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]
From India, Hyderabad
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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]
From India, Hyderabad
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Dear Srikanth,
I appreciate your article. I do agree with this. Yes, why not introduce it as a specialized course, probably as Professional Programs after +2. I am working in an ITeS Industry that operates in a niche domain, making it difficult to find trained manpower for this area. We have started free training courses and are welcoming people who are looking forward to a career. The sample population includes housewives restarting their careers, college drop-outs, and students who are unable to proceed with further studies.
In fact, as an ITeS Recruiter, I would be more than happy to recruit all in a batch if I have readily available human capital.
Regards, Thesysthink
From India, Pune
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5I appreciate your article. I do agree with this. Yes, why not introduce it as a specialized course, probably as Professional Programs after +2. I am working in an ITeS Industry that operates in a niche domain, making it difficult to find trained manpower for this area. We have started free training courses and are welcoming people who are looking forward to a career. The sample population includes housewives restarting their careers, college drop-outs, and students who are unable to proceed with further studies.
In fact, as an ITeS Recruiter, I would be more than happy to recruit all in a batch if I have readily available human capital.
Regards, Thesysthink
From India, Pune
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Hi all!
I also work for an upcoming call centre in Pune. I am working more as an HR Analyst and HR auditor than as an HR executive taking care of mundane activities.
Yes, the idea mentioned here is really very good. Even I was thinking along those lines. What I have found out by analysis is that it is better to hire housewives and those with a very low profile. They are the kind of people who tend to stay for a longer duration.
In our industry, ITES, everything depends on the attrition rate. The lower, the better.
From India, Pune
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I also work for an upcoming call centre in Pune. I am working more as an HR Analyst and HR auditor than as an HR executive taking care of mundane activities.
Yes, the idea mentioned here is really very good. Even I was thinking along those lines. What I have found out by analysis is that it is better to hire housewives and those with a very low profile. They are the kind of people who tend to stay for a longer duration.
In our industry, ITES, everything depends on the attrition rate. The lower, the better.
From India, Pune
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Hello thesysthink and All,
Hello Hemant, nice to see you in Cite HR. 🙂
What I think:
There is no "Low Profile" or "High Profile" in any industry; you cannot select a person who is not fit for a job. His/her willingness to work in BPO and stay for a long time is an essential point to consider while recruiting any person. Don't you think that housewives have very little time to contribute in the office as they have to devote their time at home?
"Why people leave BPO" is a point we should consider. I have seen a number of people in the past, such as engineers, BTech graduates, MCA graduates, and postgraduates, who willingly wanted to join BPOs due to good salary, international standards, and excellent growth opportunities. It is because of the "IMBALANCE FACTOR" that they are now searching for other jobs. Many people I have met express sentiments like, "I want peace! I don't want money, I want satisfaction." This indicates that BPO companies are incapable of providing their employees with "job satisfaction."
WHO IS RESPONSIBLE?
IT IS THE MISTAKE OF HR POLICIES IN BPO AND NON-COORDINATION BETWEEN OPERATIONS AND HR. People see that "What is on paper is not always true in practical situations."
Explanation of "IMBALANCE FACTOR IN BPO" (Copyright Reserved: Manu Sharma, HR Student, and Analyst) ;)
I have been observing call center employees closely. What I feel is THE MAIN REASON FOR LEAVING THESE JOBS: IMBALANCE BETWEEN PROFESSIONAL LIFE AND SOCIAL LIFE/PERSONAL LIFE. Why? Any HR Manager from Indian BPOs can debate on this, and I am very confident about this point. Agents work during nights, productivity decreases at night (up to 50% in some cases), but these agents work for 12-14 hours. Mainly young people and freshers with high energy levels do well for some time, but there is no time for family or friends. These people are often sleeping at home, leading to an imbalance between personal/social and professional life, causing some to leave due to health issues or societal pressures.
Those who get promoted may be happy initially, but then you can find two types of unhappy people: 1) Those who immediately quit and search for a new job, and 2) Career-conscious individuals who start looking for better options in other BPOs or day shifts due to dissatisfaction. The losers in this situation are not just the agents who lose their jobs but also the BPO companies, who lose trained employees, money spent on training, and their reputation among those who leave.
How to solve this?
Many factors are out of coverage!
Thanks,
Manu Sharma
Master in Human Resource Management
From India, New Delhi
Acknowledge(0)Amend(0)
Hello Hemant, nice to see you in Cite HR. 🙂
What I think:
There is no "Low Profile" or "High Profile" in any industry; you cannot select a person who is not fit for a job. His/her willingness to work in BPO and stay for a long time is an essential point to consider while recruiting any person. Don't you think that housewives have very little time to contribute in the office as they have to devote their time at home?
"Why people leave BPO" is a point we should consider. I have seen a number of people in the past, such as engineers, BTech graduates, MCA graduates, and postgraduates, who willingly wanted to join BPOs due to good salary, international standards, and excellent growth opportunities. It is because of the "IMBALANCE FACTOR" that they are now searching for other jobs. Many people I have met express sentiments like, "I want peace! I don't want money, I want satisfaction." This indicates that BPO companies are incapable of providing their employees with "job satisfaction."
WHO IS RESPONSIBLE?
IT IS THE MISTAKE OF HR POLICIES IN BPO AND NON-COORDINATION BETWEEN OPERATIONS AND HR. People see that "What is on paper is not always true in practical situations."
Explanation of "IMBALANCE FACTOR IN BPO" (Copyright Reserved: Manu Sharma, HR Student, and Analyst) ;)
I have been observing call center employees closely. What I feel is THE MAIN REASON FOR LEAVING THESE JOBS: IMBALANCE BETWEEN PROFESSIONAL LIFE AND SOCIAL LIFE/PERSONAL LIFE. Why? Any HR Manager from Indian BPOs can debate on this, and I am very confident about this point. Agents work during nights, productivity decreases at night (up to 50% in some cases), but these agents work for 12-14 hours. Mainly young people and freshers with high energy levels do well for some time, but there is no time for family or friends. These people are often sleeping at home, leading to an imbalance between personal/social and professional life, causing some to leave due to health issues or societal pressures.
Those who get promoted may be happy initially, but then you can find two types of unhappy people: 1) Those who immediately quit and search for a new job, and 2) Career-conscious individuals who start looking for better options in other BPOs or day shifts due to dissatisfaction. The losers in this situation are not just the agents who lose their jobs but also the BPO companies, who lose trained employees, money spent on training, and their reputation among those who leave.
How to solve this?
Many factors are out of coverage!
Thanks,
Manu Sharma
Master in Human Resource Management
From India, New Delhi
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