INTRA-FIRM MOBILITY OF THE EMPLOYEES IN THE IT-B.P.O SECTOR: LIMITATIONS

These employees are the main working group or the core section of the company. And it has the particular seniority levels that vary from associates to team leader. But not included all other type of job levels. Even it is a limitation, the study tried to analyse the nearest seniority level jobs, which is important for analysing promotions. This core section is very important in any field. Because of the limited number of samples here not used any statistical tests.

It is evident, that gender disparity prevails only at higher level positions in the case of promotions and salary. It is also evident that, there is higher pay for males promoted than females. Always the over skilled and over educated expect promotion and get promotion. Experience is the main factor that helps promotion. Experienced get promotion even if they have only the required qualification. IT-B.P.O sector is the best example for this as the over qualified and those who just meet the required qualification getting almost same salary. Gents quit the job more early than ladies. Males prefer firm to firm movement for getting better salary and promotion.

So to retain males promotion is an inevitable. But females stay in the same firm for a long period for getting better salary, experience and promotion. Women always try to stick on particular job as well as majority of them employed have no higher level of education to work on managerial positions. The merit of over education and over skill are sometimes favourable to men. Majority of the women got promotion only one time. The study showed that the number of women at the higher levels was lower than men consensus, not statistically tested (consider in the next study) Lazear’s principle (2004), that workers are usually promoted “to their level of incompetence”. As the level of earnings also show this. It is applicable to females, as males try to quit early if they have not got promotion. As intra-firm mobility of women is limited, the growth of wages of women stops up to the boundary of promotion. Also it is difficult for women climb up to the top of the ladder.

Salary improvement without promotion reduces job quit to a considerable level. Firms always use a tactic, giving below minimum wage at the starting of career then increase step by step. It would help them to create an atmosphere where all workers work with expectation. The data is inadequate to prove this as the study concentrated only on 60 samples. The available data showed that B.P.O sector give a minimum to the qualified and a reasonable minimum to the highly qualified. But after that the increase in salary depends fully on performance of the individuals. Giving an incentive for better performance is also a factor that reduce job quit. Always they get reward or incentive for what they do extra. Majority of the employees have three years of experience indicate within this time employees take a decision to stay on the same company or quit. Three years of experience is the maximum time employees wait for promotion. Males also get advantage in promotions. Many of them work for a minimum of three years getting experience in a particular firm and find a new job in any other. But, three years of experience is not required for the B.P.O’s, unlike other sectors, as fresh appointment is common. New comers get the advantage of promotion than once who have got promotion.