I agree with you all that experience is more important then education . However,nobody likes to conduct interview if a person is not educated.So,I guess education is the base and experience helps in it,
From India, Shimla
From India, Shimla
I think education matters but it is not applicable everywhere. Sometimes we can really have a better candidate even if he or she is a diploma holder.
If a person is a MBA and he is not as perfect as a person who is not holding MBA degree (suppose only a graduate) ; why one should refuse the person only because of not having a MBA degree?
So I think it is not the matter of education or experience. It is the person what matters.
From India, Delhi
If a person is a MBA and he is not as perfect as a person who is not holding MBA degree (suppose only a graduate) ; why one should refuse the person only because of not having a MBA degree?
So I think it is not the matter of education or experience. It is the person what matters.
From India, Delhi
diploma is also a level for education. when we refer to diploma we are reffering to education. it is the same like one has 2 years of exp. and other one has 5 years of exp.
some time both are equilvenat when degree and diploma have same duration. then college and institute matters, as now its a question of quality of education provided.
I guess that IIMs also dont provide Degree in MBA thats also PGDPM, but it has more impact then any other colleges and universities.
so ultimatley we should look for the quality of profile, no matter of education (weather degree or diploma) or exp. (weather 3 yrs or 5 yrs).
what if person has worked for 10 years in same organisation, worked on same process, in same department. will that be calculated of 10yrs of exp.
regards,
From India, New Delhi
5some time both are equilvenat when degree and diploma have same duration. then college and institute matters, as now its a question of quality of education provided.
I guess that IIMs also dont provide Degree in MBA thats also PGDPM, but it has more impact then any other colleges and universities.
so ultimatley we should look for the quality of profile, no matter of education (weather degree or diploma) or exp. (weather 3 yrs or 5 yrs).
what if person has worked for 10 years in same organisation, worked on same process, in same department. will that be calculated of 10yrs of exp.
regards,
From India, New Delhi
i feel that both should go hand in hand as bcoz experience is must for doing anything..even u hav ample of degrees then also u r nt good enough to do work that a experienced person with less degree can do......but the problem comes here with the company policy as today every compny need to register themself for ISO or CMMi so here it is must that a person should hav degree....so r important today.....u hav to think pracrtically and tackle every situation....
From India, Mumbai
From India, Mumbai
Dear Gurleen,
Do you prefer 10 years experienced "Ass" or 10 months experienced "Horse" to pull your cart ?.
Experienced person will have a practical approach and Educated person will have technical and scientific approach towards one problem. Both will solve the problem in different manner. But the accuracy and efficiency will differ. Diplomas have limitations, but Degree has a weightage.
Preferably education and experience together will make a better combination.
M M Nair
From India, Ahmadabad
Do you prefer 10 years experienced "Ass" or 10 months experienced "Horse" to pull your cart ?.
Experienced person will have a practical approach and Educated person will have technical and scientific approach towards one problem. Both will solve the problem in different manner. But the accuracy and efficiency will differ. Diplomas have limitations, but Degree has a weightage.
Preferably education and experience together will make a better combination.
M M Nair
From India, Ahmadabad
In the wake of responses I have read so far, I thought some clarification to my original response is warranted. So, here it goes.
The only true measure of a person's ability is her/his performance on the Job. The job performance, to the most part, depends on application of the knowledge than the presence of the knowledge itself.
Just the educational background (regardless of the level - entry or experienced) is not a true measure. Educational background only proves that the individual has (or had at the time of the examination) the ability to study the prescribed material, retain the content (remember what was studied), write the correct answers in the exam, and pass the test with flying colors.
Just the number of years of experience projected in a resume is not a true measure of one's ability either. I graduated out of college (bachelors) in 1993, started working a year before that (1992). Based on that, my total experience is over 16 years. Am I qualified to be a VP of a small company or senior manager of a large company?
There are three (and only 3) ways to actually assess that. They are, in order of incremental assessment,
1. My resume – read my resume and find out what I am publicly willing to admit I have done in past 16 to 17 years. If you see my resume suitable for the position you are looking to fill, then call me for an interview
2. The Interview – talk to me, ask me questions on what I am stating in my resume to verify whether I cooked up my resume or actually did what I have claimed on my resume, and if we are a mutual fit. If you like my responses and believe I am talking out of my experience and not out of my hat, then make me a job offer
3. Job performance – Once you make a viable offer and I accept it, we are in an employee/employer relationship. Now I am on the job, dealing with real life situations to deliver on the promise as outlined in my resume and in the interview.
