Académique Documents
Professionnel Documents
Culture Documents
Submitted by:
Monica Joy Caayohan
Submitted to:
Dr. Victorina Zosa
Chapter 1
INTRODUCTION
In the global business scenario, BPO is on top of the list today. The new age
workforce comprises mostly of knowledge workers, who are techno savvy, aware of
market realities, materially focused and who have higher propensity to switch jobs. The
challenge of acquiring new talent and retaining the existing talent is only going to
Outsourcing (BPO) industry worldwide and in the Philippines. The very first Philippine call
center was established in 1992 but it was only in 1995 when it started to tremendously
expand, servicing not only to the United States but also in Europe, Canada, Australia and
even Japan. India is considered the number one outsourcing country globally while the
comprehensible to major countries. The country has the people and the proficiency to
cater to various back-office services. What attracts the investors more to the Philippines
is the cost of doing business which is significantly low. Though the cost is minimal, the
work outputs are greatly extensive. It is of utmost concern to know how this industry is
able to retain its staff and the reasons why professionals prefer to work in BPO companies
likewise evident that there is high attrition rate; hence, there is a necessity to explore the
motivations behind jumping from one BPO company to the other. The foremost emphasis
of this study is to aid the BPO industry to capitalize on its retention strategies and
effectively resolve attrition problem by analyzing the causes to uphold this industry and
diminish the adverse impact of such in global business operations. (Salguero, 2018)
Attrition in BPOs has terrible effects on the organization. The high attrition costs
increase the costs to the organization considerably. They have to combat the amount of
disruption due to unplanned exits. The more the people leave an organization, the more
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 IT & BPO sector, citing its challenges, issues, and opportunities in and
accepted and established business strategy. One of the most familiar forms of
ownership of one or more of the firm’s business processes to an external supplier that, in
turn, administers the processes according to some predefined metrics (Ghosh and Scott,
2005; Stone, 2004). BPO or Business Process Outsourcing thus refers to the
low cost locations. The service provider may be either self owned or a third party. This
relocation or transferring of business processes to an external provider is essentially to
Some of the general services provided by the BPOs are Receivables and
and Accounting Services. Some of the web-based services include live online sales and
order entry, E-commerce transaction support, Live online enquiry handling, Web
Design/Development.
talent availability. The BPO industry is one of the fastest growing job-generating industries
in the country. In 2008, it has produced 187, 000 jobs and the industry expanded to
generating 446, 664 jobs in 2013. In 2015, the BPO sector generated 1.2 million direct
It is for these reasons that the researcher came up with a study on retention and
attrition rate on business process outsourcing. BPO is an industry where it creates and
offers a lot of opportunities for the unemployed. As stated above, BPO contributes
hundreds of millions in the country’s revenue. It also helps generate livelihood and provide
employment for the unemployed. The researcher believes that if the country flagship is to
In published reports, the reasons for high turnover rates in call centers included
low salary (Bordoloi, 2014; Cleveland, 2005; Kehres, 2011), the lack of career paths
(Bordoloi, 2004; Cleveland, 2005; Hillmer et al., 2004, Kehres, 2011) burnout from odd
hours, repetitive work (Bordoloi, 2004; Kehres, 2011), heavy workload (Dwyer & Fox,
2005; Holdsworth & Cartwright, 2005; Holman, 2002; Kehres, 2011), lack of autonomy
(Batt, 2002;Kehres, 2011), inadequate training (Bordoloi, 2004; Cleveland, 2005; Kehres,
2011), insufficient resources (Dwyer & Fox, 2006; Kehres, 2011), managerial style
(Hillmer et al., 2004; Kehres, 2011), and stressful working environments (Cleveland,
2005; de Ruyter et al., 2001; Hillmer et al., 2004; Tuten & Neidermeyer, 2006; Kehres,
2011).
Chen and Silverthorne (2005) noted that job satisfaction and job performance
levels could be used to predict employees‟ intention to leave the job. The implication in
several studies was that job stress and job satisfaction is inversely related (de Ruyter et
al., 2001; Holdsworth & Cartwright, 2005; Tuten & Neidermeyer, 2002; Whitt, 2006;
Williams et al., 2001; Kehres, 2011). Udechukwu (2007) found that an employee’s‟
satisfaction level with the nature of the job tasks and the external aspects of job tasks
considered because skills is more important than papers. It is the opposite of majority of
This study will be beneficial to call center agents because this paper will speak for
them. Moreover, it will be beneficial to the reader because it will provide them information
This study aims to identify the factors affecting retention rate in BPO industry.
