Contakt Point The most important assets in any company are its PEOPLE. They make or break an organization.

People in an organization perform various tasks and duties, they are organizations dreams, innovation and ambition, and thus it is very important to retain these important assets. Case analysis Contakt Point is a well-established BPO located in Goa. Contakt Point has been performing consistently with high profit, until recently Contakt Point has been facing a high attrition rate.

Recruiting policy Creating a suitable recruitment policy is the first step to an efficient hiring policy. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. Recruitment Plan As an HR Manager after analyzing deteriorating situation of Contakt Point, the need of the hour is to recruit the best potential candidate in order to take Contakt Point to great heights. I would highly suggest to heavily advertise about the job vacancies and clearly mention the job description and highlight the major requirements for the position in newspapers and brochures and hoardings in a very attractive way in order to grab attention. Publish the job vacancies in the popular newspapers, posters, billboards and send out brochures as well along with the salaries. Also advertise through the social networks since practically everyone has an account on social networking site which will cover a large geographical area, would be the most preferred source of recruitment. Create or design an online system of recruitment which will cater to specific requirements of Contakt Point which will maintain a complete record of an employment lifestyle from applying

online to the employees work within the organization, a complete record of the employee will be maintained including specific skills. Educational institutes Educational institutes are a source of young, fresh and enthusiastic applicants. Transparent, task oriented and merit based selection can be delivered here. These institutes can be a good source for candidates to work at Contakt Point , instead of the monotonous methods used to recruit candidates, we could use innovative recruitment techniques such as handling a customer over the phone, on the spot interviews , games involving communication which will identify the prospective employees in the communicating aspect , ability test , aptitude test , allotting the candidates various tasks to be done on the campus itself , the tasks will be designed in such a manner that different criterias will be measured which will in turn encourage potential employees maximum .Weightage will be given to this phase during selection . They will further have an interview. By this fresh, raw and energetic, candidates will be selected who will take Contakt Point to great heights. Private Employment and Temporary Agencies Private employment agencies can offer their knowledge and professionalism of their counselor who offer their valuable knowledge and encourage job seekers to accept jobs. They both should share and discuss openly about the various aspect related to the job. Temps are used on a short term basis, who temporarily replaces a permanent employer who has gone on a vacation or on peak work periods. The use of temporaries becomes a viable way to maintain proper staffing levels, and also proves to be advantageous to the company because eventually temporary employees are hired full time; it allows workers to try one another out before a permanent commitment is made. Employee referrals A Word-of-mouth recommendation is one of the best ways of fillings positions. The quality of employee-referred applicants is normally high, because no employee would recommend an en employee who wouldnt perform well, and all that Contakt point needs at this hour is quality and quantity.

Retention plan Our objective is to integrate employee needs with the organizational needs . To ensure that every applicant and employee is treated equally with dignity and respect. The following ideas will definitely do the magic of retaining the employees and bring content. Make life beautiful- as an HR I will make sure to build a work environment and search new and unique ways to improve health and happiness of employees. For instance proper infrastructure from well-designed chairs (since they work long hours) ,to the colors painted on the wall should have aesthetic value yet be a little playful and lively and act soothing as well, healthy and nutritious food provided every week, dress codes on certain days . Work-life balance- provides flexible work schedules to employees have good well balanced work life. Autonomy to choose the time of shift and breaks allotted to them (conditions apply), which ensure satisfaction among the employees. Training provide training to the newly appointed candidates, as an HR I will make sure the training sessions wont be boring and monotonous. Candidates wont be given financial motivation to attend the session but the sessions will be fun creative and different which will hence act as a motivational force to attend training. The above plan will reduce absenteeism and turnover and increase satisfaction and bring job security followed by delivering high quality outut. Re-creational facilities - as an HR I would offer them unique and unusual facilities such as a swimming pool where in an employee who has worked all day , can come for a short swim and relax and go back to work. Table tennis, X-box , home theatre. Football matches and office picnics will be organized in order to make the employees feel special. Birthdays will be celebrated of every employee, this shows every employee is given importance and that hes contribution valued in this organization. With facilities like these candidates will get definitely fall in love with Contakt Point hence spread a word of good mouth, make them apply . Performance evaluation Regular performance evaluation should be conducted

Pay Package For management there would not be changes made as the attrition rate is high amongst the sales staff than the management For sales for example if a sales personnel Ram is given 250 for each customer acquired and say he acquired 100 customers in a month He was paid Rs 25000 then And raj sold to 50 customers and got paid 12500 But now ram would get under the new policy Rs. 12000 as his monthly income and 130 per customer acquired now he would get 25000 As it is But Ram would get paid Rs 12000 plus 6500 for acquiring the 50 customers so he would be paid Rs 18500 In this case the company is losing out money but this will definitely reduce attrition as this creates a sense of security due to stable income.