Sanjeev.Himachali
Hr & Od Consultant
Gauritomar
Trainer/ Od/ Hr/ Education Consultant/ Certified
Valbooj
Manager
Jeroo Chandiok
Management Consultancy & Training &
Ravik
Hr Executive
Unusual_indu
Hr -generalist,(web Development Company),recruitment,performance
Hiten Parekh
Hr - Pharmaceutical Industry
PVQ
Human Capital Development Specialist
Rajnish_sapra2005
Sr Officer-hr
Jayavelk_mba
Recruitment
K PANDURANGAN
Asst. Manager-hr
Cgnanij
Employed
Raj Meritech
Executive (hr & Admn.)
Ranjana Chaturvedi
Head Hr/admin
L.Kumar
Manager Hr & Admn
Venkatesh.n
Sr.executive Hrd
Thejeswini
Counseling
L.C.PAL
Hr & Ir

Dear All,
This is a burning topic today. Most of the Indian Industries and institutions are doing this rough practice whenever a new executive joins with his new ideas and replaces most of the old experienced persons to bring the new ones of his/her desire. This does not mean to oppose new people but not on cost of others. These all old experienced people do very well when they join a new organisation. This shows there is something wrong somewhere. What is this gap and how to solve this issue properly.
You all are requested to participate in this topic to view your experiences and view for others.
Yogesh Samanotra
1st December 2007 From India, New Delhi
I think Mr Samanotra is right to say for our modren industries as they want to remove all old and experienced people in name of mini retrenchments. They think that they get rid of them but actually after sometime management of the industries get rid of their choices through them only. At last they also have to move themselves. This is bc'z they could not tie with the new culture.
Vandan Guha,
Mumbai.
1st December 2007 From India, New Delhi
Old people are really very smart but they always play in hands of some cunning people who use them for their benefits. As soon as they think these people are not useful for them they get rid of them without thinking of any other chioce to retain them. Sometimes we do this to keep happy our new god fathers.
Janakiram
1st December 2007 From India, New Delhi
I have no clue about the industries in the market, but what i have noticed in my firm is that the experienced employees donot upgrade themselves with the new technologies... also with feel insecured when someone new joins...try to avoid/ignore them, and behave superior....but at times when the new joinees come up with new ideas they oppose, over shadowing them..in this process, the newy joined feel discriminated..and leave the org, or form groups with differences, and the management does very little in this regard coz they are emotionally attached with the seniors, though they are aware of their lacking competencies.......
1st December 2007 From India, Hyderabad
Dear Sari,
This is not correct always to say that experienced persons do not upgrade them with new technology b'cuz they are not being trained with new challenges. Managers want that they should be ready to face all new challenges and at the same time they forget their role to train them. At the end to blame the old employees.
Sarla Mathur
HRD
1st December 2007 From India, New Delhi
Hi to all
This is good topic.
For example I am MD of the middle level company, one of Manager 7 to 10 years working in this company his salary around 30k, when i think and make calculation each & everything about finance, my decision i am asking to resign this senior person and i will take new person 2 or 3 years exp. his salary range 10 to 15k and i am ready to give short training to new person. now i am saving 15k per month..for my company.
This is one of reason.......
I hope, this is not a wrong!....commands pls.
Pandu.K
1st December 2007 From India, Hyderabad
Dear Pandurangan, Pl clarify your views in details with good examples. This should not be on experience of one company/industry where you experienced it. Good luck. Aarti Kher Hyderabad HRD Manager
1st December 2007 From India, New Delhi
Mr. Pandurangan This seems that you are also a sufferer and blaming others. Pl stick with examples to clear your basic view. This may be disimilarity for others. Reeta Mahalingam Kuwait
1st December 2007 From India, New Delhi
Hi frends,

I first should congratulate Yogesh for bringing up a good topic for discussion.There may be several reasons why organizaions remove experienced people and hire freshers/new members in their place.However, I think the reason is that When you are new to job/relationship, you are very vibrant,focussed and show of only your positive qualities.

