This document summarizes a research study on the challenges faced by HR managers in the Indian BPO industry, specifically regarding high attrition rates. The study identifies 10 key challenges through factor analysis: 1) attrition, 2) interpersonal relations, 3) talent management, 4) leadership, 5) performance management, 6) work-life balance, 7) changing employee expectations, 8) new industrial approaches, 9) compensation, and 10) succession planning. Attrition was found to have the highest eigenvalue and is considered the most important challenge. The study aims to understand the relationship between these HR challenges and attrition. A survey was conducted of 120 HR professionals in BPO organizations in India to gather data.
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
Investigating the main factors that influence employee retention at private u...AI Publications
This study aimed to examine the main factors influencing employee retention at private universities in Kurdistan. A quantitative method was used to analyze the data in this study, the researcher prepared questionnaire and distributed in the private universities. The survey was divided into two sections; the first section was demographic analysis which started with respondent’s age, gender, and level of education. The second section of survey consisted of 28 questions regarding factors affecting employee retention. A random sampling method was used in this study. The researcher distributed 140 questionnaires, 115 questionnaires were received and being completed properly and 25 questionnaires were missing. Participants were varied as for age, gender and level of education. The findings revealed that the highest value was for job security, which demonstrates that the degree of employee retention increases by their job security factors.
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
Investigating the main factors that influence employee retention at private u...AI Publications
This study aimed to examine the main factors influencing employee retention at private universities in Kurdistan. A quantitative method was used to analyze the data in this study, the researcher prepared questionnaire and distributed in the private universities. The survey was divided into two sections; the first section was demographic analysis which started with respondent’s age, gender, and level of education. The second section of survey consisted of 28 questions regarding factors affecting employee retention. A random sampling method was used in this study. The researcher distributed 140 questionnaires, 115 questionnaires were received and being completed properly and 25 questionnaires were missing. Participants were varied as for age, gender and level of education. The findings revealed that the highest value was for job security, which demonstrates that the degree of employee retention increases by their job security factors.
Human resource-management-essay-on-attracting-and-retaining-staffTotal Assignment Help
The aim of human resource management essay is to understand the attraction and retention of talent within communication sector organizations followed by its key challenges.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
Article on employee retention & attritionSivajiSamireddi
The study was conducted with 60 Executive employees to know the reasons of leaving and the company wanted to retain the talented minds by fulfilling their expectations. Accordingly, the main reasons and factors were identified and suggested suitably for the betterment of the organisation.
Linking Professional Business Education with Job Performance and career progr...Dr. Syed Kashan Ali Shah
A published research paper on Linking Professional Business Education with Job Performance and career progression: A stakeholder satisfaction perspective
Wage System Manufacturing Company: Normative and ExpectationsHendra Gunawan
The study determine the wages models applied by the company in Batam which is expected to provide a wide range of reference models in different strata of wage and cluster companies. It is also expected to help the local government as a factor in determining the minimum wage policy making through recommendations wages models are ideal in Batam. Data was collected using interview techniques to the manufacturing industry in three related units in a company that is human resource, administrative staff and production staff. The results of the study were analyzed qualitatively to explore models that have been applied and the desire of employees. The model has been applied to remuneration in accordance with the general models that already exist, but there are still some wishes of the employees on the compensation of employees in the company they both administrative and production employees. Researchers also analyzed employee satisfaction with the existing system and the results are most of the employees did not feel satisfed with the remuneration system.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
Human resource-management-essay-on-attracting-and-retaining-staffTotal Assignment Help
The aim of human resource management essay is to understand the attraction and retention of talent within communication sector organizations followed by its key challenges.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
Article on employee retention & attritionSivajiSamireddi
The study was conducted with 60 Executive employees to know the reasons of leaving and the company wanted to retain the talented minds by fulfilling their expectations. Accordingly, the main reasons and factors were identified and suggested suitably for the betterment of the organisation.
Linking Professional Business Education with Job Performance and career progr...Dr. Syed Kashan Ali Shah
A published research paper on Linking Professional Business Education with Job Performance and career progression: A stakeholder satisfaction perspective
Wage System Manufacturing Company: Normative and ExpectationsHendra Gunawan
The study determine the wages models applied by the company in Batam which is expected to provide a wide range of reference models in different strata of wage and cluster companies. It is also expected to help the local government as a factor in determining the minimum wage policy making through recommendations wages models are ideal in Batam. Data was collected using interview techniques to the manufacturing industry in three related units in a company that is human resource, administrative staff and production staff. The results of the study were analyzed qualitatively to explore models that have been applied and the desire of employees. The model has been applied to remuneration in accordance with the general models that already exist, but there are still some wishes of the employees on the compensation of employees in the company they both administrative and production employees. Researchers also analyzed employee satisfaction with the existing system and the results are most of the employees did not feel satisfed with the remuneration system.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Many companies have determined that identifying perceptual gaps between customers\' evaluations of products and services and what employees think customers will say enables: targeted training and communication, employee involvement, incentive opportunities. Leading companies have made \'mirroring\' part of their DNA.
