This document discusses research on job satisfaction and attrition in the IT and ITES industries in India. It examines the impact of work-life balance and burnout (measured by meaninglessness, de-motivation, and exhaustion) on job satisfaction. The findings show that while work-life balance and job satisfaction were positively related, the burnout dimensions were negatively related to job satisfaction. Work-life balance was a more significant contributor to job satisfaction in ITES than IT. Job satisfaction was also higher among male respondents than female respondents. The IT group had lower work-life balance and job satisfaction but higher burnout levels than the ITES group. The implications and future research directions are discussed.
Work life balance issues in mobile enabled work environmentMayank Baheti
This technical report summarizes work life balance issues in mobile enabled work environments. It begins with an introduction that discusses how work patterns, the workforce, and workplaces are changing with increased flexibility, mobility, and distributed work. It then reviews relevant literature on topics like managing mobile work, innovation of mobile technologies, and usability of mobile systems to support work. The report goes on to discuss specific work life balance issues in mobile environments, including how technology impacts jobs and work organization. It also covers benefits of work life balance in mobile settings, security considerations, and strategies for implementing mobile work. The report includes a case study and conclusions.
Work life balance through flexi work arrangements empirical study on bank emp...iaemedu
This document discusses work-life balance among bank employees in India. It finds that most bank employees, especially married women, struggle to balance work and family responsibilities. Implementing flexible work arrangements, like flexible hours and compressed work weeks, could help employees better manage their work and personal lives. The study also found flexible work arrangements were correlated with increased employee performance. The document recommends flexible work arrangements to improve work-life balance and motivation among bank employees.
Looked at the theoretical aspects of Work Life Balance and studied the concerned PSU's HR practices. A detailed survey of 100-150 employees was undertaken to understand the organisation's WLB and suggestions were made on improving the balance
This document examines work-life balance among recent MBA graduates based on a survey conducted by GMAC. It finds that the majority of employed MBA alumni report achieving some work-life balance. However, certain groups report lower levels of balance, including women, those in management positions, and those whose employers do not offer work-life programs. The document analyzes correlations between various work-life balance questions and creates a composite work-life balance scale to compare different demographic and employment groups. It finds some groups are more at risk for work-life imbalance.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
This document discusses women's work-life balance in the banking sector in India. It begins with an introduction on how technology has blurred lines between work and personal life. It then outlines the objectives of the study, which are to explore factors influencing women's work-life balance and examine related problems. The document also discusses rights and acts in India aimed at supporting women, such as maternity leave laws, sexual harassment laws, and equal pay laws. It concludes by emphasizing the importance of self-awareness and balance for women in the workplace.
This document provides an introduction and outline for a study on work-life balance of employees of GIDC in Vadodara, India. The study will be conducted by Gattu Phanikirtana for partial fulfillment of a Bachelor of Commerce degree. The introduction defines work-life balance and outlines its importance. It discusses the roles of gender, family, and technology in work-life balance. It also covers the consequences of imbalance, advantages and disadvantages of balance, and ways to achieve balance. The scope of the study is employees of GIDC in Vadodara. Upcoming chapters will include literature review, research methodology, data analysis, findings, conclusions, and recommendations.
The document discusses work-life balance and its importance for employee engagement and productivity. It provides an overview of research showing that supporting work-life balance leads to increased employee engagement when the workplace culture genuinely values it. However, the benefits of work-life balance, like improved retention and discretionary effort, only occur when the entire workplace, including senior managers and colleagues, supports employees in achieving a better balance.
Work life balance issues in mobile enabled work environmentMayank Baheti
This technical report summarizes work life balance issues in mobile enabled work environments. It begins with an introduction that discusses how work patterns, the workforce, and workplaces are changing with increased flexibility, mobility, and distributed work. It then reviews relevant literature on topics like managing mobile work, innovation of mobile technologies, and usability of mobile systems to support work. The report goes on to discuss specific work life balance issues in mobile environments, including how technology impacts jobs and work organization. It also covers benefits of work life balance in mobile settings, security considerations, and strategies for implementing mobile work. The report includes a case study and conclusions.
Work life balance through flexi work arrangements empirical study on bank emp...iaemedu
This document discusses work-life balance among bank employees in India. It finds that most bank employees, especially married women, struggle to balance work and family responsibilities. Implementing flexible work arrangements, like flexible hours and compressed work weeks, could help employees better manage their work and personal lives. The study also found flexible work arrangements were correlated with increased employee performance. The document recommends flexible work arrangements to improve work-life balance and motivation among bank employees.
Looked at the theoretical aspects of Work Life Balance and studied the concerned PSU's HR practices. A detailed survey of 100-150 employees was undertaken to understand the organisation's WLB and suggestions were made on improving the balance
This document examines work-life balance among recent MBA graduates based on a survey conducted by GMAC. It finds that the majority of employed MBA alumni report achieving some work-life balance. However, certain groups report lower levels of balance, including women, those in management positions, and those whose employers do not offer work-life programs. The document analyzes correlations between various work-life balance questions and creates a composite work-life balance scale to compare different demographic and employment groups. It finds some groups are more at risk for work-life imbalance.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
This document discusses women's work-life balance in the banking sector in India. It begins with an introduction on how technology has blurred lines between work and personal life. It then outlines the objectives of the study, which are to explore factors influencing women's work-life balance and examine related problems. The document also discusses rights and acts in India aimed at supporting women, such as maternity leave laws, sexual harassment laws, and equal pay laws. It concludes by emphasizing the importance of self-awareness and balance for women in the workplace.
This document provides an introduction and outline for a study on work-life balance of employees of GIDC in Vadodara, India. The study will be conducted by Gattu Phanikirtana for partial fulfillment of a Bachelor of Commerce degree. The introduction defines work-life balance and outlines its importance. It discusses the roles of gender, family, and technology in work-life balance. It also covers the consequences of imbalance, advantages and disadvantages of balance, and ways to achieve balance. The scope of the study is employees of GIDC in Vadodara. Upcoming chapters will include literature review, research methodology, data analysis, findings, conclusions, and recommendations.
The document discusses work-life balance and its importance for employee engagement and productivity. It provides an overview of research showing that supporting work-life balance leads to increased employee engagement when the workplace culture genuinely values it. However, the benefits of work-life balance, like improved retention and discretionary effort, only occur when the entire workplace, including senior managers and colleagues, supports employees in achieving a better balance.
