Undergraduate Employees In Organization Working From 15-25 Years. - CiteHR
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Thanks Mr. Nathrao & Mr. Divekar. :)
After all suggestion I have reached to conclusion that my friend has to keep three things on priority while making hierarchy:
People who are senior yet good performer and key person of the dept/organization should be given first priority and after wards.
This is also a fact that at the time of our parent hardly people would have gone for higher/professional education thus here in due respect to seniority & system we will have to consider experience even with less qualification.
Secondly new comer with higher education & having industry experience can be kept along in the same team and both can work together on same post & salary using their experience. Those who don't agree can leave.
Hope this would be the best for both employee & employer.

Dear Ravita,

I recommend you revising your approach. You have got stuck into traditional debate of qualification Vs experience. However, what matters is ability to deliver. A person may be qualified or may not be, may be experienced or may not be however, what matters is performance. Therefore, you will have two options to retain the existing manpower. One is those who are not qualified but meet deliverables. Their length of service does not matter. Secondly, those who are qualified but have fewer years of experience. Performance should be bridge between employer and employee and neither qualification nor length of service.

Nevertheless, to do this, what matters is deciding on the measures of performance. I recommend you doing this first. Once you do this, let the employees be filtered based on performance. However, to do this, you need to hire external consultant. For help if any, feel free to contact me.

Further you have written that "This is also a fact that at the time of our parent hardly people would have gone for higher/professional education thus here in due respect to seniority & system we will have to consider experience even with less qualification". Excuse me gentleman, this is your a priori statement and is not acceptable. Professional civil engineering companies existed in the field of civil constructions even 40-50 years ago.

The problem with the civil engineering field is that government did nothing to regulate it. Take the case of ownership of medical store. The owner must be either D Pham or B Pham. Now there is no such qualifying criteria for those who work in civil engineering. Since there were no entry point restrictions, any Tom, Dick and Harry became builder. Owners of your friend's company appear to be from such category. However, let us not rationalise issue on this count.


Dinesh Divekar

Dear Ravita,
Two things come to my mind.Since the company is 50yrs old and now toying with the idea to streamline it's HR , in all probability someone fron the new generation of owners has started taking active interest in company's working.It's good and definitely a welcome change.However I don't think there is anything wrong in a very senior employee getting paid the same amount or more than a more qualified fresher.From personal experience , I remember that when I had joined my company some sub staff were getting more than what I got.But then they had more than twenty years of service and had contributed their bit in its growth !


I would like to understand the question as a problem for determining the relative value of employees who got long work experiences without formal educational credentials VS new employees who are academically equipped with certificates and/ or degrees.

If I got the question right, then the problem is a compensation matter and will have to touch on principles and practices that are used in compensation management. The first is: we have to be clear that the "jobs"(positions) and "incumbents of the job" (employees assigned to do the job) are two different matters. Then jobs are evaluated, graded, classified, and given certain salary rate ranges based on the prevailing market median market rates. The rates suggested therein are for anyone who would be classified and assigned to such job grades and job classes.

In this situation, the problem of HR is how to assign those with educational certificates and those who have no certificates, BUT with long years of related experiences.

If you agree with this premise, then the next thing to do is to determine the evaluation factors that would be acceptable for the company ---- as being fair and objective.

Best regards.

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