1.1 Age;
1.2 Sex;
1.3 Location;
2. What are the factors affecting retention rate in call center companies with
3. What are the perceptions of call center agents on their role with respect to the
The objective of the study is to identify the actual reasons why people chooses to
work in business process outsourcing and identify the reason why people leave their job
in BPO. People have their own individual opinion towards people working in call center
companies; some are positive while some are negative. Nonetheless, this study also aims
to know if people working in call centers are affected by these opinions. The study will
This study will provide valuable information about perception of employees in job
satisfaction and the connection of job satisfaction to their intent to leave their job. The
information will be obtained through data analysis which can be used as an action plan
The study will also provide the leaders in BPO with information that will be helpful in
increasing retention rate within their company. This way, BPO companies can reduce
Turnover among offshore call center agents has been a growing concern (Gilson
& Khandelwal, 2005; Lee, 2005; O‟Dea Hein, 2008; Kehres, 2011). Through this study,
recommendations can be made to develop retention practices for agents. Further, the
result of the study will help the leaders in BPO understand the factors why call center
This study will focus on identifying the factors affecting retention rates in BPO and
Eastwood City in Quezon City where BPO companies is rampant. Some of the companies
present in the area are Convergys, Accenture, IBM, Microsourcing, Stellar to name a few
which are major call centers vendors in the Philippines. This study will specifically
approach 30 respondents from different call center companies in the area. These 200
Definition of Terms
activities and functions to a third-party provider. BPO services include payroll, human
the right number of staff in place to handle it. And there are many different situations in
the call center environment that require a forecast to be done. The most common scenario
for which we forecast is simply normal, day-to-day operations. But you may also require
a forecast for special situations such as planning for new call type(s), opening a new
Call Queue- The strict definition of a call queue is that it’s where callers are placed on
hold, in a queue, while they wait to speak with a live agent. In other words, the call queue
is where customers are placed after completing any interactive voice response prompts
but before a call center representative has spoken with them. In more casual terms, this
Chapter 2
According to Goldie Gabrani (2018), every organization today is challenged with the
management. It becomes important for the company to be prepared for the loss of
human power in whom company has invested and from whose help it has earned
revenue. Thus, it is a profitable idea to predict the risk involved with uneven attritions so
that management can take preventive measures and wise decisions for the benefit of
the organization. In this paper, a model based on Machine Learning techniques that
predicts the employee attrition has been designed. The model is implemented and is
thoroughly analyzed for the full profile of companies. It has been shown that the model
outsourcing (BPO) sector, and the Republic of the Philippines ranks among the world’s
major BPO destinations. The sector’s economic influence in the country has tripled in the
last ten years. Low labour costs, a highly skilled workforce and competitive ICT
infrastructure have provided the major drivers of Athis growth. While contact centres
represent the most important subsector in terms of revenue and employment, higher
value-added subsectors are also growing. BPO is expected to expand rapidly in the
coming years, further strengthening the country’s participation in global supply chains
(GSCs). At the same time, it faces numerous challenges related to decent work. A
qualitative survey of the industry reveals four key findings: i) a real danger of skills
shortages threatens as employers struggle to find correctly trained workers and, once
they are hired, to retain them for longer periods; ii) employees report high-stress work
prevalent among BPO workers; iii) more than 50 per cent of workers are women, but they
tend to be concentrated in low-paid, low-skilled jobs; and iv) trade union activities are
almost nonexistent in the BPO sector. In the global business scenario, BPO is on top of
the list today. The new age workforce comprises mostly of knowledge workers, who are
techno savvy, aware of market realities, materially focused and who have higher
propensity to switch jobs. The challenge of acquiring new talent and retaining the existing
talent is only going to intensify. (Priti Suman Mishra, 20017) It is clear from the review of
BPO research that solutions are required to some specific problems of practical
importance in the field of escalating attrition and retention in BPOs (Ankira Srivastava, et
al, 2011)
Attrition in BPOs has terrible effects on the organization. The high attrition costs increase
the costs to the organization considerably. 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 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 IT & BPO
sector, citing its challenges, issues, and opportunities in and around employee
performance, employee satisfaction, employee turnover etc. (Yogesh Tiwari, et al, 2011)
BPO industry has experienced high attrition rates since inception. There are many factors
that lead to attrition in BPOs and much research has taken place time and again.