This document is a report on a study about women's work-life balance in the banking sector. It includes an abstract that outlines the objectives of studying work-life balance for women employees in banking and its importance. The introduction provides background on work-life balance and changes in women's roles. The objectives of the study are outlined, which are to identify factors influencing work-life balance for women professionals and analyze challenges of balancing professional and personal lives. The scope and limitations of the study are about surveying women employees in Aurangabad and Nagpur banking sectors. The research methodology discusses the primary and secondary data collection methods using questionnaires and published sources. Observations made in the study are about the challenges women face regarding long work hours
THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND EMPLOYEE PERFORMANCERobinson Omamo
This study focuses on one flexible working practice, homeworking, and examines its benefits at the individual level. I question the employee's perception of homeworking as a benefit. For example, in the case of an organization where homeworking has a long history and has become a common and extended practice among employees over time, I argue that employees may not perceive homeworking as a discretionary benefit, but as an entitlement. Since the research questions of this study are of an exploratory nature, I applied qualitative analysis to primary interview data obtained in Samba Financial Group. The interview data allowed examination of the ways in which research participants perceived and experienced past employee-organization exchanges and, thus, address the research questions regarding the perceptions of the content and quality of the employee organization relationship (EOR). I supported the qualitative results with quantitative analysis of survey data the research team collected from the same organization and other internal organizational data. The results support past research that shows working from home brings benefits such as helping employees with balancing their home and work commitments with becoming more productive as they have fewer distractions than when working at the office This study seeks to contribute to the on-going debate about the consequences of homeworking focusing on the employee-organization relationship and drawing from the social exchange theory and the inducements-contributions model.
A study on work lifebalanceanditsimpact on employees productivitypankajshukla87
It is a project based on the human resource management in an organization focusing more on work-life balance concept and its impact on employees productivity.
This document provides an introduction and background to a research paper on work-life balance policies and their impact on employee job satisfaction and turnover intention among Malaysian organizations. It discusses how work-life balance has become an important issue for human resource management as organizations face demands to improve efficiency while supporting employees' personal lives. The research aims to analyze work-life balance practices in Malaysian companies, particularly in the oil and gas industry, through interviews with HR professionals and employee surveys. The goal is to identify factors inhibiting effective work-life balance and areas of best practice, and develop a framework for managing it systematically while conforming to local cultural norms.
This document is a project report submitted by Sneha Venkatraman to Mumbai University in 2004 on the topic of Quality of Work Life (QWL). It includes an acknowledgements section thanking those who helped with the project, as well as sections on the contents, intent, and preface of the report. The report appears to provide an overview of QWL, including definitions of key concepts, the rationale for QWL programs, and the role of human resource departments in improving QWL. It also references theories on job enrichment and core job dimensions. The document lays the foundation for further exploration of QWL practices through case studies.
This document summarizes the findings of three surveys from 1997 to 2000 on work/life balance strategies in Australian organizations. The surveys found that the most common work/life balance strategies offered were part-time work, study leave, flexible hours, and working from home occasionally. However, employee usage of available strategies lagged behind implementation, with only 6% of organizations reporting over 80% employee usage. Major barriers to effective work/life balance included an organizational culture that rewards long hours over other commitments, unsupportive work environments for those with external commitments, and lack of management support. While some strategies have been adopted, substantial challenges remain in fully implementing and managing work/life balance.
The document provides an overview of Samsung Group's history from its founding in 1938 to recent developments in 2010. Some key points:
- Samsung was founded in 1938 and initially exported dried fish and produce, later expanding into manufacturing.
- It established many subsidiaries across industries like electronics, shipbuilding, and finance throughout the 1960s-1990s during its rapid expansion.
- Major developments include establishing Samsung Electronics in 1969, developing DRAM chips in 1983, and strategic acquisitions and partnerships over the decades.
- Recent moves include investments in manufacturing facilities, partnerships on new technologies, and expanding into new markets globally.
Work/life balance and smartphones: Can a smartphone make a difference?Bhitesh Arora
Smartphone usage amongst the general public has risen dramatically only in the last 2 to 5 years. With the introduction of the smartphone, users have found many benefits, such as access to apps for news, public service information, entertainment, and constant access to their email, social networking sites, and the internet. This project aims to examine the effect this has had on working people and their ability to maintain a healthy work-life balance.
The project presents a brief history of the development of the smartphone and its subsequent integration into workers' everyday lives. It also presents some theories on what constitutes a healthy work-life balance alongside some research into existing literature to determine whether people feel their smartphones have enhanced or presented challenges in their ability to achieve this.
The project asserts that the smartphone has afforded both individuals and organizations great opportunities to improve performance and service in their workplace environments.
However, both organizations and some individuals have yet to establish acceptable boundaries concerning the use of smartphones for work-based activities outside of legal working hours.
At last, we’ll get to know whether smartphones can help in maintaining the balance between work and life.
This study examines work-life balance among IT professionals. The objectives are to study the impact of stress, opportunities for balance, and the employer's role. Factors like work hours, workload, family responsibilities, and company policies can influence balance. Issues from ineffective balance include job and life dissatisfaction, stress, health problems, and failed family responsibilities. Effective strategies include balanced commitments, avoiding interruptions, self-acknowledgment, not rushing, prioritizing, and negotiating flexibility with understanding employers. The conclusion is that work-life balance is important for companies and professionals.
This document discusses work-life balance and benefits that organizations provide to help employees balance their work and personal lives. It notes that work-life balance is now one of the most important workplace attributes for employees, second only to compensation. Common work-life benefits include childcare, elder care, flexible schedules, and telecommuting programs. Such benefits can help with employee attraction and retention, lower absenteeism, improve physical and mental health, and increase productivity both at home and work. However, managing a diverse workforce with varying needs and maintaining boundaries between work and personal life can also present challenges for organizations.
Rm ppt on A STUDY OF WORK LIFE BALANCE OF GENERATION Y AT THYSSENKRUPP, PUNE.AMIT ZAWARE
This document summarizes a study conducted on work-life balance of Generation Y (born 1977-1987) employees in middle management at ThyssenKrupp, Pune. It includes an abstract, introduction, literature review, objectives, methodology and data analysis sections. A questionnaire was administered to 105 Generation Y employees to understand factors affecting their work-life balance. Key findings were that most worked overtime due to high workload, felt stressed or depressed, but were aware of and satisfied with the company's work-life balance policies like flexible hours and activities. The majority felt better work-life balance increased work effectiveness.
The document discusses the challenges women in the IT industry face in balancing work and personal lives. As more women enter the workforce, they take on both professional roles as well as traditional homemaker responsibilities, putting pressure on them to balance multiple demands. This is made more difficult by long work hours, travel requirements, and an inability to shift domestic duties to partners. While companies offer some flexible work arrangements, women often still face career setbacks due to balancing work and family commitments. The document advocates for employers to implement more work-life balance policies and provisions to help support women professionals.
Work life balance is now playing an important role in deciding the job related performance of employees in any industry. Work swelling obligations in the workplace is very difficult for the employees to maintain a fair level of work life balance. Such circumstances impact on workers physiologically and psychologically. The hectic life of retention and excelling in jobs today put tremendous pressure on employees’ life and leads to a work life imbalance which is a problem that poses a big risk to workers well being, their performance as well as the organizational performance. This paper aims to study the level of work life balance among employees of Bajaj alliance life insurance company limited and explore how the work related activities and family related activities effect on the employees. K. G. Pavithra | Dr. D. Varalakshmi "A Study on Work Life Balance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33549.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33549/a-study-on-work-life-balance/k-g-pavithra
An introduction and resource guide for HR staff and organizations to use in exploring, anticipating and tailoring talent management strategies to leverage strengths of an aging workforce.
