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. This process fulfills our short-term and medium-term goals to protect our resources.
Challenges faced by graduates in BPOs
In reality, many graduates join BPOs and other ITES primarily to earn money that can meet their pocket money needs. However, students at that age are often not mature enough to decide their career and future. In a short time, they realize that work at BPOs is unsatisfactory due to erratic working hours, sedentary lifestyles, psychological stress, and strict target deadlines. Students especially want recognition from their peers and relatives and to have fun with them. They want to show they are earning good money, but they don’t find any time to spare for them, not even to have dinner with their family.
Issues faced by senior executives
Another major problem for senior executives working for the past 2-3 years is their reduced desire for intimacy, where they can't satisfy their partners whenever they get time. Usually, lovemaking is meant for relaxation, but for ITES employees, it makes them anxious.
Need for restructuring BPO culture
Now it’s time to restructure the BPO working culture by providing counselors and mentors for employees instead of team leaders who motivate them to meet targets. The job should not just meet their financial needs but also provide a meaningful career through mentorship, encouraging them to stay with the company. Although many companies offer opportunities to earn higher degrees from reputed institutes, the basic purpose is lost. Not all employees are aware of its importance and the need to study; whenever they find some time, they usually look to have fun and relax rather than study, making their life seem meaningless.
Introducing ITES programs in schools
Another important plan is to introduce ITES programs in schools at various levels, starting after the 10th class as a vocational course in intermediate and diplomas later on, with varied specializations (like finance, payroll, marketing, selling, customer care, tech support, etc.). This also clears the myth that a job in a call center/BPO doesn’t enhance their career and they can’t mention their work experience in their CVs. This enables students to identify BPOs and stick to the industry or companies where they have specialized. For example, any computer graduate prefers to work in the software industry. Similarly, every person who holds the respective degrees and specialized areas can choose their career in such companies.
Reengineering BPOs
So now it’s time for BPOs to reengineer themselves and change their working environment by allowing employees to work flexibly in both place and working hours. Reengineering does take time, but it’s not impossible. So hope for the best.
Looking forward to hearing from you.
Regards,
Bikumandla Srikanth Gupta
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy-Reasons]
Challenges faced by graduates in BPOs
In reality, many graduates join BPOs and other ITES primarily to earn money that can meet their pocket money needs. However, students at that age are often not mature enough to decide their career and future. In a short time, they realize that work at BPOs is unsatisfactory due to erratic working hours, sedentary lifestyles, psychological stress, and strict target deadlines. Students especially want recognition from their peers and relatives and to have fun with them. They want to show they are earning good money, but they don’t find any time to spare for them, not even to have dinner with their family.
Issues faced by senior executives
Another major problem for senior executives working for the past 2-3 years is their reduced desire for intimacy, where they can't satisfy their partners whenever they get time. Usually, lovemaking is meant for relaxation, but for ITES employees, it makes them anxious.
Need for restructuring BPO culture
Now it’s time to restructure the BPO working culture by providing counselors and mentors for employees instead of team leaders who motivate them to meet targets. The job should not just meet their financial needs but also provide a meaningful career through mentorship, encouraging them to stay with the company. Although many companies offer opportunities to earn higher degrees from reputed institutes, the basic purpose is lost. Not all employees are aware of its importance and the need to study; whenever they find some time, they usually look to have fun and relax rather than study, making their life seem meaningless.
Introducing ITES programs in schools
Another important plan is to introduce ITES programs in schools at various levels, starting after the 10th class as a vocational course in intermediate and diplomas later on, with varied specializations (like finance, payroll, marketing, selling, customer care, tech support, etc.). This also clears the myth that a job in a call center/BPO doesn’t enhance their career and they can’t mention their work experience in their CVs. This enables students to identify BPOs and stick to the industry or companies where they have specialized. For example, any computer graduate prefers to work in the software industry. Similarly, every person who holds the respective degrees and specialized areas can choose their career in such companies.
Reengineering BPOs
So now it’s time for BPOs to reengineer themselves and change their working environment by allowing employees to work flexibly in both place and working hours. Reengineering does take time, but it’s not impossible. So hope for the best.
Looking forward to hearing from you.
Regards,
Bikumandla Srikanth Gupta
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy-Reasons]