Hello Team,
Ideally, if I give a designation of Executive/Sr. Exec to a Non-Tech/Support team, what is the equivalent designation that I can give to a technical person (Electrical Engineer) with 2 years of experience? I gave him a designation of Executive Engineer - Projects, but he is asking for a better one.
Kindly suggest. Also, will appreciate it if you can let me know the hierarchy for technical teams.
From India, Mumbai
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Ideally, if I give a designation of Executive/Sr. Exec to a Non-Tech/Support team, what is the equivalent designation that I can give to a technical person (Electrical Engineer) with 2 years of experience? I gave him a designation of Executive Engineer - Projects, but he is asking for a better one.
Kindly suggest. Also, will appreciate it if you can let me know the hierarchy for technical teams.
From India, Mumbai
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First of all, you need to work out the designation pattern of your organization. For example, in the workmen cadre for Technical roles, it could be Jr. Tech, Technician, Sr. Technician, etc. In Production, it might be Jr. Opr, Operator, Sr. Operator, etc. For Clerical positions, start with Asst., Jr. Officer, Officer, Sr. Officer, Executive, Sr. Ex, Asst. Mgr, followed by the department – e.g., Asst. Manager - Accounts/HR/Purchase/Warehouse.
Similarly, for Technical roles, consider titles like Asst. Engineer, Production, Packing, etc. When it comes to your point, it should be Executive - Projects rather than Executive Engineer - Projects.
Considering the criticality, prepare the designation pattern/promotion pattern with eligibility criteria. Discuss this with all HODs, obtain recommendations, and seek approval from the CEO/MD/Directors Board. Institutionalize the changes, communicate them to all employees, and implement the new structure.
Ensure that all changes are made in conjunction with annual increments, i.e., complete all formalities by April and issue the increment letters with revised designations. Employees who are not eligible for increments should also receive letters informing them of the change in their designations. If additional support is needed, consider hiring an HR consultant to assist in implementation for a smoother transition.
Change can be challenging, and resistance may be encountered. Therefore, be prepared for this by developing strategies, action plans, identifying team members, and executing the plan.
I hope the instructions are clear. For any further clarifications, please write - Kamesh.
From India, Hyderabad
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191Similarly, for Technical roles, consider titles like Asst. Engineer, Production, Packing, etc. When it comes to your point, it should be Executive - Projects rather than Executive Engineer - Projects.
Considering the criticality, prepare the designation pattern/promotion pattern with eligibility criteria. Discuss this with all HODs, obtain recommendations, and seek approval from the CEO/MD/Directors Board. Institutionalize the changes, communicate them to all employees, and implement the new structure.
Ensure that all changes are made in conjunction with annual increments, i.e., complete all formalities by April and issue the increment letters with revised designations. Employees who are not eligible for increments should also receive letters informing them of the change in their designations. If additional support is needed, consider hiring an HR consultant to assist in implementation for a smoother transition.
Change can be challenging, and resistance may be encountered. Therefore, be prepared for this by developing strategies, action plans, identifying team members, and executing the plan.
I hope the instructions are clear. For any further clarifications, please write - Kamesh.
From India, Hyderabad
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We are working on a LAN (Local Area Network) project in Kolkata, where we have deployed our staff. The principal employer is requesting the designations for skilled, semi-skilled, and unskilled workers. Can anybody help me with this matter? It is very urgent.
From India, Kolkata
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From India, Kolkata
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