The Regus Work-Life Balance Index, which surveys over 16,000 professionals in more than 80 countries, has registered 24% rise between 2010 and 2012. This is a positive indication that now even more workers globally believe that conditions are improving and that measures are being taken to help them successfully manage to balance their personal and their work time.
The Regus Index calibrates work-life harmony by combining a number of different factors, both ‘soft’ indicators such as feelings of enjoyment, sense of achievement and satisfaction with the amount of time spent at home, and ‘hard’ factors such as working hours and additional duties in order to monitor real improvements in the lives of professionals all over the globe. In 2012, some 61% of business people globally feel that their work-life balance has improved since 2010. Although a positive majority, this figure still has considerable room for improvement as the decade advances.
The Regus Work:life Balance Index 2013 showed that the rate of improvement in work-life balance has slowed marginally since last year. Generations X and Y reported better work-life balance and greater achievement at work compared to Baby Boomers, who are struggling with health and family issues. While most countries saw declines in their index scores, Canada saw the largest increase. The myth that business owners have worse work-life balance was also debunked, as owners reported better balance than employees.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document summarizes a research paper that analyzes work-life balance among working mothers in India. It discusses how women now hold a variety of jobs across sectors. The paper aims to compare work-life balance for working mothers in public and private sectors through a survey. It measures six factors influencing work-life balance, including personal, balancing, organizational support, motivational, career advancement, and psychological factors. The results found differences in work-life balance based on these factors and age levels. The study aims to define HR interventions to improve work-life balance for working mothers.
The document discusses leveraging the aging workforce. It notes that average life expectancy has increased by over 17 years since retirement ages were originally set, meaning people can work longer. Both mandatory retirement is now banned and patterns of work have changed, with many seniors continuing to work part-time or consult. While there are challenges to an aging workforce like skills upgrades, benefits can include experience and loyalty. The document argues for flexible work arrangements, ongoing training, and compensation based on performance rather than solely on seniority to help retain older workers.
This document is an annotated bibliography for a research paper on the causes and effects of employee dissatisfaction from the perspectives of human resources and organizational leadership. It summarizes four research articles that are relevant to understanding employee dissatisfaction from these two disciplinary viewpoints. Two articles examine causes of dissatisfaction related to human resources practices like compensation and performance management. The other two articles analyze the effects of dissatisfaction on organizational outcomes like profitability and job satisfaction. The sources use quantitative and qualitative methods to empirically test theories linking human resources, leadership, and employee attitudes.
According to surveys, four out of ten U.S. employees report their jobs as very or extremely stressful. Those in high-stress jobs are three times more likely to suffer stress-related medical conditions and twice as likely to quit. Women particularly report stress from conflicts between work and family responsibilities. The number of stress-related disability claims from American employees has doubled, and 75-90% of physician visits are related to stress, costing industries an estimated $200-300 billion per year. Maintaining a work-life balance through prioritizing responsibilities, limiting work hours, exercise, leisure activities, and social support can help reduce stress.
This document summarizes a research paper that examines human resource challenges in retaining talent in the business process outsourcing (BPO) sector in Delhi, India. It provides an overview of the large and growing BPO industry in India, noting high attrition rates remain a challenge. The researcher conducted interviews with HR employees and BPO employees to understand retention challenges and practices used. The study aims to identify the most effective practices for retaining talent and determine if financial compensation or career opportunities are more important for employee retention in the BPO sector. The limitations include potential bias in interviews and information that may not be entirely accurate.
The document discusses the challenges faced by human resource departments in retaining talent in the business process outsourcing (BPO) sector in Delhi, India. It notes that while the BPO industry is a major employer, it also has very high attrition rates of around 55%. The human resource department aims to implement policies to retain talented employees and stem the outflow by addressing the factors that lead to employees leaving, such as work conditions, pay, and job satisfaction. However, some companies have been successful in retaining talent long-term through beneficial HR policies perceived positively by employees.
This document is a report on a study about women's work-life balance in the banking sector. It includes an abstract that outlines the objectives of studying work-life balance for women employees in banking and its importance. The introduction provides background on work-life balance and changes in women's roles. The objectives of the study are outlined, which are to identify factors influencing work-life balance for women professionals and analyze challenges of balancing professional and personal lives. The scope and limitations of the study are about surveying women employees in Aurangabad and Nagpur banking sectors. The research methodology discusses the primary and secondary data collection methods using questionnaires and published sources. Observations made in the study are about the challenges women face regarding long work hours
THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND EMPLOYEE PERFORMANCERobinson Omamo
This study focuses on one flexible working practice, homeworking, and examines its benefits at the individual level. I question the employee's perception of homeworking as a benefit. For example, in the case of an organization where homeworking has a long history and has become a common and extended practice among employees over time, I argue that employees may not perceive homeworking as a discretionary benefit, but as an entitlement. Since the research questions of this study are of an exploratory nature, I applied qualitative analysis to primary interview data obtained in Samba Financial Group. The interview data allowed examination of the ways in which research participants perceived and experienced past employee-organization exchanges and, thus, address the research questions regarding the perceptions of the content and quality of the employee organization relationship (EOR). I supported the qualitative results with quantitative analysis of survey data the research team collected from the same organization and other internal organizational data. The results support past research that shows working from home brings benefits such as helping employees with balancing their home and work commitments with becoming more productive as they have fewer distractions than when working at the office This study seeks to contribute to the on-going debate about the consequences of homeworking focusing on the employee-organization relationship and drawing from the social exchange theory and the inducements-contributions model.
A study on work lifebalanceanditsimpact on employees productivitypankajshukla87
It is a project based on the human resource management in an organization focusing more on work-life balance concept and its impact on employees productivity.
This document provides an introduction and background to a research paper on work-life balance policies and their impact on employee job satisfaction and turnover intention among Malaysian organizations. It discusses how work-life balance has become an important issue for human resource management as organizations face demands to improve efficiency while supporting employees' personal lives. The research aims to analyze work-life balance practices in Malaysian companies, particularly in the oil and gas industry, through interviews with HR professionals and employee surveys. The goal is to identify factors inhibiting effective work-life balance and areas of best practice, and develop a framework for managing it systematically while conforming to local cultural norms.
This document is a project report submitted by Sneha Venkatraman to Mumbai University in 2004 on the topic of Quality of Work Life (QWL). It includes an acknowledgements section thanking those who helped with the project, as well as sections on the contents, intent, and preface of the report. The report appears to provide an overview of QWL, including definitions of key concepts, the rationale for QWL programs, and the role of human resource departments in improving QWL. It also references theories on job enrichment and core job dimensions. The document lays the foundation for further exploration of QWL practices through case studies.
This document summarizes the findings of three surveys from 1997 to 2000 on work/life balance strategies in Australian organizations. The surveys found that the most common work/life balance strategies offered were part-time work, study leave, flexible hours, and working from home occasionally. However, employee usage of available strategies lagged behind implementation, with only 6% of organizations reporting over 80% employee usage. Major barriers to effective work/life balance included an organizational culture that rewards long hours over other commitments, unsupportive work environments for those with external commitments, and lack of management support. While some strategies have been adopted, substantial challenges remain in fully implementing and managing work/life balance.
