What happens to a person who is working in a company without completing his graduation and is on the verge of getting promoted in the same company itself because of past performance? Will he get promoted, or will he be given a probation period to complete graduation?
What are all the consequences in this scenario the person can face?
From India
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What are all the consequences in this scenario the person can face?
From India
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Hi,
Basically, if your qualification is appropriate for the vacant position, then only you will be considered. Every designation has a required set of qualifications, no matter how great a performer the employee is.
As far as the consequences are concerned, it solely depends on the management and the decision they make. Anyway, all the best! 😊
Please let me know if you need any further assistance.
From India, Mumbai
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Basically, if your qualification is appropriate for the vacant position, then only you will be considered. Every designation has a required set of qualifications, no matter how great a performer the employee is.
As far as the consequences are concerned, it solely depends on the management and the decision they make. Anyway, all the best! 😊
Please let me know if you need any further assistance.
From India, Mumbai
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the basic requirment is graduation.. but the degree is almost over with just 2 papers left as suplimentry .. so in this case is it possible to give a probation time to clear the pending 2 papers ??
From India
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From India
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Hi,
If the person is a good performer and does not have a degree, tell him that he would be promoted if he completes his degree. The second option is to offer him monetary assistance to help him complete his degree. This would also be a retention tool.
Before you do any of the above, check if the higher position really requires a degree or if even an undergrad can do the task.
Thanks,
Giridhar
From India, Bangalore
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If the person is a good performer and does not have a degree, tell him that he would be promoted if he completes his degree. The second option is to offer him monetary assistance to help him complete his degree. This would also be a retention tool.
Before you do any of the above, check if the higher position really requires a degree or if even an undergrad can do the task.
Thanks,
Giridhar
From India, Bangalore
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The basic requirement is graduation, but the degree is almost over with just 2 papers left as supplementary. So, in this case, is it possible to give a probation time to clear the pending 2 papers? Probably the HR might overlook the graduation requirement, but this is basically what I want to know if they can actually overlook the matter and let the employee go ahead with what he is doing. This is why I need help from a professional HR person to assist me on this issue.
From India
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From India
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Hi,
If the basic requirement is a degree, tell him that he must acquire one before he is considered for the position. One paper or two pending is not the issue. The fact is that he is not a degree holder. Get him to understand this. Also, it's not appropriate to wait for HR to overlook the fact.
Thanks,
Giridhar
From India, Bangalore
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If the basic requirement is a degree, tell him that he must acquire one before he is considered for the position. One paper or two pending is not the issue. The fact is that he is not a degree holder. Get him to understand this. Also, it's not appropriate to wait for HR to overlook the fact.
Thanks,
Giridhar
From India, Bangalore
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Even if Bill Gate didn’t accquired the basic degree till last year. Promote him eventually if he is performing well. Regards Ashok
From India, Bangalore
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From India, Bangalore
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Hi,
In private organizations, these rules can be altered. What is there in a degree if he is performing exceedingly well, and if the management feels he can do well in the new job as well? Without clearing the papers, he has done well. So what is the problem? We should have considered all these facts before his joining. I have, in my career, overlooked the basic criteria in many instances. Qualification might help, but it is not all. Promote him without any conditions attached.
Siva
From India, Chennai
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379In private organizations, these rules can be altered. What is there in a degree if he is performing exceedingly well, and if the management feels he can do well in the new job as well? Without clearing the papers, he has done well. So what is the problem? We should have considered all these facts before his joining. I have, in my career, overlooked the basic criteria in many instances. Qualification might help, but it is not all. Promote him without any conditions attached.
Siva
From India, Chennai
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Hi Siva,
Does this actually work? Who is responsible for altering the rules? Is it someone from the HR team or a reference from the boss that will help? What can a person do from their end to remain a part of the company? Can he be provided with a probation period so that he can clear his remaining papers? Kindly shed some light on this, as one of my acquaintances is in a grief-stricken state; he needs help badly, and this is the best way I can assist him.
Thank you.
From India
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Does this actually work? Who is responsible for altering the rules? Is it someone from the HR team or a reference from the boss that will help? What can a person do from their end to remain a part of the company? Can he be provided with a probation period so that he can clear his remaining papers? Kindly shed some light on this, as one of my acquaintances is in a grief-stricken state; he needs help badly, and this is the best way I can assist him.
Thank you.
From India
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Hi,
There are two scenarios:
1. Either he gets promoted without completing his degree.
2. You wait for him to complete his degree to promote him.
I would ask these questions:
1. Why do you want to promote him? Is it because you have a role for him to perform, or is he getting promoted just like that? If it's the former, don't wait for him to complete the degree. If not, and I assume your organization wouldn't lose much by not promoting him, then insist on completing the degree.
2. Can your organization afford to have this person quit (worst scenario)? If yes, again insist on him completing his degree.
Also, evaluate what your organization gains from him completing his degree. I suggest promoting him and linking his compensation revision based on his completion of the degree. Commit to what he is required to do and set that as a target under his Key Result Areas (KRAs).
Hope this helps.
Regards,
Vinitha
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There are two scenarios:
1. Either he gets promoted without completing his degree.
2. You wait for him to complete his degree to promote him.
I would ask these questions:
1. Why do you want to promote him? Is it because you have a role for him to perform, or is he getting promoted just like that? If it's the former, don't wait for him to complete the degree. If not, and I assume your organization wouldn't lose much by not promoting him, then insist on completing the degree.
2. Can your organization afford to have this person quit (worst scenario)? If yes, again insist on him completing his degree.
Also, evaluate what your organization gains from him completing his degree. I suggest promoting him and linking his compensation revision based on his completion of the degree. Commit to what he is required to do and set that as a target under his Key Result Areas (KRAs).
