Job Hopping: A New Cult for Corporate Survival


By

Mr. Ranjan Upadhyaya
Faculty of Management Science
Banasthali Vidyapith
Village-Banathali, Newai, Rajasthan-304 022
 


Introduction:

As the liberalization, privatization and globalization is taking its new avenues. The adversities of the new corporate gimmicks are coming up. The concentration of the job-hopping manpower is exploring new avenues with new cult of the survival in the corporate. The things of the past were admired with the achievements but in today information era when new thoughts and origin of new hopes are rising, the corporate are finding difficult to sustain from the job-hopping employees. Job-hopping is a brain drains in corporate. Job-hopping clinches the corporate in acquisition of new talents and skilled professionals profess the negligence of matured and highly devoted employees.

In old traditional pattern, the working were being stopped at every time in the corporate, job-hopping was considered as pinning down of the corporate culture and the legacy of the individual persona. The corporate are no longer sustaining their ethos by neglecting the job-hopping employees. The monarchy and dictatorship in the corporate is proving too expensive for their survival in today era of mass consumerisation and globalization of the human efficiency.

The corporate think tank is continuously revolving around the employee's job-hopping lamination of the human policy. The corporate for their survival are working around the clock to cleave the stigma of job-hopping employees with their divided and rule policy.

The good corporate either in fast moving consumer goods or in the service sectors are fighting hard to retain there past glory in the era of cutthroat competition. Job-hopping is scaling up the management for the better employee's relation and perpetual breaking down the upward integration concept of all round development of the employees.


If talk in the whole world the job hopping is found to new tools of substanctivity of the forgoing of original vision of the corporate. The employees are concentrating on self-centered interest to clinch more job-hopping process worldwide as deputized in the figure.

The corporate find more generous in providing the help to the employees whom are more close to their wish and will and want to align with their corporate vision at the cost of individual independence.

Objective:

The survival of the good corporate is being rated on the ground of scaling down of the job-hopping employees. So the study of research is to search the different grounds on which corporate and employees are finding difficult to overcome the stigma of the job-hopping.

Methodology:

To study the problem of the research analytical measures were adopted. The survey method further complicated the research by exaggerating the employees and corporate relation. The brain drain form the corporate narrated the different stories different sectors.

Limitation of the Study:

As it was found out by the research a new and dynamic topic area of untouched or unexplored studies, which further downgraded the reliability of the results.

Reason for Job-hopping:

Job-hopping is taking place in the corporate because of the various facts few have been quoted below

i) Poor Human resource policy of the corporate.
ii) Mis handling of the employees corporate relation.
iii) Corporate vision and mission not colliding with the employee's persona.
iv) Too much control applied on the employees.
v) Privileges are being delivered on the basis longevity of the employees with the corporate.

Job Hopping according to Corporate Hierarchy:


Privileges of the Job- hopping:

From the corporate side:

i.  Corporate meet out the customer demands
ii. Corporate adopt the newcomers in the generously
iii. Corporate get the experience, trained manpower
iv. Time and resource is being saved by the corporate for the new recruits
v. Corporate mingle out the diffusion between the middle and line staff
vi. Corporate vision is being nurtured
vii. Corporate supremacy is being safeguarded
viii. Customer demand is met with new product and in time.
ix. The surfacing of skill domination and supremacy of the chair power stops.
x. Corporate saves money, time etc.

From the  Candidate side:

i) Candidate get new avenues for learning and self grooming
ii) More monetary and fringes benefit
iii) Long time survival etc,
iv) More identity in the corporate
v) Visions of the corporate collide with own ambition.
vi) Surfacing of inner qualities is restricted.
vii) Fair chance of survival with origination of the creative and enhancing the poaching of the supremacy is stopped.
viii) Employees do not have to stay long in the one organization.
ix) It gives them the new breath of life with their suitability of the job satisfaction.
x) The forgoing bond of affinity is being maintained more nicely through job- hopping.

Job Hopping According to the Service/ F.M.C.G. Sector


Age wise / Sex wise Job Hopping:

S. No.

Age

Job Hoping
Males                      Females

1

20- 25

Average

Minimum

2

25-30

Maximum

Minimum

3

30-35

Peak

Maximum

4

40-45

Medium

Average

5

50-55

Minimum

Minimum

6

55-60

No

No



Remedies:

The job-hopping cannot be stopped at any angle but can be curtailed with human corporate relation. The compensation package and morale of the trajectory at different perpetual angle can be enhanced which can slow down the job-hopping and brain transfer outside the corporate. The remedies are the think tank to continuously revise the human resource policy and involve better human profession with excellent perks and perquisites. The company on the basis of better profit ignores these factors, which take the new turn in future,.

Comparative Studies:

* Japanese Management:

Job Hopping is there but their loyalist easily handles it and individual companies human policy makers, which are the mirror of their employees.

* American Management:

Job Hopping is maximum and is judged with the performance evolution pattern but it is easily handled by group of company loyalist and individual human policy decider, which are the epic point of administrator of their employees.

* Indian Management:

Job Hopping is there but it is easily handled at their individual level by their loyalist in the each corporate and individual companies human policy luncher act as the mirror of their employees.

Conclusion:

In today fast changing world corporate can not ignore the job hopping as the percentage lay off and corporate jobs are reshuffling the new avenues can be relunched with the new dimension of the job hopping. Job-hopping with dynamic should be imposed in new blood to excel in their ambition and corporate vision. The road map has to decide to creativity of the job-hopping with training in job skill or with better perks and perquisites in the corporate.

The thinking of the old age generation owner in the corporate have to amalgamate whether they want their fast perish in the market or want to survive and when they want survive they can not ignore the talented and highly ambitious devoted pools of the young generation.

They should try to restructure their corporate with young blood quest for innovation and creation. The imagination of the young mind should not divert nor overpowers with their nefarious desire of demotivating of these employees in all the different corporate hierarchy.

Job hoping becomes the trend settlers in many corporate and let the young mind to blow, which help ups in opening of the new creative market and customers.

Overall the efficiency and profit generation increase in the organization which can be cult of the any corporate which is the talk of today.
 


Mr. Ranjan Upadhyaya
Faculty of Management Science
Banasthali Vidyapith
Village-Banathali, Newai, Rajasthan-304 022
 

Source: E-mail September 18, 2006

     

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