The document provides an overview of Samsung Group's history from its founding in 1938 to recent developments in 2010. Some key points:
- Samsung was founded in 1938 and initially exported dried fish and produce, later expanding into manufacturing.
- It established many subsidiaries across industries like electronics, shipbuilding, and finance throughout the 1960s-1990s during its rapid expansion.
- Major developments include establishing Samsung Electronics in 1969, developing DRAM chips in 1983, and strategic acquisitions and partnerships over the decades.
- Recent moves include investments in manufacturing facilities, partnerships on new technologies, and expanding into new markets globally.
Work/life balance and smartphones: Can a smartphone make a difference?Bhitesh Arora
Smartphone usage amongst the general public has risen dramatically only in the last 2 to 5 years. With the introduction of the smartphone, users have found many benefits, such as access to apps for news, public service information, entertainment, and constant access to their email, social networking sites, and the internet. This project aims to examine the effect this has had on working people and their ability to maintain a healthy work-life balance.
The project presents a brief history of the development of the smartphone and its subsequent integration into workers' everyday lives. It also presents some theories on what constitutes a healthy work-life balance alongside some research into existing literature to determine whether people feel their smartphones have enhanced or presented challenges in their ability to achieve this.
The project asserts that the smartphone has afforded both individuals and organizations great opportunities to improve performance and service in their workplace environments.
However, both organizations and some individuals have yet to establish acceptable boundaries concerning the use of smartphones for work-based activities outside of legal working hours.
At last, we’ll get to know whether smartphones can help in maintaining the balance between work and life.
This study examines work-life balance among IT professionals. The objectives are to study the impact of stress, opportunities for balance, and the employer's role. Factors like work hours, workload, family responsibilities, and company policies can influence balance. Issues from ineffective balance include job and life dissatisfaction, stress, health problems, and failed family responsibilities. Effective strategies include balanced commitments, avoiding interruptions, self-acknowledgment, not rushing, prioritizing, and negotiating flexibility with understanding employers. The conclusion is that work-life balance is important for companies and professionals.
This document discusses work-life balance and benefits that organizations provide to help employees balance their work and personal lives. It notes that work-life balance is now one of the most important workplace attributes for employees, second only to compensation. Common work-life benefits include childcare, elder care, flexible schedules, and telecommuting programs. Such benefits can help with employee attraction and retention, lower absenteeism, improve physical and mental health, and increase productivity both at home and work. However, managing a diverse workforce with varying needs and maintaining boundaries between work and personal life can also present challenges for organizations.
Rm ppt on A STUDY OF WORK LIFE BALANCE OF GENERATION Y AT THYSSENKRUPP, PUNE.AMIT ZAWARE
This document summarizes a study conducted on work-life balance of Generation Y (born 1977-1987) employees in middle management at ThyssenKrupp, Pune. It includes an abstract, introduction, literature review, objectives, methodology and data analysis sections. A questionnaire was administered to 105 Generation Y employees to understand factors affecting their work-life balance. Key findings were that most worked overtime due to high workload, felt stressed or depressed, but were aware of and satisfied with the company's work-life balance policies like flexible hours and activities. The majority felt better work-life balance increased work effectiveness.
The document discusses the challenges women in the IT industry face in balancing work and personal lives. As more women enter the workforce, they take on both professional roles as well as traditional homemaker responsibilities, putting pressure on them to balance multiple demands. This is made more difficult by long work hours, travel requirements, and an inability to shift domestic duties to partners. While companies offer some flexible work arrangements, women often still face career setbacks due to balancing work and family commitments. The document advocates for employers to implement more work-life balance policies and provisions to help support women professionals.
Work life balance is now playing an important role in deciding the job related performance of employees in any industry. Work swelling obligations in the workplace is very difficult for the employees to maintain a fair level of work life balance. Such circumstances impact on workers physiologically and psychologically. The hectic life of retention and excelling in jobs today put tremendous pressure on employees’ life and leads to a work life imbalance which is a problem that poses a big risk to workers well being, their performance as well as the organizational performance. This paper aims to study the level of work life balance among employees of Bajaj alliance life insurance company limited and explore how the work related activities and family related activities effect on the employees. K. G. Pavithra | Dr. D. Varalakshmi "A Study on Work Life Balance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33549.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33549/a-study-on-work-life-balance/k-g-pavithra
An introduction and resource guide for HR staff and organizations to use in exploring, anticipating and tailoring talent management strategies to leverage strengths of an aging workforce.
The Regus Work-Life Balance Index, which surveys over 16,000 professionals in more than 80 countries, has registered 24% rise between 2010 and 2012. This is a positive indication that now even more workers globally believe that conditions are improving and that measures are being taken to help them successfully manage to balance their personal and their work time.
The Regus Index calibrates work-life harmony by combining a number of different factors, both ‘soft’ indicators such as feelings of enjoyment, sense of achievement and satisfaction with the amount of time spent at home, and ‘hard’ factors such as working hours and additional duties in order to monitor real improvements in the lives of professionals all over the globe. In 2012, some 61% of business people globally feel that their work-life balance has improved since 2010. Although a positive majority, this figure still has considerable room for improvement as the decade advances.
The Regus Work:life Balance Index 2013 showed that the rate of improvement in work-life balance has slowed marginally since last year. Generations X and Y reported better work-life balance and greater achievement at work compared to Baby Boomers, who are struggling with health and family issues. While most countries saw declines in their index scores, Canada saw the largest increase. The myth that business owners have worse work-life balance was also debunked, as owners reported better balance than employees.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document summarizes a research paper that analyzes work-life balance among working mothers in India. It discusses how women now hold a variety of jobs across sectors. The paper aims to compare work-life balance for working mothers in public and private sectors through a survey. It measures six factors influencing work-life balance, including personal, balancing, organizational support, motivational, career advancement, and psychological factors. The results found differences in work-life balance based on these factors and age levels. The study aims to define HR interventions to improve work-life balance for working mothers.
The document discusses leveraging the aging workforce. It notes that average life expectancy has increased by over 17 years since retirement ages were originally set, meaning people can work longer. Both mandatory retirement is now banned and patterns of work have changed, with many seniors continuing to work part-time or consult. While there are challenges to an aging workforce like skills upgrades, benefits can include experience and loyalty. The document argues for flexible work arrangements, ongoing training, and compensation based on performance rather than solely on seniority to help retain older workers.
This document is an annotated bibliography for a research paper on the causes and effects of employee dissatisfaction from the perspectives of human resources and organizational leadership. It summarizes four research articles that are relevant to understanding employee dissatisfaction from these two disciplinary viewpoints. Two articles examine causes of dissatisfaction related to human resources practices like compensation and performance management. The other two articles analyze the effects of dissatisfaction on organizational outcomes like profitability and job satisfaction. The sources use quantitative and qualitative methods to empirically test theories linking human resources, leadership, and employee attitudes.