Hope this helps.
Regards,
Vinitha
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Hi,
If you are stopping the promotion just because of a lack of a degree, this is demotivating. The employee will get irritated and may not be able to concentrate on their job. Moreover, for the employer, a degree is secondary; skills, honesty, sincerity, and experience are mandatory. So, my sincere advice is not to stop promotions.
With Warm Regards,
T. Vignesh
From India, Pune
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If you are stopping the promotion just because of a lack of a degree, this is demotivating. The employee will get irritated and may not be able to concentrate on their job. Moreover, for the employer, a degree is secondary; skills, honesty, sincerity, and experience are mandatory. So, my sincere advice is not to stop promotions.
With Warm Regards,
T. Vignesh
From India, Pune
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Star performers have to be rewarded. Motivation has to be there for any extraordinary performance by an employee in terms of promotion, perks, or monetary benefits. We cannot draw a hard line of having a degree and then promotion. I have seen people rising from a clerical level to the positions of VPs and directors of the company due to their hard work, innovations, and performance. Don't discourage him/her, and let others also get inspiration from his/her performance for others also to perform even better. Yes, still, you can motivate that person to attain higher qualifications to enhance the capabilities, knowledge, and skills within him/her.
Thanks,
Parwez
From India, Delhi
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Thanks,
Parwez
From India, Delhi
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Hi!
For any position in a company, there is a minimum requisite qualification. If this person is given a promotion only if he has a graduation degree, then he should not accept this offer now. I think he should try to complete his graduation and then seek an appraisal. This will entitle him to further promotions as well since this man is a consistent performer.
Thanks,
Deepa.
From India, Calcutta
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For any position in a company, there is a minimum requisite qualification. If this person is given a promotion only if he has a graduation degree, then he should not accept this offer now. I think he should try to complete his graduation and then seek an appraisal. This will entitle him to further promotions as well since this man is a consistent performer.
Thanks,
Deepa.
From India, Calcutta
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Yes, he might be eligible for a promotion based on his past performance. However, some companies consider both experience and qualifications for specific positions. Therefore, he may be required to pursue further education during a probation period or may not be eligible for the position.
Valbooj
From India, Hyderabad
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Valbooj
From India, Hyderabad
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Hi,
If an employee is taken on by the company, they must have been informed that the person is yet to graduate. If the performance of the associate is good, the probation period can be extended for a particular period to ensure that they clear the exams in the next attempt. Otherwise, he/she will be asked to leave. I have seen such a case once in my company, hence the mention.
Regards,
Sirisha.
From India
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If an employee is taken on by the company, they must have been informed that the person is yet to graduate. If the performance of the associate is good, the probation period can be extended for a particular period to ensure that they clear the exams in the next attempt. Otherwise, he/she will be asked to leave. I have seen such a case once in my company, hence the mention.
Regards,
Sirisha.
From India
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Hello guys,
Thanks a lot for your kind replies. All replies are appreciated.
Just to share the working trend in the industry:
1. Qualification is required for technical/highly skilled jobs.
2. Graduation is a standard for appointment to certain jobs, which can be waived by the appointing authority.
3. Star performers can be promoted to higher positions without qualifications.
4. I don't think any HR person would object to a promotion.
5. If any person wants to complete his/her graduation, an organization is duty-bound to assist him/her for completion, which helps the organization in the long term.
Regards,
akm
From India, Bahadurgarh
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Thanks a lot for your kind replies. All replies are appreciated.
Just to share the working trend in the industry:
1. Qualification is required for technical/highly skilled jobs.
2. Graduation is a standard for appointment to certain jobs, which can be waived by the appointing authority.
3. Star performers can be promoted to higher positions without qualifications.
4. I don't think any HR person would object to a promotion.
5. If any person wants to complete his/her graduation, an organization is duty-bound to assist him/her for completion, which helps the organization in the long term.
Regards,
akm
From India, Bahadurgarh
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Purely based on your company policy,,, Management Decision is very important,, Enusre that higly qualified employees are not demotivated by this promotion,,,,, Analyse and take decision
From India, Coimbatore
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From India, Coimbatore
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There will be a few facts we need to understand first. The type of industry the employee is working in and the job profile he is being promoted into. If his recent performance shows that he has done an excellent job and has the caliber to undertake the next level job, then his non-completion of graduation should not be a reason to stop his growth. Company policies are made with the purpose of ensuring that correct practices are happening in a company and that employees are placed in the most appropriate roles at the right time in order to get the best results out of them. If a policy may affect an employee's morale, then it should be changed in such circumstances.
Chris Woods, BDM, Call Mantra BPO
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Chris Woods, BDM, Call Mantra BPO
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Hi All,
Thank you all for the replies; indeed, they have been a morale booster. Just to give a clear image of the above queries. He is working for a private bank and deals with investments for the corporate and the HNI. His main work is to acquire new clients for the relationship manager. Currently, he is working as a management trainee and has achieved the yearly target in just 7 months.
He will now be promoted as the acquisition manager who has the same profile as the current position; it's just that he will now be on the company's payroll. Also, if someone has gone through this stage or a professional HR expert can shed some light on this, it would be greatly appreciated.
From India
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Thank you all for the replies; indeed, they have been a morale booster. Just to give a clear image of the above queries. He is working for a private bank and deals with investments for the corporate and the HNI. His main work is to acquire new clients for the relationship manager. Currently, he is working as a management trainee and has achieved the yearly target in just 7 months.
He will now be promoted as the acquisition manager who has the same profile as the current position; it's just that he will now be on the company's payroll. Also, if someone has gone through this stage or a professional HR expert can shed some light on this, it would be greatly appreciated.
From India
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