Delhi is a hotspot for internet jobs. But it wasn’t always this way. It used to be that having a call center in Delhi & NCR was the norm for many global companies today. In order to meet the growing international demand for cost-effective, customer-oriented call centers, many organizations worldwide were outsourcing these services by setting up call centers here.
Nowadays, in a modern age of internet and computers, it is dot.com companies that seem to be the most successful, as BPO jobs and call centers jobs are now less in demand then they were before.
But what made customer care jobs in Delhi such an attractive option for fresh job seekers? It certainly is not outdated and is largely viewed as an option to earn an extra buck. At call centers the opportunity to make money can be very lucrative as the salary offered with just a graduation degree is way ahead expectation. More to this list is free pick and drop cab, a free meal, attractive offices and a lot of entertainment at times with amenities such as gym facilities (some even have a swimming pool), a nap room, a in-company-hospital, etc. The fact is customer care executive jobs offer great opportunities for both fresh and experienced university graduates.
But for those who are looking to build a long-term career, jobs in BPO’s are not the way to go. Get yourself a job at a regular company with regular benefits, a regular pay package and day-shift timings if you can manage that.
And certainly, jobs in internet companies have been predicted to be – and are catching on like crazy now – the way of the success future. If you want to build a career and last on it for awhile to come, try getting an internet job in Delhi.
Showing posts with label customer care jobs. Show all posts
Showing posts with label customer care jobs. Show all posts
Thursday, January 22, 2009
Tuesday, September 9, 2008
BPO's losing their charm?
The latest news in the Job Market is that the BPO sector has the highest attrition rate in India. Perhaps it is due to the remuneration that is less then pretty, or the irregular work schedules, but the fact still remains that the BPO jobs in India is suffering from a 23.5 percent attrition rate. This means that it is 7.8 percent higher then other suffering sectors.
An article from the Economic Times said: The report by Hay Group showed that, in general, staff turnover in India is 15.7 per cent, but in BPO companies, attrition stands at 23.5 per cent - the country's highest.
"The overall compensation structure design is not competitive when compared to general market practices. This means that BPO employees do not receive as much cash-in-hand as their peers in other industries," Hay Group, Reward Information Services, Country Head (India) Oscar De Mello said.
"When you add unattractive remuneration to working shifts, lack of career development, and monotonous tasks, it is not surprising that employees leave when offered a small salary increase," he said.
The short-term incentives account for only four per cent of total remuneration, compared to 10 per cent generally. Moreover, the benefits are also limited to those that can be enjoyed only post-retirement, like pension fund and gratuity, and not during the employment period.
While pay is generally designed to give employees more take-home cash, a higher portion is allocated to allowances like housing/rent and not base salary.
"The BPO industry is a critical sector in the Indian economy, worth USD 11 billion and employing over two million people. However, if the industry is to achieve the projected USD 30 billion by 2012, we have to tackle this talent attrition issue now.
"By creatively designing their total reward package towards more short-term incentives and benefits, and linking the package to performance, companies can ensure that they get higher productivity without hefty increases in salary costs and minimize attrition costs at the same time," De Mello added.
The report also recommended that by planning a combination of short and long-term incentives, such as performance bonus, Employee Stock Option Plans, deferred and retention bonus, the industry can tide over the problem of attrition.
What is your take on this topic? Do you agree or disagree? Write in and post your comments right here..
An article from the Economic Times said: The report by Hay Group showed that, in general, staff turnover in India is 15.7 per cent, but in BPO companies, attrition stands at 23.5 per cent - the country's highest.
"The overall compensation structure design is not competitive when compared to general market practices. This means that BPO employees do not receive as much cash-in-hand as their peers in other industries," Hay Group, Reward Information Services, Country Head (India) Oscar De Mello said.
"When you add unattractive remuneration to working shifts, lack of career development, and monotonous tasks, it is not surprising that employees leave when offered a small salary increase," he said.
The short-term incentives account for only four per cent of total remuneration, compared to 10 per cent generally. Moreover, the benefits are also limited to those that can be enjoyed only post-retirement, like pension fund and gratuity, and not during the employment period.
While pay is generally designed to give employees more take-home cash, a higher portion is allocated to allowances like housing/rent and not base salary.
"The BPO industry is a critical sector in the Indian economy, worth USD 11 billion and employing over two million people. However, if the industry is to achieve the projected USD 30 billion by 2012, we have to tackle this talent attrition issue now.
"By creatively designing their total reward package towards more short-term incentives and benefits, and linking the package to performance, companies can ensure that they get higher productivity without hefty increases in salary costs and minimize attrition costs at the same time," De Mello added.
The report also recommended that by planning a combination of short and long-term incentives, such as performance bonus, Employee Stock Option Plans, deferred and retention bonus, the industry can tide over the problem of attrition.
What is your take on this topic? Do you agree or disagree? Write in and post your comments right here..
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