According to surveys, four out of ten U.S. employees report their jobs as very or extremely stressful. Those in high-stress jobs are three times more likely to suffer stress-related medical conditions and twice as likely to quit. Women particularly report stress from conflicts between work and family responsibilities. The number of stress-related disability claims from American employees has doubled, and 75-90% of physician visits are related to stress, costing industries an estimated $200-300 billion per year. Maintaining a work-life balance through prioritizing responsibilities, limiting work hours, exercise, leisure activities, and social support can help reduce stress.
This document summarizes a research paper that examines human resource challenges in retaining talent in the business process outsourcing (BPO) sector in Delhi, India. It provides an overview of the large and growing BPO industry in India, noting high attrition rates remain a challenge. The researcher conducted interviews with HR employees and BPO employees to understand retention challenges and practices used. The study aims to identify the most effective practices for retaining talent and determine if financial compensation or career opportunities are more important for employee retention in the BPO sector. The limitations include potential bias in interviews and information that may not be entirely accurate.
The document discusses the challenges faced by human resource departments in retaining talent in the business process outsourcing (BPO) sector in Delhi, India. It notes that while the BPO industry is a major employer, it also has very high attrition rates of around 55%. The human resource department aims to implement policies to retain talented employees and stem the outflow by addressing the factors that lead to employees leaving, such as work conditions, pay, and job satisfaction. However, some companies have been successful in retaining talent long-term through beneficial HR policies perceived positively by employees.
This work is aimed at identifying causal factors of attrition & retention and to produce a predictive model that could help to plan reduced attrition and increased retention at management level. This study is triggered due to high attrition scenario in BTO. Key points of this work are
• Attrition & Retention are mutually exclusive, having different set of factors
• A combination Herzberg’s Dual Factor Theory of Motivation, Hackman & Oldham’s Job Characteristic Model and ASA frame work helps best to model the current attrition in the industry.
• There are 8 set of factors which explains attrition and 4 set of factors which explains retention
A combination of Employee Motivation, Employee Satisfaction, Employee Involvement & Life Interest and Work Compatibility ensure prolonged association of an employee to an Organization
This document provides an overview and summary of a seminar report on how increased IT outsourcing affects unemployment, with a focus on India. Some key points:
- IT outsourcing refers to outsourcing of computer/internet work like programming to other companies. It is growing rapidly and estimated to be worth $163 billion in 2004.
- The report aims to analyze how IT outsourcing impacts employment and can increase unemployment as companies adopt new technologies.
- The outsourcing trend has become controversial as some see it as helping companies cut costs while others see it negatively impacting jobs in India. Rising unemployment is linked to more outsourcing of India jobs overseas.
This document provides an overview and summary of a seminar report on how increased IT outsourcing affects unemployment, with a focus on India. Some key points:
- IT outsourcing refers to outsourcing of computer/internet work like programming to other companies. It is growing rapidly and estimated to be worth $163 billion in 2004.
- The report aims to analyze how IT outsourcing impacts employment and can increase unemployment as companies adopt new technologies.
- The conclusion is that IT outsourcing is damaging India's economy by reducing jobs and increasing unemployment rates. When jobs are lost to outsourcing, spending decreases which impacts other businesses and incomes.
This document provides an overview of the business process outsourcing (BPO) sector in India. It discusses what BPO is and the types of services commonly outsourced. India has become a major global BPO hub due to its large skilled workforce and low costs. Key Indian cities like Bangalore have emerged as major outsourcing centers. However, the BPO industry in India faces challenges like increased competition from other countries and concerns over data security, skills shortages, and employee welfare.
Learning and Skilling - A Future Work PerspectiveIET India
Businesses seem to be changing at a relentless pace with the advent of AI and big data. Organisations exist in a VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) state rather than anticipating known risks. Change is the new normal and here to stay, we need to embrace it.
Upskilling and staying relevant are much needed during these trying times and staying calm and focused can help put things in perspective.
Ability to adapt is the most important skill at a time when companies are undergoing digital transformation and this skill takes precedence over technical knowledge, communication skills or problem solving – all of which are touted as important 21st century skills. But how do individuals as well as organisations build this crucial skill?
View the report to know how to bridge the skill gap
This document summarizes a report on the future of jobs in India in 2022. It discusses three major trends that will impact India's job landscape: globalization, demographic changes, and the adoption of new technologies. The report examines the effects of these trends on five key sectors: IT/business processes, retail, financial services, textiles/apparel, and automotive. It finds that while demographic changes will have the biggest impact, globalization and new technologies will significantly disrupt jobs in IT/business processes, retail, and financial services. The report was produced by FICCI, NASSCOM, and EY through research and expert interviews. It aims to provide guidance to businesses, workers, educators, and policymakers
Modelling turn away intention of information technology professionals in Bang...IJECEIAES
Despite, Bangladesh produces many IT graduates each year but only one tenth of total graduates contribute in IT development sector. In order to keep the contribution to economy through IT development, it is crucial for IT industry to know the factors that influence turn away of IT graduates. In this paper, building upon role stress theory, we develop a research model to explore the influence of workplace exhaustion and threat of professional obsolescence (TPO). Data were gathered from 185 IT professionals from 15 different IT companies through survey questionnaire. The structural equation modelling technique was used to test the paths. The results suggests that strong influence of TPO on turn-away intentions. Result also suggests significant roles of work overload, family-career conflict and control over career and workplace exhaustion on turn away intention. This paper contributes to the body of work dedicated to helping us better understand the turn away behaviour from the workplace exhaustion and TPO perspectives. From the viewpoint of practice, this research sheds light on some of the challenges that the IT industry might face when making strategy and policy to control turn away from IT profession in Bangladesh.
LIVE PROJECT ON JOB DESCRIPTION AND JOB ENGAGEMENT OF EMPLOYEES IN IT INDUSTRY.NISHIGANDHA BATWAL
The project was aimed to understand the IT sector. We choose Datamatics Global Services Limited to understand the JD and Job Engagement process at Datamatics Global Services Limited.
2019 HRflag Global 50 HR Services Listed CompaniesHRflag
【June 26, 2019, Shanghai】Compiled by HRflag which is a communication platform, digital community and think tank leading in China's HR service industry, the “2019 HRflag Global 50 HR Services Listed Companies” global ranking is officially announced.
This document summarizes a study on stress among employees in the business process outsourcing (BPO) sector in Ahmadabad, India. It finds that the rapid growth of the BPO sector has provided many job opportunities but also subjects employees to long hours, repetitive tasks, and strict deadlines, leading to increased stress, health issues, and absenteeism. A literature review shows previous studies found high stress levels linked to performance reviews and incentives. The document also discusses the impact and growth of the BPO sector in India, finding it contributes significantly to the economy and employment but also places pressure on workers.
This document provides information on a proposed World Bank program to support strengthening institutions and markets to enhance productivity among micro, small, and medium enterprises (MSMEs) in India. The program would support the government's efforts to address low productivity among MSMEs that is constraining growth and job creation. It would focus on improving institutional capabilities and providing support for market access, firm capabilities, and access to finance through two main results areas. The environmental and social risks are identified as substantial given the program's scope and variations in capacities to manage risks among participating states.
