This document discusses BPO (Business Process Outsourcing), trade unions, and working conditions in the BPO industry in India. It provides background on BPO and trade unions, benefits and limitations of working in BPO, and problems faced by BPO workers like odd working hours, health issues, and abusive clients. The document also discusses the history and formation of trade unions, and how they can help address issues faced by BPO workers like high attrition, lack of security, and pressure by enabling collective bargaining and protecting employee rights. However, companies are often opposed to unions, seeing them as damaging to growth. Overall, the document examines the role of trade unions in the BPO sector in India.

1. Presented By:-
Ankita Srivastava
Poorvee Batra
Neha Yadav
Purnima Sharma
Neetu Sharma
Niti Chaudhary
Rajni Kumari

2.  BPO
 TRADE UNION
 BENEFITS AND LIMITATION OF BPO
 FEATURES OF TRADE UNOIN
 HISTORY OF UNION FORMATION
 CAUSES OF UNION FORMATION
 PROBLEM FACING BY UNITES
 BPO WORKFORCE CONDITION

3.  Business Processing Outsourcing
 Business process outsourcing (BPO) is a subset
of outsourcing that involves the contracting of the
operations and responsibilities of specific business
functions to a third-party service provider.
 BPO that is contracted outside a company's
country is called offshore outsourcing. BPO that is
contracted to a company's neighboring (or nearby)
country is called nearshore outsourcing

4.  The Trade Union Act 1926 defines a trade union as
a combination, formed primarily for the purpose of
regulating the relations between workmen and
employers or between workmen and workmen, or
between employers and employers, or for
imposing restrictive condition on the conduct of
any trade or business, and includes any federation
of two or more trade unions.

5.  Salary
 Qualification
 Transportation facility
 On the Job Training
 Medical Insurance

6.  Odd Working Hours
 Family Life
 Health Issue
 Abusive Client

7.  Itis an association either of employers or
employees or of independent workers. They may
consist of :-
 Employers’ association (eg., Employer’s Federation of
India, Indian paper mill association, etc.)
 General labor unions
 Friendly societies
 Unions of intellectual labor (eg, All India Teachers
Association)
 Itis formed on a continuous basis. It is a
permanent body and not a casual or temporary one.
They persist throughout the year.

8.  It is formed to protect and promote all kinds of
interests –economic, political and social-of its
members. The dominant interest with which a union is
concerned is, however, economic.
 It achieves its objectives through collective action and
group effort. Negotiations and collective bargaining are
the tools for accomplishing objectives.
 Trade unions have shown remarkable progress since
their inception; moreover, the character of trade unions
has also been changing. In spite of only focusing on the
economic benefits of workers, the trade unions are also
working towards raising the status of labors as a part of
industry.

10.  A global trade union has contested Indian IT
industry body Nasscom's stated position that trade
unions in the sector would be counter-productive,
saying that such organisations are mutually
beneficial and their formation would end
'democratic deficit' in the industry.
 "Nasscom has got it all wrong. They (BPO
companies) need unions as much as the staff do, if
they are to get effective feedback and tackle
common issues like high turnover and training
deficits", Philip Bowyer, Deputy General Secretary
of the Switzerland-based trade union UNI said.

12.  Odd Working Hours
 The Power Of Collective Bargaining
 Women’s Security
 Psychological Pressure
 Problem Solver
 Provide Information About Rights

13.  High Attrition
 High Salaries
 Employees Negative Thinking
 Fear Of Termination
 Companies are opposed to Unites
 Manager is available for solving a problem
 Union Damaging the Growth of Industries

14.  Consideringevidence from existing
studies on working conditions, it is
suggested that tight monitoring,
surveillance and a plethora of controls are
widely implemented, which minimise
employee discretion.
 Many agents have reported an experience
of work as highly pressurised, even
frequently stressful. Evidence suggests a
growing intensification of work, which is
often couched in the language of
‘operational excellence’ or the need to
realise productivity improvements.

15.  Since the need to reduce the cost base will continue,
the outcome will be increasing pressure on
employees through longer hours, fewer and shorter
breaks and tighter targets. The rise in the rupee
against the dollar (the main currency of contracts) is
likely to exacerbate these trends.
 Existing literature has highlighted how the distinctive
characteristics of Indian BPO, such as nocturnal call-
handling, have exacerbated the generic pressures
arising from the nature of work organisation.
 Related to the general absence of union recognition
and collective bargaining, researchers have identified
a ‘democratic deficit’ in Indian BPO. Employees
report managerial arbitrariness in their treatment.
Top-down methods dominate employers’
communications systems and eschew employee
involvement in decision-making.