The IT-BPO industry in the Philippines has experienced significant growth over the past
decade and has now established itself as a global leader it. However, despite being a
high growth sector, the industry is still troubled by high attrition rates annually. (Ariola,
2017) Aside from attractive salaries, the attractive work environment and benefits offered
by the BPO sector have motivated many young adults to seek employment in this sector.
Although, The BPO sector has opened up vast career opportunities for young adults, but
at the same time employment in the sector has an impact on young people's lives. With
the availability of higher disposable incomes, many young people have reported lifestyle
Recently, public awareness on shift work in the Philippines has increased with the quick
rise in the past ten years of the business process outsourcing (BPO) industry in the
country. The BPO industry provides services which include medical transcription,
office operation, human resource management services, and other professional services,
with the contact center or call center sector as the biggest component (Sibal 2011; Lozano
– Kuhne, 2012). Professional organizations in the Philippine BPO industry include the
of the Philippines and the Philippine Software Industry Association. The booming industry
which employs mostly shift workers has expanded at a fast rate in the last decade
contributing revenues of 350 million U.S. dollars (USD) in 2001 to 7.2 billion USD in 2009
(UPDPI/ILO 2010). The BPO industry in the Philippines currently employs around
400,000 employees (Bajaj 2011: Lozano – Kuhne, 2012). Most of these employees are
shift workers. Non-shift workers in the industry are usually those with administrative
positions. The Philippines surpassed India as the leading BPO provider in 2010 in the
pure voice-based revenue (Lal 2010). Continued growth of the industry is predicted with
a yearly increase of 25 to 30 percent in financial benefits (Bajaj 2011; Lozano – Kuhne,
2012).
The business process outsourcing industry expects to add as many as 70,000 jobs and
$1 billion in revenues this year, as it retools its workforce to weather the shift to artificial
intelligence, an industry group said Wednesday. The BPO industry will grow by 7 to 9
percent this year, higher than the projected 6 to 7 percent for the global industry as a
whole, the Contact Center Association of the Philippines said. Companies still see the
empathy for customers and tax incentives, said CCAP president Jojo Uligan. "We are
forecasting to add another $1 billion in revenues this 2018. That translates to an additional
70,000 more jobs," Uligan said. (Jessica Fenol and Warren de Guzman, ABS-CBN News,
2018)
Employees are the valuable asset for every organization. It is essential to protect this vital
resource as talented and motivated employee play a crucial role in overall growth and in
the success of the organization, but attrition is the biggest problem faced by BPOs in
modern era. Attrition rate in BPO sector is more than the attrition rate in any other sector.
It is very important to control this attrition rate. Many retention schemes are applied in
BPOs for retaining employees. A single tool like training alone is not sufficient for
employee retention. The best results for employee retention can be achieved by applying
encourage employees to remain in the organization for the maximum period of time. It is
a process in which the employees are encouraged to remain with the organization for the
maximum period or until the completion of the project. Employee retention is beneficial
for the employee also & for the organization also. It is known fact that retaining the best
productivity, satisfied colleagues and reporting staff, effective succession planning and
employees and a costly recruitment process are involved. Hence, failing to retain a key
Shivangee Singh & Pankaj Kant Dixit (2011), Employees comprise the most vital assets
of the company. In a work place where employees are not able to use their full potential
and not heard and valued, they are likely to leave because of stress and frustration. They
employees get a sense of achievement and belongingness, where they can best utilize
their potential and realize their skills. They love to be the essential part of such
organization and the company is benefited with a stronger, reliable work-force harboring
bright new ideas for its growth. Anil Kumar Hagargi (2011), Retention has become key
tool for success, but retention has become a tough job for the sector as attrition is on the
rise due to various reasons. Employer should concern the people and provide flexible
shift and weekend off so that employees will feel comfortable & the next day they will be
able to spend some time with their family. Retention has become a key challenge for the
BPO industry. With the help of retention, the company can save investment on
recruitment and can turn it as cost effectiveness. As the sector is open and people has
various choice to work therefore attrition is on the rise & to minimize it, the sector should
plan the career path of people and provide them rewards and promotions on time and
keep them satisfied so that employees should not think about alternative employer
and constant disputes with their superiors or with other team members. In some cases,
low salary, lack of growth prospects and motivation compel are some of the reasons
behind quitting their jobs. The management must try its level best to retain those
employees who are really important for the system and are known to be effective
ensure that the employees are satisfied with their roles and responsibilities and the job is
offering them a new challenge and learning every day. In the present scenario,
identification of employee retention has become a crucial element. In study it is found that
most of the employees in BPO’s are retained due to the following factors such as
(Arvinder Kaur &Shivani Gupta (2012), Women employees constitute about one-third of