However, in the long run inadequancies do creep up.I think its the same with a Boyfrend/GirlFrend.They try to impress each other and so there wont be any problems when they start their relationship.But, in the long run our negatives also become apparent.

I agree with SARI that most of the Seniors tend to become complacent & insecure(It may apply to me as well).Infact, I think that not removing these so called seniors is a problem in Sick Public Firms.However, thats where our HR challenge comes into picture.We should make every employee realise that not only does experience matter but Also performance.

HR role is a important one in this aspect wherein a performing culture should be defined, developed and inculcated.

Regards,

Ravi.
1st December 2007 From India, Vijayawada
Dear cite HR members,
"Its surprising to hear that experienced staff are removed due to freshers", when the entire HR world is striving for retaining the talented & experienced "no employer or HR person will try to separate them from oranization.
Instance for this discusion is only in IT only, manufacturing units dont leave the seniors for silly cause of freshers.
This is my opinion, correct me if percept wrongly...........
Regards,
Venkatesh
1st December 2007 From India, Vijayawada
Thankx Ravi,
You put a good light on this topic as the HR role is an important one in this aspect wherein a performing culture should be defined, developed and inculcated.
You clearly mentioned the role of HR to change the culture. Although it is not easy job to change the old culture but it depends what th company wants. Removing is an easy job like to remove all beggers to show poverty line but first train them give them a free hand and then remove them if they do not perform.
with love
Mridula Sahani
GM HRD, A Software Co.
1st December 2007 From India, New Delhi
Ravi Sir, Good views to Yogesh’s topic. First HRD has to do its job then blame anyone. regards, Jetti Bindal, Sahara Gp.
1st December 2007 From India, New Delhi
Dear Friends,
I very well accept Ravi's comments on importance of HR handling such a situation, i commented only from my companys perspective....in the present scenario where HRs are struggling to retain senior employees why would one want seniors to quit..it varies with companies and their culture..
In my case....our seniors are not only incapable...but are not ready to go for any training..also oppose recruiting freshers.....infact most of the time they safeguard themselves with their own references...it is not only getting stagnated but influencing others....there is no HR DEPARTMENT...only one HR.....and it is not easy to oppose seniors who are emotionally attached to management....
I donot have any negative grudges against my seniors infact we all are in good terms...but that doesnt solve the purpose...iam worried about the coming Projects....and only want competent employees..
1st December 2007 From India, Hyderabad
Mr.Ravi, Well said, Everything has to have a result and performance oriented. to motivate and to achieve the highest level in performance is the HR dept job regards Rajeshwari
1st December 2007 From United Arab Emirates, Dubai
Thanx to all the members.

I have a suggestion to SARI and members alike, though I know its difficult. For us to show our worth, we have to have the confidence of our Management for doing things out of the box.

I think everybody would agree to the fact that the vision of any Company(leave out NGO's here), is to make profits and everybody agrees that the mantra to sustain profits is to perform consistently over a period of time.

Concentrate on your regular work until you acheive the confidence of your mangement in a clever manner(Now Don say its impossible, remember: your so called Seniors have done that).Do it without effecting the relationships with other employees.In short, Be Tactful friends and everything would be fine. Dont try to work out new ideas without the approval from the management.Otherwise what happens is you do all the work and the idea gets rejected an then you get frustated.

Come on frends, Concentrate on impressing your Management.As a HR i should not speak like this, but thats how a Company works.

Sorry If Iam wrong.

