Dear All, Graduate Trainee Engineer/Trainee Engineer comes under Skilled or Semi-skilled? Or it depends on the organisation?
From India, Ahmedabad
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1From India, Ahmedabad
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Unless otherwise stated in the minimum wages notification as applicable for the industry/scheduled employment, categorization of employees shall be done by the employer. Normally, an employee who can work only with guidance from others is put under unskilled. However, being an engineering graduate, it would be inappropriate to classify him as unskilled because he should have acquired technical knowledge through academic sessions and books. At the same time, he cannot be categorized as a skilled employee because he is unable to work independently. Therefore, it would be more appropriate to classify him as semi-skilled.
From India, Kannur
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From India, Kannur
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Dear Bamdev Ghosal,
I am writing to express my disagreement with the way you have approached the issue of categorizing graduate trainee engineers or trainee engineers as skilled or semi-skilled workers. I believe that this question does not reflect the true nature and value of the engineering profession.
The value of engineering education
Engineering is a highly specialized and demanding field that requires four years of rigorous academic training and a significant investment of time and money. The graduates who complete this education deserve to be recognized as professionals, not as workers who perform manual or routine tasks.
The role of engineering skills
Engineering skills are essential for creating, improving, and delivering products and services that meet the needs and expectations of customers and society. Engineers have to apply their theoretical knowledge, analytical thinking, and problem-solving abilities to various challenges and situations. They also have to keep up with the latest developments and innovations in their fields.
Therefore, it is unfair and inaccurate to judge the competence of engineers based on their practical exposure alone. Even if they lack some experience, they have the potential and the capacity to learn and grow quickly. There are many examples of engineers who have demonstrated their excellence and creativity during their internships or early careers. For instance, I know of a company where the interns conducted a project on Value Stream Mapping (VSM) that was so impressive that it became a regular part of the operations.
Recognition of engineering talent
Moreover, it is evident that engineers are highly sought after by multinational companies that offer them attractive salaries and opportunities. These companies recognize the talent and the skills of engineers and value them accordingly. Why do you not see what they see?
Your question reveals a common misconception and prejudice that exists in India towards engineering graduates. It also explains why many talented engineers leave the country in search of better prospects and recognition. This phenomenon, known as brain drain, has been detrimental to India's innovation and development. India ranks low in the global innovation index and has few world-class products to boast of. To change this situation, we need to identify, nurture, and develop our engineering talent, not doubt or undermine it.
For Mr. TK Madhu: I appreciate your response and your perspective on this matter. However, I respectfully disagree with your reasoning and your suggestion. I hope you understand that my views are not meant to offend or disrespect you but to express my professional opinion.
Thank you,
Dinesh Divekar
From India, Bangalore
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I am writing to express my disagreement with the way you have approached the issue of categorizing graduate trainee engineers or trainee engineers as skilled or semi-skilled workers. I believe that this question does not reflect the true nature and value of the engineering profession.
The value of engineering education
Engineering is a highly specialized and demanding field that requires four years of rigorous academic training and a significant investment of time and money. The graduates who complete this education deserve to be recognized as professionals, not as workers who perform manual or routine tasks.
The role of engineering skills
Engineering skills are essential for creating, improving, and delivering products and services that meet the needs and expectations of customers and society. Engineers have to apply their theoretical knowledge, analytical thinking, and problem-solving abilities to various challenges and situations. They also have to keep up with the latest developments and innovations in their fields.
Therefore, it is unfair and inaccurate to judge the competence of engineers based on their practical exposure alone. Even if they lack some experience, they have the potential and the capacity to learn and grow quickly. There are many examples of engineers who have demonstrated their excellence and creativity during their internships or early careers. For instance, I know of a company where the interns conducted a project on Value Stream Mapping (VSM) that was so impressive that it became a regular part of the operations.
Recognition of engineering talent
Moreover, it is evident that engineers are highly sought after by multinational companies that offer them attractive salaries and opportunities. These companies recognize the talent and the skills of engineers and value them accordingly. Why do you not see what they see?
Your question reveals a common misconception and prejudice that exists in India towards engineering graduates. It also explains why many talented engineers leave the country in search of better prospects and recognition. This phenomenon, known as brain drain, has been detrimental to India's innovation and development. India ranks low in the global innovation index and has few world-class products to boast of. To change this situation, we need to identify, nurture, and develop our engineering talent, not doubt or undermine it.
For Mr. TK Madhu: I appreciate your response and your perspective on this matter. However, I respectfully disagree with your reasoning and your suggestion. I hope you understand that my views are not meant to offend or disrespect you but to express my professional opinion.
Thank you,
Dinesh Divekar
From India, Bangalore
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I appreciate the views of our learned member, Mr. Dinesh Divakar. I have put my views to clarify the query, which is focused only on categorization into skilled or semi-skilled.
Categorization of Engineering Graduates
In my practical experience, I have never seen an engineering graduate coming directly from college possessing the skills to do a job independently. He may have been hired for a supervisory position but, having been employed as a trainee, under which category should he be put if he is unable to work independently? Semi-skilled, right? There can be exceptions, such as students from tier 1 engineering colleges like IITs, NITs, BITS, etc., who are hired directly for managerial or technical head positions.
Considerations for Personnel Departments
I don't think that personnel departments in organizations that hire from IITs, etc., would require advice from us regarding categorization because they should be following their own process. I believe the engineers in this case are not from IITs but from a common engineering college, the output of which is less superior or rather inferior compared to people from polytechnics awarding a diploma in engineering or even ITIs. Should we put them directly into supervisory or managerial roles? Let them get trained alongside other fitters, machinists, and turners, and then, after completing their stipulated training period, make a decision. This is what I feel.
From India, Kannur
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Categorization of Engineering Graduates
In my practical experience, I have never seen an engineering graduate coming directly from college possessing the skills to do a job independently. He may have been hired for a supervisory position but, having been employed as a trainee, under which category should he be put if he is unable to work independently? Semi-skilled, right? There can be exceptions, such as students from tier 1 engineering colleges like IITs, NITs, BITS, etc., who are hired directly for managerial or technical head positions.
Considerations for Personnel Departments
I don't think that personnel departments in organizations that hire from IITs, etc., would require advice from us regarding categorization because they should be following their own process. I believe the engineers in this case are not from IITs but from a common engineering college, the output of which is less superior or rather inferior compared to people from polytechnics awarding a diploma in engineering or even ITIs. Should we put them directly into supervisory or managerial roles? Let them get trained alongside other fitters, machinists, and turners, and then, after completing their stipulated training period, make a decision. This is what I feel.
From India, Kannur
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Most of these types of trainees are hired by companies under a policy for GET/DET, and each one is offered a fixed stipend. The structure of their stipend (CTC) has been predetermined. However, as suggested by other seniors, it is advisable to categorize them at a higher position than unskilled workers. They could be placed as semiskilled workers. Although they may come from a reputable institute, they are all new to the industry and need time to understand the production processes.
You could consider placing them in the semiskilled category, and their wage rate should be equal to or higher than that of semiskilled workers.
From India, Rudarpur
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You could consider placing them in the semiskilled category, and their wage rate should be equal to or higher than that of semiskilled workers.
From India, Rudarpur
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