This report is based on a survey of Human Resource Professionals by Society of Human Resource on their views of challenges they feel will affect the workplace in the coming years.
A STUDY ON EMPLOYEE RETENTION FACTORS INFLUENCING IT PROFESSIONALS – INDIAN P...IAEME Publication
Employee Retention is one of the key challenges faced by IT Organizations in India. It has been observed that there is a great demand for skilled IT professionals within India and abroad, which has resulted in technocrats leaving the Organization in search of greener pastures. The IT Organizations in today’s context cannot afford to lose their critical workforce due to uncertainty of changing economy, increasing competition and scarcity of skilled workforceas this would in turn affect their bottom lines drastically. This created the need for designing effective retention strategies. A holistic approach is essential to understand the factors controlling employee turnover in Indian IT and Multinational Companies by the HR Managers. The present study therefore not only aims at examining the reasons for employees leaving the Organization, staying back factors, their attitude towards work, work relationships and their prioritized basic expectations from the Organization but also aims at finding out if there is any significant difference in the response among IT professionals of Indian IT and Multinational Companies with respect to the above factors. Based on the analysis of responses of 30 IT professionals carried out, it was found that there was no significant difference among these companies. However, with respect to certain demographic factors considered like total experience, position and sponsored certification programs, it was found that there was significant difference between these companies. The outcome of the study is expected to help the HR Managers of these Organizations inminimizing the attrition rate by developing effective retention strategies specific to their Organization.
EFFECTIVENESS OF FACTORS INFLUENCING EMPLOYEE RETENTION IN INDIAN IT SECTOR -...IAEME Publication
Management of employee turnover is very essential condition of human resource management. Hiring the right people is the biggest challenge that HR department faces today. Sometimes candidates are not proficient enough for the job but they say yes to impress the interviewer to get the job, but after sometimes they realize that there is no match between them and job, so they start looking for another option. Employee Retention has contributed substantially to the economic power of the company, but they face the problem of employee turnover that affects the organization because if the turnover of employees increases in the organization than it will affect the productivity of the organization. So, to improve the productivity and performance of the organization current study is conducted. The current study is an attempt to identify the impact of factors (Organizational, HR, Personal and Job-related) on the turnover intentions amongst the employee's in Indian IT Sector. Data was collected from 660 women employee's working in Indian IT Sector. Primary data is collected from five major IT companies i.e. Wipro, Infosys, HCL, Accenture and HCL. Various dimensions of both the constructs are available in the literature but selected dimensions of both the constructs are used for drawing inferences that help organizations in identifying factors that affect turnover intentions.
Quality of work life and Human resource Management in Business Process Manage...ijtsrd
Quality of work life plays an important role in the present global business environment to improve the organizational performance and excellence in terms of achieving profitability and productivity to reach the organizational goals. The work life is based on the Person's mentality and the psychological factors. Authors, people of organization, psychologists and also the management consultants agreed to give a 100% perfect definition based on their experience and observations. The happiness and behavior of the employees is measured by their way of life. The employees life style is determined with individual characteristics and individual characteristics of need pattern, tolerance of every issue in organization, work principles, values, abilities and skills of the employees. People behavior and work life balance usually varies from person to person. Reaching higher position will satisfy the mental urges. Engaging with the given work will also be helpful for balancing the personal life satisfaction. Organizational trainings and career development will be helpful to precise the quality of work life Appreciations, and Motivation, are the most important needs. It is important factor of work life status improvement. More recognition in job needs to be appreciated. Employees must be rewarded for his extra work Development and work skills. At the same time lethargic and lazy employees must be penalized. This will be helpful in motivating employees. Ms. Challa Madhavi | Dr. Nalini Bikkana"Quality of work life and Human resource Management in Business Process Management (BPM) Companies in India" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-2 , February 2017, URL: http://www.ijtsrd.com/papers/ijtsrd8288.pdf http://www.ijtsrd.com/management/business-ethics/8288/quality-of-work-life-and-human-resource-management-in-business-process-management-bpm-companies-in-india/ms-challa-madhavi
EXPLORING HUMAN RESOURCE MANAGEMENT PRACTICES IN SMALL AND MEDIUM SIZED ENTER...IAEME Publication
Human resource is required for an organization to conduct different business activities. Without the support of human resource the organization cannot exist or operate effectively. Success of any organization depends on the effective
use of human resources. This is true in the case of small industry where the owners have a close and more personal
association with their employees. Human resource management includes different practices such as Recruitment and Selection, Training and Development, Compensation and Rewards, Performance Appraisal and Welfare Measures. The
small and medium sector has emerged as a dynamic and vibrant sector of the Indian economy.