Every employee (regardless of the level) is (and must be) constantly on the performance appraisal path (on daily basis). If I am not fulfilling my job description and role, as my manager, you are entitled to give me fair warnings (three at most) and fire (terminate) me if I still do not deliver. This can occur within first 3 months of my joining or 3 years or 13 years.
The above three are the only incremental measures of my true abilities. My graduation from a top school with honors could be an indication of what I “could” deliver. But it cannot be a measure of what I “will” deliver. This is even truer when I have over 16 years of experience and success to speak for my ability.
Assessing a fresh college grad is a little different. (S)He does not have any such experience to show. In this case, while the school/college (s)he attended could be one of the measures as to what they are capable of, there is no substitute for a thorough interview process. Focus the interview on verifying two things – (1) her/his theoretical knowledge base, (2) her/his ability to apply that knowledge in a hypothetical situation. I strongly believe that these two measures must be applied to any candidate, regardless of the school/college (s)he attended. Once you like the levels on these two measures, make a job offer (with either internship, or probation or such), tag him/her with a more experienced person in the same job domain (junior PM with mid- or senior PM, junior analyst with mid- or senior analyst) and help them learn the “practical” and “experience” aspects of the job. See how they perform in the smaller independent tasks (typically for about 6 months to a year). During the next performance appraisal, bring them out of mentee/mentor situation and make them independent in their role (or fire/terminate them if they become a severe burden/drag on the company despite the mentors they are working with).
This, I believe, is a good way of hiring talent. I have seen many companies in the US apply these tactics and attract/retain excellent talent. Yes, today with the highly expensive war that has been dragging and draining the economy for over 8 years, US economy/job market is not very good. But remember, that US economy has been world’s strongest economy generating millions of jobs and attracting talent from across the world for over 5 decades (since the close of WWII). I don’t see why the management in India cannot adopt similar techniques that served well for the world’s last surviving super power. (Don’t worry… I also believe that by the end of Obama’s first term, US economy will be back on trackJ. Less than a year later, it has already started turning around, although slowly. Come’on, it’s a HUGE ship – the turning around of the direction is always going to be slowJ).
Regards,
-Som G
From United States, Woodinville
The only true measure of a person's ability is her/his performance on the Job. The job performance, to the most part, depends on application of the knowledge than the presence of the knowledge itself.
Just the educational background (regardless of the level - entry or experienced) is not a true measure. Educational background only proves that the individual has (or had at the time of the examination) the ability to study the prescribed material, retain the content (remember what was studied), write the correct answers in the exam, and pass the test with flying colors.
Just the number of years of experience projected in a resume is not a true measure of one's ability either. I graduated out of college (bachelors) in 1993, started working a year before that (1992). Based on that, my total experience is over 16 years. Am I qualified to be a VP of a small company or senior manager of a large company?
There are three (and only 3) ways to actually assess that. They are, in order of incremental assessment,
1. My resume – read my resume and find out what I am publicly willing to admit I have done in past 16 to 17 years. If you see my resume suitable for the position you are looking to fill, then call me for an interview
2. The Interview – talk to me, ask me questions on what I am stating in my resume to verify whether I cooked up my resume or actually did what I have claimed on my resume, and if we are a mutual fit. If you like my responses and believe I am talking out of my experience and not out of my hat, then make me a job offer
3. Job performance – Once you make a viable offer and I accept it, we are in an employee/employer relationship. Now I am on the job, dealing with real life situations to deliver on the promise as outlined in my resume and in the interview.
Every employee (regardless of the level) is (and must be) constantly on the performance appraisal path (on daily basis). If I am not fulfilling my job description and role, as my manager, you are entitled to give me fair warnings (three at most) and fire (terminate) me if I still do not deliver. This can occur within first 3 months of my joining or 3 years or 13 years.
The above three are the only incremental measures of my true abilities. My graduation from a top school with honors could be an indication of what I “could” deliver. But it cannot be a measure of what I “will” deliver. This is even truer when I have over 16 years of experience and success to speak for my ability.
