Greetings to My Seniors CiteHR Champians Members,
I need your expert guidance.....
I am facing one serious problem…
We had recruited many seniors experienced employees on junior level.
For example:
The positions needs 3 to 5 years experience occupied by 12 to 15 years experience.
The positions needs 8 to 10 years experience is occupied by 10 to 15 years experience
The positions needs 5 to 7 years experience is occupied by 10 to 12 years experience
The positions needs 2 to 5 years experience is occupied by 8 to 12 years experience.
The positions needs 3 to 8 years experience is occupied by 12 to 15 years experience
Actually, our organization chart and job descriptions clearly states requirements of competencies and experience as well as salary grade for particular position.
- Most of the people over the years have remained stagnant and become over experienced for the position they are holding at present.
- During the course of time newly recruited employees been offered more salaries than their grades and salary range fixed for the grades.
- Newly recruited employees were over qualified and experienced that is why they were not only paid higher salaries but also cross salary levels deserved by their job position.
- If we recruited 10 years experience candidate in place of 3 years Job experience Position, we have to pay for his 10 years experience as per market whereas his job position input to organization remain 3 years experienced level because his excess 7 years experience is not relevant to our organization.
There are some jobs which were required 10 to 12 years occupied by 3 to 5 years experience and placed into higher pay grades of 10 to 12 years experience.
Similarly 8 to 10 years experience jobs been offered to 3 to 5 years resulting in overpayment just under presumption that according to company grade they should be placed in higher grades applicable to their job position.
There are Job Positions of Electrical Engineer: who is required experience in electrical installation of manufacturing plant with circuit breaker, switchgears and power load distributions as well as Generator set. Our Recruitment team has recruited person from Power Sector who was into power generation dealing with gas turbine, Transmission lines, Load Distribution, CTPT units and Transformers kind of jobs which are highly paid than normal electrical engineer into manufacturing…
Similar job anomalies in recruitment in experience cause almost 45% of the job positions.
I have recently joined this organization and submitted my analysis report to the management now management wants solution from me…
What shall I do now?
Please advise…
Captain
I need your expert guidance.....
I am facing one serious problem…
We had recruited many seniors experienced employees on junior level.
For example:
The positions needs 3 to 5 years experience occupied by 12 to 15 years experience.
The positions needs 8 to 10 years experience is occupied by 10 to 15 years experience
The positions needs 5 to 7 years experience is occupied by 10 to 12 years experience
The positions needs 2 to 5 years experience is occupied by 8 to 12 years experience.
The positions needs 3 to 8 years experience is occupied by 12 to 15 years experience
Actually, our organization chart and job descriptions clearly states requirements of competencies and experience as well as salary grade for particular position.
- Most of the people over the years have remained stagnant and become over experienced for the position they are holding at present.
- During the course of time newly recruited employees been offered more salaries than their grades and salary range fixed for the grades.
- Newly recruited employees were over qualified and experienced that is why they were not only paid higher salaries but also cross salary levels deserved by their job position.
- If we recruited 10 years experience candidate in place of 3 years Job experience Position, we have to pay for his 10 years experience as per market whereas his job position input to organization remain 3 years experienced level because his excess 7 years experience is not relevant to our organization.
There are some jobs which were required 10 to 12 years occupied by 3 to 5 years experience and placed into higher pay grades of 10 to 12 years experience.
Similarly 8 to 10 years experience jobs been offered to 3 to 5 years resulting in overpayment just under presumption that according to company grade they should be placed in higher grades applicable to their job position.
There are Job Positions of Electrical Engineer: who is required experience in electrical installation of manufacturing plant with circuit breaker, switchgears and power load distributions as well as Generator set. Our Recruitment team has recruited person from Power Sector who was into power generation dealing with gas turbine, Transmission lines, Load Distribution, CTPT units and Transformers kind of jobs which are highly paid than normal electrical engineer into manufacturing…
Similar job anomalies in recruitment in experience cause almost 45% of the job positions.
I have recently joined this organization and submitted my analysis report to the management now management wants solution from me…
What shall I do now?
Please advise…
Captain