........
Thx in advance.........

Hey Bhaskar, mughdhaam n shalaka........
Ny body of u got the matter?
Guys plz help me wid d same..........

Hi

1) Induction is done after the new joinee (agent level) completes the training ( there is a high probability that the he/she may abscond during the training period itself.

2) All employee testimonials are submitted on the day of the induction.

3) All ref checks & filing work are to be completed before the first months salary is released.

4) ID cards are issued once all docs are clear till then they are issued temp IDs / transportation etc are done by the admin dept

5) CSAs are covered by ESI & have no separate mediclaim or accident policy. Salary can be around 5K plus incentives but this depends on the profitability of the process

6) If an agent doesn't report to work for 3 continuous days then a termination letter is sent to his residence. On paper a 30 day notice period is required to get a release letter, else they are given acceptance of their resignation.

7) Emp relations activities are conducted regularly - apart from this there are regular employee feedback sessions like dipstick survey & employee meets.

I hope I have been able to answer some of your queries. Let me know if you need some other info.

Regards,
Rainbow

Hi rainbow...........
Thank u so much for taking dose exra pains n reverting 2 me..........But i wud like to know if dere r any women centric policies too as I need 2 focus on policies related to women as well....And i wud really appreciate if u can quote d policies (both general and women oriented) in a specific BPO for instance: IBM BPO,WNS BPO or else......
Also,I wub be grateful if u can plz provide me details of specific policies like: Leave Policy , Attendance Policy ,Performance appraisals policy ,Training policy ,Compensation & Salary policy ,Employee Recreation policy etc.
Coz den i can explain things clearly n specifically...... As,I have surfed enough but i unable to find dem
thnx so much..........
Godblss

Hi Pankhuri

Leave Policy: 10 holidays (incl of statutory & festival)
For confirmed employees 21 leaves in a year to be taken on pro rata basis (@ 1.75 leaves per month, so at the end of 2 months you can take 3 leaves)

Attendance Policy: Late comings are major issues in certain cases. There are some specific checks & balances in place Employees may be late by maximum 15 minutes.In case an employee arrives late once or twice in a month without prior notice to the team leader or team manager, a verbal warning is to be given.If ever an employee is late a third time in a month, a half day leave is to be deducted. If the employee is still on probation, a half day salary will be deducted.For every consecutive day of lateness in the same month, a half day salary is to be deducted.

Appraisal: Employees should have joined the org by Sept 30th to be eligible for appraisal the following March. agents are rated on the basis of their annual scorecard figs. HR has to ensure the data is normalized (that it fits into a bell curve). The % of increment an agent gets is dependent on the profitability of the process he is in. It is not uniform across processes.

Training Policy: Training dept is separate from the HR dept. Hr personnel are not involved in delivering the training, but act as facilitators.There are different types of training: Induction/ softskill/ product / selling skills / buddy up /mock calls. After the training there are tests to check the training effectiveness. If the agent fails then he/she has to undergo the refresher training If still there is no improvement then appropriate action is taken

Work on this for the time being. emp relations & emp engagement is a vast topic I will try to outline a few points for you

Rainbow

Continued:

Salary cycle is from 16th to 15th or 25th to 24th,this is done to ensure that salary is released by the last working day of the month.

emp recreation:

Movies / fashion shows/ Diwali & holi celebrations/ Christmas parties / talent hunt (emps can do a skit/ sing/ dance whatever they want). all theses events other than movies take a few days to organize.
There are also R & R programs in place to (emp of the month & emp of the quarter, on the spot rewards. Awards can range from cash prizes to gift vouchers.

In case you need any specific info on emp engagement pls feel free to ask as for specific women centric policies am not aware of it as they generally pertain to international ops. All the policies I have mentioned above is for domestic operations.
but one woman centric policy which we have implemented is work Place harassment - Created awareness amongst male & female employees, implemented a redressal system (but it hasn't been tested :D)
As for specific companies you've mentioned can't help you with those...never worked for them.

Regards,
Rainbow

I have a friend who has been terminated after working in a BPO for 5 years. He had made certain defects and was given CAP 3 on 07 May 2014. He dint use to go office on time but used to give required TOS(Time on System) required for the day as for this Company TOS is more Imp. All of a sudden wen he went to office on 20 Jun he was handed a termination letter stating they have received complaint from the Client and he had behavioral issues. Could they terminate an employee whenever they want. Please advise, as we do not know anyone who cud clarify this..Would really appreciate your help..