Regards,

Ravi.
1st December 2007 From India, Vijayawada
the gap is :
lack of understanding leads to
1. resistance to change by the old experienced persons
2. reluctant to learn the new things by the old experienced persons
3. lack of team work between the new and old experienced persons
between executive and the old experienced persons
solution:
exectuive should be a responsible for understanding them
and make them understand the new consequences inthe present bussiness field.
2nd December 2007 From India, Hyderabad
Hi !
I truly agree with you. Change is the spice of life.Every organisation needs change .So it may be considered as a change that new employees are introduced in the organisation. But this does not mean that old employees donot hold any importance in the organisation. They are the carrier of Organisational ethics in the premises. They are the light for the organisation as well as for the new recruits.And last but not the least "Knowledge moves with people" so if any employee leaves the organisation then ample amount of knowledge has moved out from the organisation.
But in my opinion old employees should also try to shun away their stubborn attitude towards the new recruits.If they are seniors to the new recruits then they should maintain their reputation by behaving in an elderly manner but not like a hard task master.
Thanks & Regards !!!!
Anupriya Bhattacharya
2nd December 2007 From India, Pune
Hi

This is really nice question.

It is hire & fire culture.

This is long-term payment for short-term result at the cost of trust, morale & experienced employee.

One interesting part, new people are recruited due to new idea but senior & junior are evaluated on same basis i. e. Competency based Evaluation. Sometime it is not fair because seniors have molded themselves & thinking according to organizational culture & past experience. Perception of senior on any issue might not give result immediately but it is useful long-term decision.

When any experience person leaves, It is lose of organization as employee move out with experience, knowledge, idea about future development. If time is money. As new people take time to take responsibility of experienced person. It is wastage of time because in absence of senior others need time to have regular & smooth functioning. Also psychologically it affects other employee. Might they will develop fear of same future for them. They will always carry fear to lose their job & have low morale. It directly has negative impact on organizational growth.

For organization, people with new idea & experience people both are equally important. With proper career plan & team building there will be nice blending of new concepts & experience to get results. This can be achieved with proper communication of short term & long-term goals, expected result, clarity of role of each member. Short time span should be given to the seniors to prepare themselves to get adjusted with new culture. This will develop the trust, mutual understanding & cooperation.

Swati
2nd December 2007 From India, Nasik
Hi!
Swati,
Thanks for giving your valuable views on my contribution.I totally agree with you.
Old and new employes both hold equal importance in the organisation . So they should themselves understand their role clearly and work according to that .
Regards
Anupriya Bhattacharya
2nd December 2007 From India, Pune
Agreed Venkatesh !
We see inclusion of freshers and young employess but there is no signs of 'removal' or 'mini retrenchment' as posted by some members.
We face problem of scarcity of personnel be it young and inexperienced or old and experienced.
Is the issue about giving more authorities to young generation ignoring the existing staff?
- Hiten

2nd December 2007 From India, New Delhi
Swati's comments as under :
"For organization, people with new idea & experience people both are equally important. With proper career plan & team building there will be nice blending of new concepts & experience to get results. This can be achieved with proper communication of short term & long-term goals, expected result, clarity of role of each member. Short time span should be given to the seniors to prepare themselves to get adjusted with new culture. This will develop the trust, mutual understanding & cooperation. "
are excellent.
We need both experienced and mature managers and young and dynamic ones. It is the HR's responsibility to help them adjust to each other's strengths and weaknesses to give optimum results to the organisation.
Jeroo
2nd December 2007 From India, Mumbai
Dear All
Please think over the following points.
1. Why grass seems green in a different corner from where you stand ?
2. Why we hate those who are our nearers ?
3. Why we ask for guarantee of new products ?
4. Why we keep with care our new items ?
5. Why we want to listen a new person ?
There are more questions alike above. Ask to yourself the anwers of the above, In my opinion you would found the answer of the subjected question.
Regards
L.C. Pal
IN MY OPINION:
Answers are :
1. Grass looks green till do not reach that corner. When we reach at corner we feel we are at the same place with different corner.
2. Because we know there feelings and weakneses.
3. Because we have not used earlier that and have doubts.
4. Some times items are not usable & sometime not in fashion.
5. Because we expect to listen some thing new that we have not heared.
2nd December 2007 From India, Delhi
:arrow:

Dear All Hr Fraternity Members...

At the outset, this question is a very general question and cannot be considered as a TREND or the new style of Human Resources Mgt...rampantly applicable here...

