Hi Rashid,
Even if she is dubious she has come out with one very important aspect which effects all HR Professionals at some level.So guess we must welcome such a post.
And all thanks to Badlu and Rashid to give their valuable inputs.
From India, Mumbai
3Even if she is dubious she has come out with one very important aspect which effects all HR Professionals at some level.So guess we must welcome such a post.
And all thanks to Badlu and Rashid to give their valuable inputs.
From India, Mumbai
Hi Rashid, Badloser, Raj, Amit and all those who have posted comments on the post query
I would like to thanks all the seniors for their valuable contribution on my query. I am actually trying to analyze the current scenario of the B schools and their fat package strategy against the already existing experienced HR personnel in the Market. This is taking me some time along with the regular office work.
Although the next phase of this discussion would be a strategy plan to bring to light to the corporates about the findings.
Thanks to the posts I have already started the analysis of the HR positions in the market with respect to the compensation methods informed to me by Badloser.
Also I have understood and have been discussing on the 4 Varna analogy given by you with a few fellow HR colleagues and IT professionals in my contact.
It is just a matter of time that I could post my thanks to all of you with my analysis on some of the industry findings. Which will obviously prove that I am not a dubious identity but a fellow HR professional who has been struggling in the industry due to the TOP B SCHOOL air hyped by a few private institutions and a few industrial management folks
Anyways I will post that report soon after the new year.
Wishing you all Merry Christmas and Happy New Year
Regards,
Shruti
From India, Madras
I would like to thanks all the seniors for their valuable contribution on my query. I am actually trying to analyze the current scenario of the B schools and their fat package strategy against the already existing experienced HR personnel in the Market. This is taking me some time along with the regular office work.
Although the next phase of this discussion would be a strategy plan to bring to light to the corporates about the findings.
Thanks to the posts I have already started the analysis of the HR positions in the market with respect to the compensation methods informed to me by Badloser.
Also I have understood and have been discussing on the 4 Varna analogy given by you with a few fellow HR colleagues and IT professionals in my contact.
It is just a matter of time that I could post my thanks to all of you with my analysis on some of the industry findings. Which will obviously prove that I am not a dubious identity but a fellow HR professional who has been struggling in the industry due to the TOP B SCHOOL air hyped by a few private institutions and a few industrial management folks
Anyways I will post that report soon after the new year.
Wishing you all Merry Christmas and Happy New Year
Regards,
Shruti
From India, Madras
Dear Shruti,
If you are seriously work on this project, then everyone of us will help you. For good judgement and proper conclusion. I wish to offer you one measurement which will be more systematic and scientific tool for placing and analyzing jobs size and job level.
For detail salary survey take all jobs families in various classifications as follows:
All job families to slotted with equal job weightages to club them into one level of job and use experience ladder of every 5 year slabs as measurement scale of pricing.
JOB FAMILIES:
Administration- Administrative jobs (Secretarial, Clerical, office assistant, Business Assistant etc)
Professionals- Management- Middle and Senior
Specialist – Consulting Know-How (Legal, C.A, Architecture & Structural, IR, Technologist)
Engineering- Mechanical, Electrical, Chemical,
Research & Development- Doctor, Scientist, Chief Analyst,
IT-
1. Every Job you will find different salary depending on- Sector/ Industry/Region.
2. Place them in one bracket of experience scale of every five years and arrange them as salary range from minimum to maximum salary range depending on job level and size.
3. Arrange all salary range minimum to maximum salary on five years’ experience scale.
4. Define them as minimum- mid- maximum as range of salary for five year slab as market value of the job.
5. Refine the midpoint of the salary range of each job in similar 5 year slab experience club as indicator of market average.
6. Define highest salary in range as maximum experience and lowest as beginner in that experience slab.
7. Add 5% plus or minus for error of judgment to adjust your results to become more realistic will be a real salary scale for that nature and level of job in the market.
BADLU
From Saudi Arabia
If you are seriously work on this project, then everyone of us will help you. For good judgement and proper conclusion. I wish to offer you one measurement which will be more systematic and scientific tool for placing and analyzing jobs size and job level.
For detail salary survey take all jobs families in various classifications as follows:
All job families to slotted with equal job weightages to club them into one level of job and use experience ladder of every 5 year slabs as measurement scale of pricing.
JOB FAMILIES:
Administration- Administrative jobs (Secretarial, Clerical, office assistant, Business Assistant etc)
Professionals- Management- Middle and Senior
Specialist – Consulting Know-How (Legal, C.A, Architecture & Structural, IR, Technologist)
Engineering- Mechanical, Electrical, Chemical,
Research & Development- Doctor, Scientist, Chief Analyst,
IT-
1. Every Job you will find different salary depending on- Sector/ Industry/Region.
2. Place them in one bracket of experience scale of every five years and arrange them as salary range from minimum to maximum salary range depending on job level and size.
3. Arrange all salary range minimum to maximum salary on five years’ experience scale.
4. Define them as minimum- mid- maximum as range of salary for five year slab as market value of the job.
5. Refine the midpoint of the salary range of each job in similar 5 year slab experience club as indicator of market average.