Human resource-management-essay-challenges-in-employee-attraction-and-retenti...Total Assignment Help
The human resource management essay represents the analysis of the challenges that the finance sector is facing in order to attract and retain the employees to their job roles.
The document discusses the issue of unemployment among technical students in India. It finds that 60% of technical students lack the skills required by industry. Engineering graduates often take clerical or banking jobs instead of jobs requiring their technical skills due to gaps between their education and industry needs. Reasons for this skills gap and unemployment include a lack of proper training, career guidance, fundamental knowledge, teaching quality, and industrial exposure in their education. The document examines unemployment rates in India by year and argues stronger coordination is needed between technical education and industry to address the unemployment problem.
The document discusses several human resource challenges facing the Indian BPO industry, including shortages of qualified workers, high attrition rates, health and stress issues among employees, challenges in developing customer focus, changing value systems, and misconduct issues. It provides statistics on the growth of the BPO industry and future projections. It also outlines some actions that industry groups and companies are taking to address these challenges, such as competency assessment programs, focusing on career development and employee care, and developing centralized databases.
The document provides an overview of the IT industry in India and Envision Financial Systems Inc. It discusses that the Indian IT sector has significantly contributed to the country's economic growth. Envision Financial Systems is an American company that provides financial software and services with offices in California and Maryland for client support and in Bangalore, India for software development. The author conducted a two-month internship in the HR department of Envision's Bangalore office to understand the company's functions and departments.
intllab.com - Gen y beyond satisfactionintllab.com
This study is intended to analyse the major contributing factors for job hopping among Gen Y especially in the ICT industry in Malaysia. Job hopping is always highly associated with orthodox factors such as monetary value and job satisfaction. However, new factors such as work life balance, attitude, employer branding and technology are never given much consideration in previous studies. Therefore, this study will be incorporating these new factors on top of the ordinary factors
This document provides a summary of a project on HR practices in the FMCG sector in India. It includes comparisons of recruitment sources, selection processes, compensation and benefits, performance appraisal, and training and development across several major FMCG companies in India. The key HR challenges in the FMCG sector are also outlined, such as managing knowledge workers, technological changes, developing leadership, and managing change. Overall, the document finds that while practices vary between companies, the FMCG industry in India follows modern approaches to HR.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
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Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
Work life balance (1)
1. Abstract
Organisations today strive to augment job satisfaction in the workforce for it is conducive to
lower employee turnover, higher engagement and greater productivity. The present study
examines the impact of work life balance and burnout on job satisfaction in the context of the
Information Technology (IT) and IT Enabled Services (ITES) industries. Burnout is measured
through three dimensions, i.e., meaninglessness, de-motivation, and exhaustion. The findings
reveal that while work-life balance and job satisfaction were positively related to each other, de-
motivation, exhaustion and meaninglessness were negatively related to job satisfaction. The
significant contribution to job satisfaction came from work life balance in both the IT and ITES
industries. However, it was higher in the ITES group compared to the IT group. Further, findings
show that job satisfaction was higher among the male respondents in comparison to the female
respondents. Interestingly, the IT group had lower work-life balance and job satisfaction, while it
had higher meaninglessness, de-motivation and exhaustion compared to the ITES group. The
findings and implications of the study for enhancing employee satisfaction are discussed and
future research directions are pointed out.
INTRODUCTION AND RESEARCH DESIGN
1.1 Basic Introduction
One reads the word and myriad of well-groomed youth on calls, fast money, and
phenomenal lifestyles seem to flash the mind in an instant. That’s just the start. One reads it
again, contemplates over it, gets into the unveiled afflictions, and gives it a second thought and a
completely differing depiction ignites the mind. Lopsided working hours, unimaginable attrition
rate, stress and burnout exhibit its ugly side. No matter how it balances between the pros and
2. cons, the fact remains conspicuous, loud and unchanged. BPO, Business Process Outsourcing, is
the mantra of employment, the buzz of present, and the promise of future!
The last decade saw an upheaval in the growth and development of the Indian economy, which
was accompanied by the revolution in the technological front and a radical change in the way
businesses were done. Instead of being the jack of all trades, the smart organizations have now
redefined the way of working and now aim at being the master of their core business.
Outsourcing the non-core processes in order to concentrate on the core ones is how the
companies
prefer to work now. BPO has become the obvious strategic choice of the companies looking at
the visible profits of cost reduction while improving the quality of service, increasing
shareholder
value etc. [1]. With the whirlpool of opportunities the Indian Business Process Outsourcing
sector
seems to be on a happy ride. It has emerged rapidly, and its exports have grown from $565
million in 2000 to about $7.3 billion in 2005 [2]. With the boat steaming ahead in the global
markets, India has already become the most privileged destination. Hence such an eternal
inventory of opportunities simply showcases a phenomenon which is no less than the renaissance
for our Indian markets.
Today, India is the hottest destination for any company that wants to outsource its business
processes. From a negligible size in early 2000 to a gigantic size today, the BPO sector has been
growing at an unprecedented rate. In 2003, India accounted for 75 percent of the total BPO
offshore delivery value that was expected to increase by 55 percent annually over the next five
years [3]. India’s revenue from BPO operations was expected to grow from approximately $1
3. Chapter 1
Ph. D. Thesis 2
billion in 2002 to $13.8 billion in 2007 and its share of supply was projected to be 57 percent of
the offshore BPO market [4]. According to Nasscom, the Indian IT-BPO industry (including
domestic market) recorded an overall growth of 28 per cent (currency adjusted), clocking
revenues of $52 billion in FY07-08 up from $39.6 billion in FY06-07. 2008 was a year of
revolution for the Indian IT – BPO sector as it began to re-engineer challenges posed by
macroeconomic
environment, with the worldwide spending aggregate expected to reach nearly USD 1.6
trillion, a growth of 5.6 per cent over the previous year. The BPO exports are up by 30 per cent
(in US dollars), registering revenues of $10.9 billion [5]. Indian IT-BPO grew by 12 per cent in
FY2009 to reach USD 71.7 billion in aggregate revenue. Software and services exports (includes
exports of IT services, BPO, Engineering Services and R&D and Software products) reached
USD 47 billion, contributing nearly 66 per cent to the overall IT-BPO revenue aggregate. IT-
BPO exports (including hardware exports) reached USD 47.3 billion in FY2009 as against USD
The attractiveness of India as the most favored BPO destination can be contributed to three basic
factors-Cost, People and Environment. India ranks first among a host of desirable nations in
terms of cost (which includes employee cost, infrastructure cost, management cost and the tax
structure). It beats all its competitors on the people front as well. The people factor is evaluated
on the lines of size of the job market, workforce education level, language barriers, past
Introduction and Research Design
outsourcing experience and employee retention. However, when it comes to environment (which
includes country risk, infrastructure, cultural compatibility, proximity etc) India lags behind
4. countries like Canada, Australia and Ireland. Contrary to the sunny side of the story, we have a
dark side of the BPO too.