No prudent Management will take decissions of removing EXPERIENCED HANDS to replace with NEW HANDS ... always...- be that a Blue Collar or White collar job - just based on AGE factor alone... BUT, it will always based on VALUE ADDITION by the said individual to the organization.

Am saying this which is - more or a less can be applicable to the Middle / large organizations and NOT small organizations - with 30 / 50 personnel - or with Turn over less than 20 Cr pa...

However, whether YOUNG or OLD - everyone has to understand that -

1. They need to adapt to the Changes happening around,

2. Be a Multiskilled person than a Single Skilled / value adding professional person

3. Never say / think / act like - "Ok Now it is done, will see tomorrow.."

4. be flexible / adaptable and Contributor to the organisatio

With this approach, if someone is not rendering services to his organization - whether YOUNG / OLD - he will certainly loose to the BETTER ONE!

That's what is my experience of 27+ years in HR - and still going strong !

Ravindra Waghmare, Mumbai.
2nd December 2007 From India, Mumbai
Yes Yogesh I completely agree with you. In modern time, good number of organization follow this trend in order to bring the cost down. Though it may be good from organization point of view but what about social/individual aspect view. We should not forget that all we should come under experience category soon or later.
Today's life is more unsecured when we become more aged or older. Actually this should not be happened.
:(
Rakesh gupta
2nd December 2007
Dear all,
I am thankful for the participation of learned people like Ravi, Sari, Rajeshwari,Mridula, Anupriya Bhattacharya, Swati, L.C. Pal, Ravindra Waghmare in my topic, "Why to remove experienced persons to bring new ones?". I also agree with some of their views like one must be a result oriented, be positive and change themselves with new culture. For that good and modren companies are trying their best to develop cross functional teams (cft). Here one get a chance to present himself in a better and new ideas. Secondly, process of multiskilling is also gives chances for new fields for people of all ages. Both old & new people have their new ladders and they are assets if they work as a team.
with best regards,
Yogesh Samanotra
Delhi
2nd December 2007
Yogesh Samanotra

I oppose bringing new faces in replace of the old.

Do you think that all the old are not good and all the new are the best?

It depends upon person to person and their involvement in their incumbency.

The only point is that the senior or the elder should get themselves upgraded their knowledge in the field they are working and if possible to the extent in outside their field of work or they should, in their hobby also to tbe best advantage of the organization.

I am now 60 and working as a senior level middle management supervisor syste.

At the time of my entry into my cadre as clerk (Though with Pre University qualification at the time of my entry in 1967 by wrong guidance I joined as below the level of Clerk) I developed my knowledge in all field and even when I was working as a clerk I was consulted for major issue of the organization.

Later, When computer was introdued in 1985, I developed my knowledge in computer on my own and now I am considered as one of the best computer handling man. I am even doing few hardware repairs, software repairs and also a considred as a best FOXPRO programmer during 1990.

All the programs developed by me are still in use in entire Tamilnadu.

What I suggest is whether a senior a juior, if his potentiality is not good he should be sacked.

Yourself has agreed that the senior when join in the new organization they shines. What that it indicates? They posses very good knowledge and only because of new face, their importance or identity is lowered.

As far as remuneration is concered, your argument of employing a new face with less may correct.

But be cautious, these new faces will always in the mood of seeking better oppurtunity and at that time you will be facing the problem.

Instead, talk with the senior about all your problems and settle the issue

With wishes

Sengailingam
3rd December 2007
There are a number of reasons why old is replaced by new. However what seems to be the main reason is this - new cost a lot less! The longer you stay with a company the more expensive you become to retain. Thus companies ,now, tend to replace old hand who cost more for new hands who come in at a lower rate.

the other reason is education- how many of the old hands have MBA's ( this seems to be 'the' degree of the moment - the flavour of the month!) It doesn't seem to matter that they have no experience.

