Research on Ovex
Business Research Report
Submitted to: Ma’am Fatima Ashraf
Submitted by:
Moeed Hussain 1011171
Sheheryar Alvi 1011172
Sidra Afzal 0917120
Submitted to: Ma’am Fatima Ashraf
Submitted by:
Moeed Hussain 1011171
Sheheryar Alvi 1011172
Sidra Afzal 0917120
Table of Contents Executive Summary 2 Introduction 3 Specific Problem Statement: 4 Literature review 5 Methodology: 6 GENERAL INFORMATION 6 RATING YOUR JOB SATISFACTION 7 Theoretical Frame work: 8 Hypothesis: 9 Research Findings: 9 Conclusion: 9 References 10
Executive Summary
Ovex technologies are one of the best outsourcing companies in the country. They offer a number of services to their customers in HR services like Selection and Recruitment of the new candidates, call center services and software development to the clients. The specific problem in their company is related to the HR department. It has been seen that their employees switch to other jobs because of Low Salary Packages and Benefits. Independent Variables are Salary and Benefits and job satisfaction while the dependent variable is Employee Turnover rate. In order to know about the relationship between the Salary and frequent Job Switching we have conducted an empirical research. Our findings and the relationship between these variables will be shown in the conclusion.
Introduction
Ovex technologies are one of the leading organizations related to Human Resource Management and Information Technology Solutions. It is one of the best outsourcing companies in the country offering a number of services to their customers in Human Resource Management.HR services in Ovex technologies include selection and recruitment of the new candidates, call center services and software development to their clients. Ovex technologies are different from other business organizations because of its best BOP (Business Outsourcing Process) and IT (Information Technology) solutions provider. They offer HR
Submitted to: Ma’am Fatima Ashraf
Submitted by:
Moeed Hussain 1011171
Sheheryar Alvi 1011172
Sidra Afzal 0917120
Submitted to: Ma’am Fatima Ashraf
Submitted by:
Moeed Hussain 1011171
Sheheryar Alvi 1011172
Sidra Afzal 0917120
Table of Contents Executive Summary 2 Introduction 3 Specific Problem Statement: 4 Literature review 5 Methodology: 6 GENERAL INFORMATION 6 RATING YOUR JOB SATISFACTION 7 Theoretical Frame work: 8 Hypothesis: 9 Research Findings: 9 Conclusion: 9 References 10
Executive Summary
Ovex technologies are one of the best outsourcing companies in the country. They offer a number of services to their customers in HR services like Selection and Recruitment of the new candidates, call center services and software development to the clients. The specific problem in their company is related to the HR department. It has been seen that their employees switch to other jobs because of Low Salary Packages and Benefits. Independent Variables are Salary and Benefits and job satisfaction while the dependent variable is Employee Turnover rate. In order to know about the relationship between the Salary and frequent Job Switching we have conducted an empirical research. Our findings and the relationship between these variables will be shown in the conclusion.
Introduction
Ovex technologies are one of the leading organizations related to Human Resource Management and Information Technology Solutions. It is one of the best outsourcing companies in the country offering a number of services to their customers in Human Resource Management.HR services in Ovex technologies include selection and recruitment of the new candidates, call center services and software development to their clients. Ovex technologies are different from other business organizations because of its best BOP (Business Outsourcing Process) and IT (Information Technology) solutions provider. They offer HR
References: Abassi SM, Hollman KW (2000). "Turnover: the real bottom line", Price, J.L (1977). The study of turnover, 1st edition, Iowa state university press, IA pp10-25. Firth L, David J Mellor, Kathleen A Moore, Claude Loquet (2007). How can managers reduce employee intention to quit? J. manage. Psychol. 19 (2): 170-187. Schervish PG (1983). The structural Determinants of unemployment, Vulnerability and power in market relations, academic press, New York, NY. pp. 71-112. Herzberg, F., Mausner, B. and Snyderman, B. (1959), The Motivation to Work, Wiley New York, NY. Locke, E.A. (1969), “What is job satisfaction?”, Organizational Behavior and Human Performance, Vol. 4, pp. 309-36 Schuster, J., Clark, B. and Rogers, M. (1971), “Testing portions of the Porter and Lawler model regarding the motivational role of pay”, Journal of Applied Psychology, Vol. 55 No. 3, pp. 187-95.