Assessing a fresh college grad is a little different. (S)He does not have any such experience to show. In this case, while the school/college (s)he attended could be one of the measures as to what they are capable of, there is no substitute for a thorough interview process. Focus the interview on verifying two things – (1) her/his theoretical knowledge base, (2) her/his ability to apply that knowledge in a hypothetical situation. I strongly believe that these two measures must be applied to any candidate, regardless of the school/college (s)he attended. Once you like the levels on these two measures, make a job offer (with either internship, or probation or such), tag him/her with a more experienced person in the same job domain (junior PM with mid- or senior PM, junior analyst with mid- or senior analyst) and help them learn the “practical” and “experience” aspects of the job. See how they perform in the smaller independent tasks (typically for about 6 months to a year). During the next performance appraisal, bring them out of mentee/mentor situation and make them independent in their role (or fire/terminate them if they become a severe burden/drag on the company despite the mentors they are working with).
This, I believe, is a good way of hiring talent. I have seen many companies in the US apply these tactics and attract/retain excellent talent. Yes, today with the highly expensive war that has been dragging and draining the economy for over 8 years, US economy/job market is not very good. But remember, that US economy has been world’s strongest economy generating millions of jobs and attracting talent from across the world for over 5 decades (since the close of WWII). I don’t see why the management in India cannot adopt similar techniques that served well for the world’s last surviving super power. (Don’t worry… I also believe that by the end of Obama’s first term, US economy will be back on trackJ. Less than a year later, it has already started turning around, although slowly. Come’on, it’s a HUGE ship – the turning around of the direction is always going to be slowJ).
Regards,
-Som G
From United States, Woodinville
Thanks guys for your support, atleast it made me realised that I am right. I also feel that both go hand in hand, and only focusing on education and not experience is not the right move. Thanks,
From India, New Delhi
From India, New Delhi
plse understand something, we only looking at one side of the coin, i understand the difference in opinion and i appreciate it. First thing that the corporate heads have devised is quality scores for specific posts. This decision is quiet accurate, through this they are picking up few factors in human beings not merely candidates.
The Scores are usually segmented into 3 categories: Good, Fair, and Poor. These three segments give an accurate picture of an individual’s mental stability and assurance to the company as to whether he would perform well or not, and at the same time whether he would continue for a considerable time or not. Human being’s personality traits are at the peak in their Education time (10th, 12th,, Graduation, etc.) since competition is the highest. That time one undergoes a mixed state of emotions as stress, tensions, failure and success. Though we also undergo the same in our working period but the intensity in comparison to our age that time is higher. Just imagine when so ever we go for selection or recruitment we seek for education or qualification details, which so ever the person may be. Plse understand that ur intuition always makes u take decisions based on ur past experience which right away starts from the time of ur education, at a certain point of time one always evaluates others with self or any selected model as for any specific post. Because u r selecting the candidate you are the best model of comparison with the candidate at that point of time, and we don’t want any flaws in our decision. Knowingly or unknowingly we do the same which we don’t actually have thought of, that’s the part which is not visible to us and so is same to others, i.e. the blind side. Thus making us feel that we are making the decisions as per what we had thought of, where as we add up something extra unknowingly.
Our Subconscious mind always leads us to something which we are not always aware of, that’s the way we always are able to take any decision to a certain level of our and others satisfaction.
From India, Mumbai
The Scores are usually segmented into 3 categories: Good, Fair, and Poor. These three segments give an accurate picture of an individual’s mental stability and assurance to the company as to whether he would perform well or not, and at the same time whether he would continue for a considerable time or not. Human being’s personality traits are at the peak in their Education time (10th, 12th,, Graduation, etc.) since competition is the highest. That time one undergoes a mixed state of emotions as stress, tensions, failure and success. Though we also undergo the same in our working period but the intensity in comparison to our age that time is higher. Just imagine when so ever we go for selection or recruitment we seek for education or qualification details, which so ever the person may be. Plse understand that ur intuition always makes u take decisions based on ur past experience which right away starts from the time of ur education, at a certain point of time one always evaluates others with self or any selected model as for any specific post. Because u r selecting the candidate you are the best model of comparison with the candidate at that point of time, and we don’t want any flaws in our decision. Knowingly or unknowingly we do the same which we don’t actually have thought of, that’s the part which is not visible to us and so is same to others, i.e. the blind side. Thus making us feel that we are making the decisions as per what we had thought of, where as we add up something extra unknowingly.
Our Subconscious mind always leads us to something which we are not always aware of, that’s the way we always are able to take any decision to a certain level of our and others satisfaction.
From India, Mumbai
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Employee Experience.doc