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Retention Intervention Model

April 7, 2008 05:30 AM 1
Total Posts: 27
Join Date: January 13, 2007
Rank: Executive
Post Date: January 1, 1970
Posts: 27
Location: United States

Retention Intervention Model

Hi chrm'ites,

I would like to share a retention intervention model that i am preparing for the BPO space, this is truly a piece of collaborative development and therefore i feel that it should be shared freely for the benefit of this new growth space. As i am not working with any BPO organisation but developing it on market trends and analysis. Would love inputs from the group members.

The young Business Outsourcing Industry in India has been struggling with high attrition rates right from the word go. The high cost of attrition in the established BPO organizations- whose major challenge is to ramp up and train the workforce quickly to translate the business opportunity into revenue dollars- has already been felt and documented extensively in the media. Every BPO organization seems to be trying to reduce attrition, percentage point by percentage point.

There is a feeling, especially among HR Managers, that while there are market dynamics involved in the demand-supply gap, there certainly is a need to find better ways to retain the young and well trained at the Ageing level.

The Proactive Retention Interventions among Young Associates is a conceptual model that has evolved from HR practices based on intuitive common sense. It works. While i have thought through the tool elaborated , a lot of ideas and practices used in it owe their existence to various HR and Business Leaders across BPO organizations.

Let us begin by reviewing the numerous innovative HR initiatives and interventions that are constantly being tried by most industry leaders today (e.g. tie up with distance learning MBA programs, providing discotheques/’fun at work’, etc). Some how none of these interventions seem to work consistently across an organization, nor can they be said to be having a highly significant impact across the board on the attrition level in the targeted employee population in a BPO organization handling diverse variety of work. What works for one organization, seems to be an impossibility to even consider in another organization.

Any comments ??