Recruitment, training and Turnover: Another Call Centre Paradox
Townsend, Keith J. (2007) Recruitment, training and Turnover: Another Call Centre Paradox. Personnel Review, 36(3), pp. 476-490.
Purpose – There appear to be many paradoxes within the management of the growing call centre sector. The purpose of this paper is to consider one of these paradoxes, the extensive recruitment and training regimes in workplaces that are faced with very high levels of turnover. Design/methodology/approach – This research is of a single worksite, a call centre of a public utilities company. The research method was non-participant observation over a seven-month period coupled with ten interviews with key personnel. Findings – It was found that the organisation was able to offset the costs of training and recruitment through internal transfers within the larger organisation. Research limitations/implications – It is a single site study, hence, while of substantial depth the findings are not generalisable. More broad based research is required in the area. Practical implications – A useful source of information for practitioners in call centres, as well as researchers in the area of recruitment, training and call centres. Originality/value – This paper provides a valuable insight into an area of call centres that has not been adequately investigated; that of recruitment and training employees for emotional labour.
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|Item Type:||Journal Article|
|Additional Information:||For more information, please refer to the journal’s website (see link) or contact the author. Author contact details: email@example.com|
|Keywords:||Australia, Call centres, Employee turnover, Recruitment, Training|
|Subjects:||Australian and New Zealand Standard Research Classification > COMMERCE MANAGEMENT TOURISM AND SERVICES (150000) > BUSINESS AND MANAGEMENT (150300)|
|Divisions:||Current > QUT Faculties and Divisions > QUT Business School|
|Copyright Owner:||Copyright 2007 Emerald|
|Deposited On:||23 Aug 2007 00:00|
|Last Modified:||23 Apr 2015 00:50|
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