There being hardly about 15 LPO’s in India doing actual project related works, the attrition rate in recent times seems to be alarming. Most of the LPO’s after being started doesn’t seem to have any effective policies towards its growth plans and in turn directly affect the Employees.

The recruitment sources generally for any LPO’s are lawyers form Law firms, Corporate Legal Departments and lawyers from LPO sectors. Due to the hype in the LPO sector and due to the fancy pay scales and designations awarded, most lawyers are being tempted to take up this LPO sector. A word of caution to all the new entrant lawyers to verify the LPO’s background, credentials and their actual overseas presence in detail before deciding to make a shift.

We find many LPO’s in India function under a Law firm style and some in BPO/Call Centre Style and some more in IT/Software firm style. But it’s time to realise based on the experience during the last 4 to 5 years that LPO’s are unique by themselves as far as the functioning module and the same can be felt by seeing the successful LPO’s .One can also see the fate and progress of LPO’s who have followed and adopted the other functioning modules.

The more important aspect in this unique functioning module is the “Employee Retention Policy” which if not followed would badly affect the careers of lawyers and the LPO Industry as a whole. In recent times some of the LPO Clients in US have also insisted for Employee Retention Clause in their Master Service Outsourcing Agreements.

It has become a bad trend in the LPO sector to give fancy hikes in designations rather than any actual hike in the compensation for lawyers during Appraisals. In fact certain LPO companies adopt this strategy in pouching candidates form other LPO’s. In effect a lawyer within two to three years of service in an LPO achieves the highest designation in the operation’s side which would have taken about 20 years to achieve the same in any Corporate Sector. This artificial growth in designation is in fact bad to the industry and the individual in a long run process. It is important to note that the effect of stagnation would strike the employee beyond a certain level and the fancy artificial designations would have no value in the Corporate Legal Departments in future.

Hence it is appealed to the Indian LPO Community to always prefer a slow and steady growth for their employee’s in turn of responsibility and designation and to prefer an actual growth in turn of their compensation by having an effective Employee Retention Policy.

COO

Corpus Global: World Legal Solutions

www.corpusglobal.com