6. Define highest salary in range as maximum experience and lowest as beginner in that experience slab.
7. Add 5% plus or minus for error of judgment to adjust your results to become more realistic will be a real salary scale for that nature and level of job in the market.
BADLU
From Saudi Arabia
Therer is no end to frauds and cheating business....
Global economic meltdown and economic recession is example of the amount OF cheating and fraud being practise in the market...and prevelent in the society.
Example is Satyam Info..They are Banned by World Bank...cancelling their contract just because they cheated investors in Satyam Info.....
NOW EATING PUBLIC MONEY AND CHEATING PRACTICES BECOME NAME IF THE GAME CALLED BUSINESS...........
B- SCHOOLS AND PREMIER INSTITUTES ARE SAME PROPOGANDA BUSINESS....
BADLU
From Saudi Arabia
Global economic meltdown and economic recession is example of the amount OF cheating and fraud being practise in the market...and prevelent in the society.
Example is Satyam Info..They are Banned by World Bank...cancelling their contract just because they cheated investors in Satyam Info.....
NOW EATING PUBLIC MONEY AND CHEATING PRACTICES BECOME NAME IF THE GAME CALLED BUSINESS...........
B- SCHOOLS AND PREMIER INSTITUTES ARE SAME PROPOGANDA BUSINESS....
BADLU
From Saudi Arabia
I appreciate the views and facts produced here by not only very experience
but expert in the subjectmatter. I strongly support the views and observations by Mr.Badlooser, Mr.Rahsid, Mr.Raj and Mr.Abraham.
There is no technology or science or any management principle involved in selection of candidates in Indian Industries or Corporates for that matter. Most of the candidates were selected and salaries negotiated on the face value rather than job content or its market value.
Moreover these newly recruits takes atleast 6 to 8 months to start taking responsibilities, sharing burdon of decision making and taking workload or truly contributing with appropriate initiatives. Initially 6 months we know people take to know the organization, desired performance level, accountability and directions of the management....
This is area of HR in Indian industries has biggest vaccume and reallly there is nothing been done to regulate indian job market practice. No base has been established on some scientific principles where we can define industry based standard compensation structure or market benchmark...its very much diversed and totally unmatch with same jobs in same industry with same level and nature of work has different pricing in isolation just at the mercy of Management whims and fancies all job prices are done.
At least, this kind of debate will generate new scope for improving good uniform and scientific approach to adopt good practice at par with global standard to avoid loss of best talent in the market just due to some prejudice mind to some faveratism and nepotism culture as this B school or premier institutes are spreading myths rather than removing bad practises in the field of management. Its like untouchability and aparthied kind of norms to cluster some education institutes for discrimination is against 21st century global standard.
Be careful...
Captain Cook
From Saudi Arabia, Riyadh
but expert in the subjectmatter. I strongly support the views and observations by Mr.Badlooser, Mr.Rahsid, Mr.Raj and Mr.Abraham.
There is no technology or science or any management principle involved in selection of candidates in Indian Industries or Corporates for that matter. Most of the candidates were selected and salaries negotiated on the face value rather than job content or its market value.
Moreover these newly recruits takes atleast 6 to 8 months to start taking responsibilities, sharing burdon of decision making and taking workload or truly contributing with appropriate initiatives. Initially 6 months we know people take to know the organization, desired performance level, accountability and directions of the management....
This is area of HR in Indian industries has biggest vaccume and reallly there is nothing been done to regulate indian job market practice. No base has been established on some scientific principles where we can define industry based standard compensation structure or market benchmark...its very much diversed and totally unmatch with same jobs in same industry with same level and nature of work has different pricing in isolation just at the mercy of Management whims and fancies all job prices are done.
At least, this kind of debate will generate new scope for improving good uniform and scientific approach to adopt good practice at par with global standard to avoid loss of best talent in the market just due to some prejudice mind to some faveratism and nepotism culture as this B school or premier institutes are spreading myths rather than removing bad practises in the field of management. Its like untouchability and aparthied kind of norms to cluster some education institutes for discrimination is against 21st century global standard.
Be careful...
Captain Cook
From Saudi Arabia, Riyadh
Dear all,
I am sincerely thankfull to all the members who have dared to expose the real truth behind this so called high profile B schools. People in our country are used to evaluate things on the basis of how it looks rather then what it has actually. I have come accross so many Top B school graduates who have failed miserably to achieve their career goals on the contrary many shining stars in the corporate world who are not from such bogus intitutes. The best example we all can give is the legend Mr Dhirubhai Ambani. We can't say they dont learn anything out of the Top B schools but just because of having the label of it they can't be considered the best among others.
Regards,
Mehul
From India
I am sincerely thankfull to all the members who have dared to expose the real truth behind this so called high profile B schools. People in our country are used to evaluate things on the basis of how it looks rather then what it has actually. I have come accross so many Top B school graduates who have failed miserably to achieve their career goals on the contrary many shining stars in the corporate world who are not from such bogus intitutes. The best example we all can give is the legend Mr Dhirubhai Ambani. We can't say they dont learn anything out of the Top B schools but just because of having the label of it they can't be considered the best among others.
Regards,
Mehul
From India
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