General Motors in the late 80's early 90's decided that their employees needed to be upgraded...life experience, loyalty to the company and hands on experience did not matter. Out they went and in marched the MBA's with no hands on skills, etc. Prior to this GM was the top earner/employer in the world. Within 2 years of the change GM lost its market share, and even Chrysler stepped ahead of it. By the time GM admitted to itself the big booboo it had made it was too late and GM has as yet to climb back to its old position. Of course, there will be stalwarts who will refute this but deny it as much as you will the fact remains as proof.

This is not to say that MBA's have no place in this work world...banish that thought. What I do say is this experience & life skills should be acknowledged and retained. But to do so you have to pay. And back we are at the beginning...experience is expensive!

P.V.Quinn
3rd December 2007 From United Arab Emirates, Dubai
Hi Friends:
The topic is really very sensitive. What we all do is follow the western technology, their trends and their ways of living. We have forgotten the importance of loyalty and sincerity. The culture now is "do it and move on" which has made the new generation quite conscious about loyalties long stays despite being paid much for their job.
I think we being eastern thinkers should very prudently follow this practice. The old people who actually could not add up any more and hinder the growth of an organization can be taken away very gracefully which could be finding better opportunities for them outside or their tasks be shuffled in order to reward them for their loyalty not forgetting their past contibution. Setting retirement age could help a lot for these people to move out gracefully.
3rd December 2007
Please note that when a too much comfort level in any organisation for an employee , it should set the alarm bells ringing as we all know that only thing constant this world is change and thus each employee should always embrace and keep the learning curve & creativity moving up at regular intervals to value add and sustain the productivity and innovations for the organizations . in one line - change management would stop this practice ........
Sanjay
3rd December 2007 From India, Mumbai
Hi yogesh,
First of all i would like to congrats you for raising this topic as a debate,
I would say that the first thing management think of is the financial stability and then to solve it without any dispute. So they think of this old people retrenchment.
Though old ones are experienced, however everyone should accept that they are slower in work and lack flexibility, on the other side youngsters are Faster and flexible in work and they can work accordingly to their superiors instructions; but in the case of experienced one their will be an ego clash. So to avoid the generation gap it is better to have the Youth people in rather than traditional experienced. I also hope that all the experienced will accept my statement, b'coz old ones should give way for the youngsters...
regards
cgnanij
3rd December 2007 From India, Madras
because the removing of old people & bringing the new ides i.e. people is good for a good company because the old people working in the compnay has limited views, ideas in their work. they didint know the mrket value, where they stands . thaths why company wants new ideas people in the organization to stand ina good position.
but there is a drawback of new ideas people joining in the company that it we have tro first see their activity whether he is standing on our work, he is confident or not because we have to share all the secrets of the company, all the documnets etc.
but old one is very faithful in his job.
regards
rajnish
3rd December 2007 From India, Delhi
But i faced problem because of old people
Basically i am having 1 year exp even though i know something good in construction industries.
So my GM regconised me and kept me as a middle management
But in my other dept GMs' who all are 50 + used to trouble me a lots
If we made some calculations in excel and give print outs, he will check the same agin by using calculators!!!!!!!!!!!!!!!
In this worst case elders can give way for current cutting edge technologies to save time (i meant youngsters)
Regards,
indhu
3rd December 2007 From India, Mumbai
I FEEL EVERYBODY HAS EGO .WHEN NEW GENERATION JOINS THEY THINK THESE PEOPLE ARE OUT DATED BUT IF YOU GO IN DEPTH YOU WILL FIND THEY HAVE ALL THE SOLUTION IF YOU GIVE THEM RESPECT .WHAT WE DO WE WORK IN SMART WAY AND FIND SHORT CUT BUT I HAVE NOTICED THEY HAVE VAST KNOWLEDGE IN ALL SUBJECTS .TOM WE WILL ALSO GROW OLD AND WUD NOT LIKE TO BE TREATED OUT DATED
3rd December 2007 From India, Mumbai
Old is gold ........
i accept ..
but young people should not be demotivated
old people always tell ur age is lesser than my experience
Experience should be measured in Quality wise not Quantity wise
Really i hats off to old people
They should not under estimate new people
Regards
indhu
3rd December 2007 From India, Mumbai
Dear Pandurangan,
Yes, you may save some money for your company in shortrun, But you may loosing some attributes that comes with experience only, Although if you give some trainig to new person what guarantee is there that the new person will stick to you for longer period if not then your recruitment cost will be increased. Also you have to spend much time with new recruit for helping him in taking decision on criticle matters that old person can does without taking much time as he may be it continiouly. Also it will break the mutual trust.
For profitability you need to think for expanding the business and not curtailing the salary of your staff. You need to think aggresively.
Regards,
Soham
3rd December 2007 From India, Mumbai
Hi Yogesh,
This is a very good topic. But I cannot agree with your point 100%. It depends on each situation and strategy of that particular industry. When they are replacing an experienced person with a new guy with less experience there are lot of factors management needs to consider.
I am not saying that you are wrong , but I am trying to say is don't come to a conclusion that everybody doing the same thing. Sometimes experienced persons are not able to take up the challenges and some times not able to upgrade themselves. Where are new guys who are always enthusiastic and ready to take challenges. In some cases new guys might have some new ideas , but due to lack of practical experience they cannot perform as expected.