The flip side of the BPOs revolves around the host of challenges that they have been facing since
their very inception. The major challenges being faced by the Information Technology Enabled
Services (ITES) or BPO industry in India can be classified into internal and external challenges.
The internal challenges include shortage of competent managers for the middle and senior
management and the high attrition rates. The external challenge is in the form of opposition from
the US politicians and the UK labor unions against shifting of the BPO operations by local
companies to India. The threat of real competition from other players like Philippines also exists,
but doesn't seem to need our immediate attention. Let us look at some of these issues.
A speaker at the ITES-BPO Track at Nasscom commented that it is not ITES, but Human
Resource Enabled Services (HRES); and this concisely explains the importance and value
attached to the 'people' aspect in this service industry [6]. The fact that this industry is still in its
nascent stage in India has led to the dearth of experienced middle management level team leaders
and senior managers. Entry-level recruitment and employment has not been a problem with so
many fresh graduates with good language skills, available readily in the job market. The problem
is more intense for the third-party outsourcing companies which have just ventured into this
business. They cannot even invest in training, given their financial and other constraints. Captive
BPOs like General Electric and American Express, which are established players in the business,
have no such problems. They in fact invest substantially in training their managers. However,
they have been facing a problem of a different kind. Their middle and senior level managers are
being poached by the new entrants to the industry. Reports say that large and established players
face an attrition rate of 45% against the industry average of 35%. Everyone agrees that hiring
5. from competition is a cyclical process and will not help the industry grow, but with very few
options available, they resort to the easiest solution - poaching.
That brings us to the next issue - high attrition rates. Attrition refers to a gradual, natural
reduction in membership or personnel, as through retirement, resignation, or death. It means not
only loss of talent, but also includes the cost of training the new recruits. Of all the challenges
posed to BPO organizations at various levels, attrition, absenteeism and motivating employees
are the major ones that dominate at the middle level [7]. The attrition rate in the industry has
been
hovering around 35%, which is quite high for any industry. An average Indian call center
employee works with a company for 11 months, where as an average UK call center employee
stays in a company for 3 years. According to some analysts [8], in general, the attrition rate
fluctuates between 20% and 40%, while in the best companies, it averages around 15%. As per a
report [9], the outsourcing industry would have a shortage of 262,000 professionals by 2012.
Despite potential for tremendous growth, BPO industry continues to suffer from high level of
attrition stemming from factors like high levels of stress and lack of opportunities for growth.
Attrition in BPO, though varying from industry to industry has reached an all-time high level of
nearly 60% [8].
Rate of Attrition
Figure 1.2: Rate of Attrition in BPOs (Source: BPO India, NASSCOM)
It is also found that instead of revitalizing the organization, attrition created a phenomenon
identified by Leonard Schlesinger and James Heskett as ‘the cycle of failure’ [10]. The cycle
involves a chain of consequences beginning with employee dissatisfaction and ending with
organizational inefficiency, poor service quality, high customer turnover and decreased
6. profitability. An employee's leaving the organization happens typically in the first couple of
weeks of joining. The reasons are many –high stress levels, monotonous nature of the job,
demand-supply disparity and lack of career growth potential on the professional front; loss of
Introduction and Research Design
identity, mismatch with normal cycle, complete change of life style and lack of comfort on the
personal front. Add to this, the 'poaching' strategy being adopted by the players in the industry.
Referring to the typical nature of job, much of literature is available which states a BPO job to be
monotonous, less skilled, less challenging etc. Some researchers present a number of reasons
why BPO work may be less skilled [11] [12] [13]. Indian centers are very large and have been
designed to process high volumes of standardized information. Other researchers suggest that it
is the ‘high volume, low value, routinized’ work associated with mass production that is most
susceptible to outsourcing [2] [12] [14]. Attention is also drawn to other factors present in BPO
that add to the picture of routine, de-skilled work [15]. Apart from these reasons many other
factors also attribute to attrition.
Attrition in BPOs has terrible effects on the organization. The high attrition costs increases the
costs to the organization considerably. The voluntary turnover of desirable employees is
generally considered detrimental to the organization both in replacement costs and work
disruption [16].
An employee’s intention to leave is an important antecedent to turnover and is a useful criterion
because of its negative impact on the well being of the organization [17]. Intent to leave an
organization has gained much empirical and theoretical support as an important predictor of
turnover [18] [17] [19]. They have to combat the amount of disruption due to unplanned exits.
The more the people leave an organization, the more it is a drain on the company’s resources like
7. recruitment expenses, training and orientation resources and the time. The high attrition rate also
affects the productivity of the organization. Therefore, it is extremely important to curb attrition
not only for an individual firm but also for the industry as a whole. Many researchers have
worked enormously on the BPO sector, citing its challenges, issues, and opportunities in and
around employee performance, employee satisfaction, employee turnover etc.
1.2 Need of the research
Most research in the BPO sector has addressed only specific problems related to its
environmental analysis like challenges, growth and opportunities, the problem of attrition, the
HRM systems, and issues of job stress, job satisfaction, individual performance etc. Literature
review has also shown how various researchers have identified a plethora of reasons behind the
escalating problem of attrition and how many of them have even suggested recommendations to
combat it [20] [21] [22]. Many researchers have also worked on various domains like the HRM
systems and practices [2], job satisfaction [23] [24], and burnout prevention [25]. Most of the
research on Indian call centres is based upon qualitative approaches involving small numbers of
workers [2] [12] [26] [27] [28]. Broader based survey research has been restricted to managerial
surveys [15]. Presumably due to the difficulties in gaining research access to BPO, employee
voice on a larger scale has been absent from much of the existent literature, although recent work
is beginning to address this deficit [29]. The few studies that have canvassed employee
perceptions of their work have either relied upon very small samples [26] or upon small numbers
of workers spread across a larger number of organizations [2]. Research done in the area of
employee motivation and satisfaction has discussed domains like education [23] [30], private
public employment [31], financial institutes [32], ITES industry [33], oil industry [34],
government ministries [35], labor market [36], to name a few but not much inclusive and
8. structured work has been done in the domain of BPO sector. Thus, no systematic and
comprehensive work has been found that collaborates both the facets viz. attrition and retention,
and how employee motivation, employee satisfaction, employee involvement can be used to
combat the most smoldering problem of the present times i.e. attrition.
There is a dire need of reducing the problem of attrition in the BPO industry of India and
ensuring long term retention of employees. A pilot study done on the BPO employees revealed
that reasons for leaving a BPO and reasons for staying in a BPO are quite different. Where
attrition largely depends on the negative attributes of a BPO job like monotonous nature of job,
unusual working hours, dearth of motivation, ineffective supervision etc; retention is all about
the intrinsic factors associated with a job like self-esteem, participation, involvement,
accountability etc. Tackling the reasons for attrition may help reduce the probability of quitting
an organization
by employees, but may not actually increase their willingness to sustain in the organization. For
these reasons, the need for studying employee attrition and employee retention emerges. There is
need to develop a concurrent strategic method, an innovative development paradigm that can be
utilized to curb the ever-increasing attrition rate in the BPO industry. Thus the need for this study
can be clearly defined in two points. First, attrition is a burning problem for the promising
industry of BPO, especially because it fails to tap the full utilization of the human resources and
wastes much of its time, money and resources due to this. Second, employee retention must be
Introduction and Research Design managed in such a robust manner that it ensures long term
sustenance of employees in a BPO organization.
