Hi all,
I work for a KPO and we intend to launch some fast-track programs for our junior and senior managers. The aim of the program is to identify and train high-potential employees to enhance our existing management talent pool. Please let me know if you have any specific suggestions, presentations, training programs, or program structure. Any contribution in this regard is welcome.
Have a nice weekend!
Regards,
Shiv Kumar
From India, Madras
Acknowledge(0)
Amend(0)
I work for a KPO and we intend to launch some fast-track programs for our junior and senior managers. The aim of the program is to identify and train high-potential employees to enhance our existing management talent pool. Please let me know if you have any specific suggestions, presentations, training programs, or program structure. Any contribution in this regard is welcome.
Have a nice weekend!
Regards,
Shiv Kumar
From India, Madras
Acknowledge(0)Amend(0)
Shiv,
A few recommendations based on COPC:
An agent must progress from a low-skilled process to a more challenging one for advancement.
For an agent to be promoted as a Team Leader, the intermediary rank is Trainer.
How do you define when a manager/trainer/seasoned agent needs training? Identify this aspect.
Surya
From India, Delhi
Acknowledge(0)Amend(0)
45A few recommendations based on COPC:
An agent must progress from a low-skilled process to a more challenging one for advancement.
For an agent to be promoted as a Team Leader, the intermediary rank is Trainer.
How do you define when a manager/trainer/seasoned agent needs training? Identify this aspect.
Surya
From India, Delhi
Acknowledge(0)Amend(0)
Thank you, Mr. Peer Mohamed, for providing us with valuable information.
I am working in an MNC with a workforce of 5000 people, where 90% are at the Operator level. Consequently, we are facing a significant attrition/turnover problem. If we recruit 100 people in a month, then 100 people leave in that same month.
Therefore, our recruitment equals our attrition rate. If we are unable to fill the capacities, our training efforts go to waste. Please provide me with some tips to retain these Operator-level employees.
Thanks,
Pradeepa
From India, Coimbatore
Acknowledge(0)Amend(0)
I am working in an MNC with a workforce of 5000 people, where 90% are at the Operator level. Consequently, we are facing a significant attrition/turnover problem. If we recruit 100 people in a month, then 100 people leave in that same month.
Therefore, our recruitment equals our attrition rate. If we are unable to fill the capacities, our training efforts go to waste. Please provide me with some tips to retain these Operator-level employees.
Thanks,
Pradeepa
From India, Coimbatore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Effective employee retention strategies-BPO. doc
Attrition Control and Retention Strategies for Changing times.ppt
‘Talent Strategies Begin With CEO’.pdf