So it is two way and need to take a decision which is appropriate at that point of time.
Hope you agree with my analysis.
Thanks,
Usha
3rd December 2007 From India, Hyderabad
In my point of view
Both seniors and juniors to be mixed with equally. Only Young blood can't achieve anything. We give proper respect and feed technology to seniors to adopt their current situation.
K.Ram
3rd December 2007 From India, Madras
I am doing job in consultancy in recruitment since 1.5yrs but i want to change my job because i want to work in generalist profile so kindly suggest me how i get job in generalist profile
Shailesh Roy
3rd December 2007 From India, Nagpur
i totally agree with sari and have ocassion to experience the same against an older senior HR manager who is with the company from 42 years. i have left that organisation as the company management will not change HR systems, procedures or hr procedures.
regards
Lakshmi
3rd December 2007 From United Arab Emirates
Then I have one more related question for you. Who according to you is OLD? What should be the retirement age? Should there be any retirement age?
4th December 2007 From India, Mumbai
Dear HR professionals,
According to my point of view, we've to retain the experienced manpower in our organization. at the same we need to allow the fresh blood. then only we can able to cope with the present senario.
We couldn't able to handover resposiblities to the freshers at a time. at the same time we can't able to leave the experienced man power, b'coz they can able to predict the future more apporopriately than the freshers.
I would like to conclude that we've to retain the experience and allow fresh blood inside the organization.
take care
regards,
gokul
4th December 2007 From India, Madras
This is a nice topic of discussion .... old managers or employes carry what is called BAGGAGE on their back .. it may be probably of their experience or something else..New Ideas or innovative ness somehow lacks to certain extent due to this reason.. . most of the firms will not undertake any training programs for their line managers to update them ...
bringing fresh blood reduces cost , they are well versed with current trends.. carry more or less nill Baggage.. trained etc..
seniors pl comment.....
chitwan :?:
4th December 2007 From India, Bangalore
Dear All,
First of all I am tankful to all of you for participating in this burning issue of our society. Let me clarify that old persons has no doubt are experienced people, may be some are slow bcuz of their age factor, but they are enriched den for new comers. New one are fast, not easy to listen if they don't like or not agree at some points, working under pressure as some of the management policies, nevertheless good managements are working on team work and cfts. At the same time we are very well experienced some old persons are liability to the management as well as new ones are also rigid. Because of this reason, we have also seen that some teams are giving best results whereas some are always being fired by the top management for one reason or another.
Some may be agree with my opinions and some may not be but truth is truth.
Keen to listen more opinions on this topic further with fruitful proposals.
regards,
Yogesh Samanotra
4th December 2007 From India, New Delhi
Hi Sanjeev,
Old here means who had served in a company for so many years and saw ups and downs with the time and that may be more than 15 years. Secondly, you may consider the people of more than 45 years age. As per your querry for retirement age, this is also a question of debate. In my opinion it should be upto 58 years.
Yogesh S.
4th December 2007 From India, New Delhi
Right old employees also should change their attitude and update themselves according to the change in the organization. But the basic ethics should remain same. ultimately both new and old employees should work for the organization.
now-a-days the new employees are not thinking about the organization they are very selfish. They are money oriented and will not think about organization.
[/quote]
4th December 2007
The factors behind replacing older employees are various.
1. Lack of interest in doing the same monotonous work.
2. Office ambience & work pressures, expectations are very high from older employees as they are supposed to know everything.
3. Past bad experiences work as metal blocks towards acceptability amongst peers & management.
4. Lack of initiative, as they are aware of where it will lead so efforts are less.
Where as a new entrant in the system needs to prove his / her worth is full of initiatives and has no fear of consequences. He / she even is not aware of the consequences and reactions of seniors & peers so is always willing to deliver and bring revolutionary changes.
New joiners are excused for mistakes / ignorance for at least three months. But an older employee may get a warning for an error.
It's all about expectations & aspirations from Self & employer & employees.
Changed attitude helps in survival of older employees.
Cheers !!
Neeti
4th December 2007 From India, Pune
Does your “Old people” have grown so old that they have stopped “Learning” or are they still updating themselves and learning? Are they willing to challenge themselves everyday and willing to compete with youngsters or they are just sitting on their past laurels and success.
To me as a person and as a HR Professional age is not a criteria to judge if the person has grown old or not, as long as they are performing, taking challenges and beating their own targets. But, if they are just sitting on their past laurels and are not willing to learn new things...then (irrespective) of their age, it’s time for them to go. They have already been paid, awarded, rewarded and recognized for their past performances, achievements and success.
4th December 2007 From India, Mumbai
hi. all,
as now a days everyone is moving ahead with the competition...so everyone sees the profit if they find that kind of efficient man power in less salary they will go for that instead of paying experienced people and spending for their training as well.....businessmen looks for profit ....the way the get...
5th December 2007 From India, Delhi
Hi Sanjeev,