FACTORS AFFECTING THE INVOLVEMENT OF EMPLOYEES IN STATE OWNED ENTERPRISES (SO...IAEME Publication
This study aimed to obtain empirical evidence of factors that affect involvement of
employees at PT. Jasa Raharja (Persero) Branch Aceh. There have been many
previous studies examine on this topic, but along with the passing of time and changes
in the environment that is so powerful it is necessary to reconfirm the factors that
affect JI especially in the organization of PT. Jasa Raharja (Persero) Branch Aceh.
Primary data was taken by circulating questionnaires to the company employees 98
people with census method. Data were analyzed using SEM with AMOS program
assistance. Results of the analysis showed that the independent variables OI, PF, and
Tr contribute significantly to the dependent variable JI, while the independent
variables POS and Mtv not contribute at all to the JI. Furthermore, also found that all
the independent variables have a close correlation linearly either contribute or not.
FACTORS AFFECTING THE INVOLVEMENT OF EMPLOYEES IN STATE OWNED ENTERPRISES (SO...IAEME Publication
This study aimed to obtain empirical evidence of factors that affect involvement of
employees at PT. Jasa Raharja (Persero) Branch Aceh. There have been many
previous studies examine on this topic, but along with the passing of time and changes
in the environment that is so powerful it is necessary to reconfirm the factors that
affect JI especially in the organization of PT. Jasa Raharja (Persero) Branch Aceh.
Primary data was taken by circulating questionnaires to the company employees 98
people with census method. Data were analyzed using SEM with AMOS program
assistance. Results of the analysis showed that the independent variables OI, PF, and
Tr contribute significantly to the dependent variable JI, while the independent
variables POS and Mtv not contribute at all to the JI. Furthermore, also found that all
the independent variables have a close correlation linearly either contribute or not.
A STUDY ON EMPLOYEE RETENTION PRACTICES OF AUTOMOBILE INDUSTRIES IN INDIA WIT...IAEME Publication
The Automobile Industries have now realized the importance of retention
management. However, the study focus on identifying the present retention process
and aims at providing suggestions and recommendations for the organizations to
improve its retention strategy. The study not only focuses on retention but also helps to
identify employees overall satisfaction by taking into accounts the factors such as
work culture, pay, training and coordination. The research will diagnose the causes of
turnover like lack of job satisfaction, Commitment to the organization, Availability of
other jobs, Pay and benefits, or any other direct or indirect factors therein.
People Capability Maturity Model (P-CMM) Facing the Key HR Challenges of MSME...JIANGUANGLUNG DANGMEI
Micro Small and Medium Enterprises (MSME) have a significant role in the growth of Indian economy and contribute to generating employment especially in the rural areas. But, the performances of the MSME in the globalization period have not been satisfactory as the number of sick MSME is increasing year by year. The MSME in India now face a tough competition from large industries and are not adequately equipped to compete
with the global players. There are many challenges in the MSME of India and HR practices are one of the major
problems. Many industries claimed that the P-CMM is a strategy for transforming an organization in the modern
era by improving workforce practices progressively. Therefore, this paper specifically tries to enlighten the
important of P-CMM and its relevant applications to solve the HR problems faced by the MSME of India.
MODERATING EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION AND STRESS BURNOU...IAEME Publication
Purpose: This study determined the relationship between turnover intention and stress burnout with the moderating effect of job satisfaction. Burnout the stress is the most important factor that leads to turnover intention. Especially in the Information technology sector, the employee faced these challenges nowadays. Methods: The study moves with the quantitative method with a simple random sampling technique. The sample of the study is 392 in Bangalore City. To collect the data, a structured measurement scale was used. Hypotheses were framed based on the conceptual framework of the study. The constructed hypotheses were tested by using statistical tools such as regression analysis to validate the purpose. Findings: The findings of the study explores that there is a positive relationship between turnover intention and stress burnout among the employees in the information technology sector. Conclusion: The turnover intention was initiated to fluctuate depending on working circumstances. There is insufficient research on burnout and turnover intention with moderating effect on job satisfaction
Tech transfer making it as a risk free approach in pharmaceutical and biotech iniaemedu
Tech transfer is a common methodology for transferring new products or an existing
commercial product to R&D or to another manufacturing site. Transferring product knowledge to the
manufacturing floor is crucial and it is an ongoing approach in the pharmaceutical and biotech
industry. Without adopting this process, no company can manufacture its niche products, let alone
market them. Technology transfer is a complicated, process because it is highly cross functional. Due
to its cross functional dependence, these projects face numerous risks and failure. If anidea cannot be
successfully brought out in the form of a product, there is no customer benefit, or satisfaction.
Moreover, high emphasis is in sustaining manufacturing with highest quality each and every time. It
is vital that tech transfer projects need to be executed flawlessly. To accomplish this goal, risk
management is crucial and project team needs to use the risk management approach seamlessly.