Ashish Sonal
120 million in next 10 yearsout of ordinaryKey findings . key driver
cost savings measuresquality was not expected.
R&Dchallenges knowledge and competency building stumbling block phenomenol growth
keeping paceIntegrity of support processes
Risk for one is shared by all
Going forward...
Innovation shifts from mother company to outsourcing company
maturity outsourcing model
methodology of the study-alarming attrition rates-unearthing what matters
absolute fresher mix of graudates
points of discontentforced choice - questionnaire
salary hikebetter designation
key findings nature of work environment 36% Lifestyle related 35% unclear 30%
youth orientedinternational work environment
career growthexposure to international markets
reasons for exitnature and requirements of job 58%lifestyle related 28%
key insightsexitting dissatisfactionwork environment related issuesexpectation mismatch
responsepromotion/growth 30%salary incentive 47%Changing the shift 23%
better job contextlack of growth arenascommunication gap
employee friendly policitesincentives are a source of stressconflicting with the social dyanmicsstress/depression/anxiety
source of unaddresses reasons for exit - expectation mismatch ( hiring process) - aspiration mismatch ( over qualified candidate) - lack of awareness of role/ job
reversing the biological clockindustry driven by good practices
how did one hear about the job ?news paper advts 39%selling the moon
Top class professionalspecifics to be changed
Timing and shifts
recognition system is not realisticcompetition being setup is too highattrition lowest among through peer referral
walk in interviews - highest attrition ratesPost graudates - Discontent
Desire to work with the big brand names India BPO MNC BPO firm
Nutshell
Least desirableIndian BPO10%Team LeaderUSA Timings
solutionsFinancial independent( First Generation)social support from family
Peer pressurecompetitive examsmidnight oil
successful few
conclusions BPO jobs into career Problems are not diffused can be identified what kind of people should we hire ? creating role models within the industry
job fairs transient solution real discomfort factor
manufacturing industry - people have been working in shiftsTheoretical standpoint - constand amusement
HospitalsHotelshotels
old fitter and jigs
period of turbulencemanagement will emerge to work
creating stakesholdersrole model creations- floor heads( industry is just 4 years old)End of session1
Panel discussion
Prakash Gurbaxani, Transworks, aditya birla groupSudesh Venkatesh, TESCOAkshaya Bhargava, progeonRichard scheigh,Sanmitra Trivedi
On the ground experienceTESCO- largest retailer
Plz take the diaspoints are getting reinforcedproductivity getting hinderedwork life balancefragility of the work naturecommute, pace of shiftbrighter side of it...
people managers, growing insideattrition rae dropping
Silver bullet to retentionpraise more than criticise, celebrate more
Fair wages
kick off the discussion
Is an issue of the HR management or Free market dynamics
Voice industry in India over heated( room ful of blind people - one eye is a king)
non- voice industry" supply channel disconnect"50% industry growth rate - lethalsuper human workviscious circleimmaturity of the whole industry45 yrs old and growing at enormous pace
growth level sustainable
25 million graduates every year (top5%make it)how many of them employable ?mundane process - hiring rocket scientistsdeal with young populationtime for instant gratificationthis problem is rampantissues are same , companies are finding it's own solution
shortage of skilled.hiring the wrong people
from a business perspectivecatch 22if the attrtion is high..
people are not there ...!
HR is more than recruitmentorganisation car touches the road.Good supervisiondemand led industry ( tha's frightening)105% attrition. every year is a new companyhandling on the ground
what is coming across is...Major short comings ( would you have any comments)emotional committmentkey thingsreal attrtionfundamental disconnectdichotomyenglish communication skills40% to family incomeconservative crowd+ve reaffirmation
sign of failure / success
open the discussion to the audienceshould we go out of india ?workable indstrydiscovering the oil in the middle eastsix cities 20 locationscommercial reasonsBPO curriculum.BPO entrace exam.decongest Bangalore. 108 vans
cultural issues in the small townissues of the gender. issues with politicsperception of the caste system.
regularities of the work stressbiological clocksocia=ological clock
demgraphic groupTimes have changed,things have moved.ears are not trained to indian accentyou can hone test for skilss and knowledgecouple of thoughts occured to me
fluency grammar comprehensionpsychometric testsquit army and join navypeople are not leaving the indstry
can you profile and predict teh behaviour
imaature workforce on board
complex mix of thingscreate purpose. create fun.blend of all
adopt colleges. visibility at early stages.,unclean exits
ITes eating into each othersfree enterprise attrition
longterm fixliving in a free marketsingular effort/collaborative effort
Session 3esteemed panel membersprobability of success
pre employment testing aptittude skill psychological IQ
give me a smart person and I will teach the industryavg iq 115curvilinear
Big six perosnality traits
amount of aggressioninsight into yourself7 extrovertismskill testing, minimal qulification test30% technical, tactical
good doctors/ bad doctorsgood attorney/bad
all of them passed board exams
general aptitude
actual job needs
job speicifc aptitude testslate consequences
10 best people . why ?how they do their job.standards
best are 2 or 3 times more productive than ...+ve attitude, team players
job specific, observalble behaviour
high performance behaviour/lowrobust samplingsubstandard performancepsychological constructscross selling. teleforce7 habts, covey. pre employment assesmentsoft and sifttons of money on training/
HR folkshiring tools - multitasking/ buckling under the pressurefalse +ve and false -ve
behavioural interviewingsubjective interview
drug abuse/USgender issues/india
basic test is customised to india
conginitive skills