I think you are very well secured man and your letter shows that you are hating the old persons against young ones. I am again enclosing copy of Swati for your information. Pl go word by word. Swati says:

It is hire & fire culture.

This is long-term payment for short-term result at the cost of trust, morale & experienced employee.

One interesting part, new people are recruited due to new idea but senior & junior are evaluated on same basis i. e. Competency based Evaluation. Sometime it is not fair because seniors have molded themselves & thinking according to organizational culture & past experience. Perception of senior on any issue might not give result immediately but it is useful long-term decision.

When any experience person leaves, It is lose of organization as employee move out with experience, knowledge, idea about future development. If time is money. As new people take time to take responsibility of experienced person. It is wastage of time because in absence of senior others need time to have regular & smooth functioning. Also psychologically it affects other employee. Might they will develop fear of same future for them. They will always carry fear to lose their job & have low morale. It directly has negative impact on organizational growth.

For organization, people with new idea & experience people both are equally important. With proper career plan & team building there will be nice blending of new concepts & experience to get results. This can be achieved with proper communication of short term & long-term goals, expected result, clarity of role of each member. Short time span should be given to the seniors to prepare themselves to get adjusted with new culture. This will develop the trust, mutual understanding & cooperation.

Alina Sam

HRD manager
5th December 2007 From India, New Delhi
Hi Sanjeev,
I think u must reply in a well manner. Why aur questioning old ones in a manner of hate. Are all the HR Manager in your company are below 30 years and they are well trained from the institutions. They don't need new traings. Are all the Senior persons in you management are only young ones. Pl think once again on the issue of the subject and then reply.
Boby
5th December 2007 From India, New Delhi

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