1.3 Aim of the research
This research aims to explore the dimensions of attrition holistically and produce a model for
9. employee retention. To attain the aim of the research, the Hackman and Oldham’s Job
Characteristics
model was taken as the basic foundation [37]. Hackman & Oldham (1976) proposed the Job
Characteristics Model, which is widely used as a framework to study how particular job
characteristics impact on job outcomes, including job satisfaction. The model states that there are
five core job characteristics (skill variety, task identity, task significance, autonomy, and
feedback) which impact three critical psychological states (experienced meaningfulness,
experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing
work outcomes (job satisfaction, absenteeism, work motivation, etc). The five core job
characteristics can be combined to form a motivating potential score (MPS) for a job, which can
be used as an index of how likely a job is to affect an employee's attitudes and behaviors and
thus his commitment towards an organization. The model has been discussed in detail in chapter
2, section 2.7. The original model has been diagrammatically represented in figure 2.4.
It is proposed that the Job Characteristics model is modified by redefining job dimensions as
growth prospects, accountability, sense of accomplishment, self-esteem, job security,
interpersonal relationships, working conditions, and by extending organizational outcomes as
satisfied, motivated, involved and retained employees. Figure 1.3 is the modified Hackman and
Oldham’s Job Characteristics model which has been taken as the base to study the research
questions pertaining to this research.
The new model is also designed to be of use as a management tool and must therefore be simple
and flexible enough to be of use to the management of an organization. Typical management
questionswould involve the likely motivational impact of job redesign, such as increasing
10. employees’ level of control and responsibility over their work behavior or introducing a scheme
whereby employees participate in certain management decisions.
characteristics as age, gender, education, marital status, and tenure and core job dimensions
which are intrinsic in nature like self-esteem, participation, accountability, growth prospects,
feeling of accomplishment, prestige inside and outside, interpersonal relationships, working
conditions, involvement, job security, amenities, authority etc and how do they contribute to
retention of employees.
1.4 Objectives of the study
The major motivation of this thesis is derived from several studies [1] [2] [7] [20]. It is clear
from the review of earlier research that solutions are required to some specific problems of
practical importance in the field of escalating attrition in BPOs. The broad objective of this thesis
is to identify the root causes of attrition in BPOs, analyzing the level of employee motivation,
satisfaction and involvement, generate a model for maximizing sustenance of employees in the
organization and come up with concrete recommendations, which will eventually be valuable to
the organizations to retain their employees for a long term. The specific objectives of this thesis
are:
1. To identify and rank the factors of attrition in BPOs based on secondary data.
2. To explore and analyze the dimensions of attrition in BPOs based on primary data collected
from field survey.
3. To identify and explore the dimensions of employee retention in BPOs based on primary data
collected from field survey.
4. To develop a regression model for escalating the stay of employees in BPOs and give
recommendations based on the model.
11. 5. To assess the existing level of employee motivation and validate the model by studying the
impact of recommendations on a small patch.
1.5 Research Questions
Based on the objectives set for the research, a set of research questions were formulated. These
questions are nothing but translation of objectives into questions, so as to gather the required data
from the respondents. The study was done in two components. First was precisely the
identification and exploration of the causal agents of attrition in the BPO sector of India. This
involved an exhaustive study of the personal characteristics of the respondents; exploring the
factors behind attrition, and then comparing these factors across the various personal
characteristics. Second was the identification and exploration of the factors of retention in the
BPO sector of India. This involved detecting the factors through field survey; comparing them
across the personal characteristics; and developing a regression model.
employees’ willingness to stay and analysis of the perceived attitudes of the employees. This
included assessing the levels of employee motivation, employee satisfaction, employee
involvement, and life interest and work compatibility among the employees before and after the
recommendations; and the relationship between the perceived attitudes and employees’
willingness to stay. With this twodimensional purpose of the study the following research
questions were addressed:
Figure 1.6: Pictorial representation of the two-dimensional research questions
Research Methodology
The general intent of this exploratory and descriptive study was twofold. Therefore, a systematic
and organized methodology was obtained for the research study. First and foremost a pilot study
was done on 100 BPO employees to understand the fundamentals of employee attrition and
12. retention. Based on the findings of the pilot study, the objectives were chalked out. A survey
design was used to obtain the set objectives. The study aimed at employees working in the urban
centric BPOs i.e. the BPOs operating in tier-I cities. Bangalore, NCR, and Mumbai are Tier I
cities, that are leading ITES cities in India and NCR was chosen as the region for this study. A
sample size of 500 was taken and simple random sampling technique was used to gather data
from the low and middle level employees, where attrition is highest. In a simple random sample
of a given size, all such subsets of the frame are given an equal probability. This minimizes bias
and simplifies analysis of results. In particular, the variance between individual results within the
sample is a good indicator of variance in the overall population, which makes it relatively easy to
estimate the accuracy of results. A questionnaire was intricately designed to tap the demographic
variables including age, education, gender, marital status, and tenure of the respondents. It also
gathered information about the factors responsible for attrition, the factors that can be employed
to retain the employees in a BPO, their overall level of satisfaction, motivation, involvement and
life interest and work compatibility. Besides
gathering data through questionnaire, telephonic interviews were also done with the respondents
to accentuate the data collected. Main data collection began in the month of July 2008. Statistical
Package for the Social Sciences (SPSS) version 17.0 was religiously used for the statistical
analyses.
Significance of the Study
The significance of the study lies in the detonation of the BPO industry in the recent years.
Where on one hand the sector is growing with leaps and bounds, on the other the employee
turnover has been alarmingly high, thus costing a lot to the company. The middle level and low
level employees are victims of dearth of motivation and employee satisfaction also seems to be
13. brandishing. The study is an attempt to assess the patterns of attrition in BPO and analyze the
relationship among employee motivation, job satisfaction and employee retention, so as to utilize
employee motivation to retain employees in an organization. Thus, not only is it significant for
academicians but also for professionals who can exploit it to control the employee turnover.
8 Scope of the study
This study has been designed as a study employing quantitative methodology with a sample
confined to BPO employees in India. On the strong side of our study lies the fact that the whole
population of urban centric BPO firms operating in the country has been covered and a random
sample of employeeshas been selected. All tier-I cities of BPO have been picked for the study
and ten BPOs are randomly selected through lottery method for data collection. However, it is
not possible to build a one-to-one rapport with all the employees. Thus, a limited sample of 500
respondents has been chosen for the research and a detailed study has been done. Moreover, only
selected facets of job characteristics have been considered for the study. There are many which
can be included in order to assess employee attrition and employee retention in a BPO
organization. Therefore, the scope of the study is limited to the sample size and also to the
selected dimensions of personal and job characteristics.