the total workforce in Call Centre and BPOs in India. Though there is major economic
contribution of women to the BPO industry, yet several challenges and problems faced
by the women employees still remain to be addressed. The women employees are
satisfied with the safety and security measures. They are quite satisfied with the
the salary, perks, requisites and promotion prospects. They are also not satisfied with the
grievance redressal system. But the employers are continuously making efforts to provide
the safe and secure work environment to women employees. The efforts are in
accordance with various laws and legislations enacted in Indian for security, protection
and equality at work. Still there are certain expectations which need to be looked upon
and the congenial work environment and culture should be provided to women
employees. The woman is a creator and now she has adopted the role of earner for the
family. The society & family support is must for boosting their spirits and equal treatment
at work place is equally important for them to achieve success. Employee satisfaction
and retention is major challenge in these days and employers shall concentrate primarily
Attrition has terrible effects on the company. The high attrition costs considerably increase
the costs to the organization. They have to deal with the amount of disruption due to
unplanned exits. The more people leave an organization, the more it is a drain on
company’s resources like recruitment expenses, training and orientation resources and
time. The high attrition rate also affects productivity. Hence, it is extremely critical to curb
attrition not only for an individual company but also for the industry as a whole. (Arindam
Conceptual model of factors affecting retention rate in BPO industry and analysis of
perception of call center agents towards their role
Chapter 3
METHODOLOGY
Research Design
This study will adapt two research designs such as qualitative and quantitative
research designs.
Qualitative research is a type of research that collects and works with non-
numerical data and that seeks to interpret meaning from these data. It also investigates
the quality of relationship, activities situation or materials (Denzin and Lincoln, 2005). This
study deals with non-numerical data meaning data are collected in the form of words. On
the other hand, quantitative research explains phenomena by collecting numerical data
These two research designs were chosen by the researcher because it best served
This study will specifically approach call center agents or people working in the
business process outsourcing industry. The participants of the study will include agents
and non-agents which involves team leaders and those that working in the back office.
Aside from those that are working in BPO, the participants of the study would also include
those that have resigned from BPO companies to identify reasons why people leave BPO
industry.
As agreed, there must be 30 participants of study. In selecting the participant of
the study, the researcher will use convenience sampling to select participant that are
Instrument used
To attain the specific objectives of the study, the researcher will conduct the
following procedures:
The researcher will design a questionnaire checklist which will be anchored in the
The questionnaire that will be used in collecting data in this study has an attached
purpose of the study, personal information to collect and its purpose, confidentiality,
privacy of provided information and the rights of the respondent. On the last part, there is
a clear statement where the respondents need to sign if they wish to voluntary participate
and anonymity of the respondents of the research, seek informed consent and avoid harm
to the respondents.
The questionnaire will be divided into three parts. The first part will be composed
of the variables regarding the profile of the respondents such as age, sex, location,
educational attainment and industry background. The second part will be composed of
two columns. The first column will contain open ended questions while the second column
to-face validation. In the validation process, copies of the questionnaire will be given to
the validator-experts. They will run through the content of the questionnaire very carefully
After the questionnaire checklist was validated, a pilot test will be carried out using
5 respondents. This will be done in order to see how the subject will react to the
questionnaire; whether the items are clear enough and easily understood; whether there
is the need to include more items in certain areas or whether are some items to which
they would not like to respond; as well as workability of the method used.
After the validation and pilot testing, the instrument will be revised base on the
suggestions of the validators-experts and from the respondents of the pilot test will be
After the pilot testing and all necessary modification, the questionnaires-checklist
will be administered directly to the identified participants of the study. Two hundred-
copies of the questionnaire will be given out and will be collected back. The collected data
To interpret the data effectively, the researcher will employ the following statistical
treatment. The Percentage, Weighted Mean and T-test are the tools that will be used to
1. Percentage
This will be used to determine the frequency counts and percentage distribution of
This will be used to determine the assessment of the respondents with regards to their
personal profile
3. T-test
This will be helpful in making comparison of two or more means which enables a
researcher to draw various results and predictions about two or more sets of data.
References:
https://search.proquest.com/docview/899248754/5A315A1A80764DE2PQ/2?accountid=
173015
https://www.techopedia.com/definition/13776/business-process-outsourcing-bpo
https://3ccontactservices.com/what-is-a-call-center-queue/