Hi SM,
> As you mentioned, over-selling your expertise will result in
unemployment. There's a job description. The salary range is usually
based on that. For example, there is a web developer job with a salary
range between Rs 20,000 to Rs 40,000. Do you want to be paid Rs 40,000
to maintain spaghetti code?
The job description does in fact tie with the salary range, however,
sometimes the job you actually end up doing relates loosely to the job
description. As you stated, one might end up with spaghetti nightmare to
deal with unknowingly. The job description however will never state such
a thing (i.e Be ready to work with spaghetti left-over from previous
developers). In my instance, I might work for a company where my job
description says that I will work with modern web technologies but it
can happen that I'm required to port these technologies to Internet
Explorer 9 and below.
> One issue is that a prospective employer seeking an employee with
expertise won't be able to find that person. Another issue is that
another person might get promoted as that person did not "market"
himself/herself.
For me, it's a shared duty; a prospective employer seeking an employee
will have to rely to an extent on the employee's skill to "market"
himself/herself. Same goes for the promotion. That's why regular
performance appraisal is required in my opinion; to be able to keep
track of the employees' progress in the company and not fully rely on
their skill to "market" themselves. Doing a performance appraisal of the
employee from his/her first month in the company can reveal that said
employee true potential.
> I agree that it is not easy to come across a mentor. I gather that
you are asking whether the government recognizes and rewards talent in
the information technology sector. After reading the today's newspapers
I prefer not comment about that. If it is part of a company's policy to
facilitate the personal development of the employee, he/she may be able
to reach his/her true potential. My guess is that some people with
expertise and experience leave the island because of the "imported"
expertise issue. That negatively affects the (local) talent pool.
I need to read the newspaper more often (I'm missing on some goodies
as it seems). The "imported" expertise issue is like an endless round.
The more expertise that gets "imported", the less local expertise gets
used and thus this local expertise "exports" itself. Obviously, the
local talent pool decreases and more "imported" expertise is required.
This infinite loop coupled with the government's take on the matter
does not seem to solvable unless the "imported" expertise is used
instead to train the local talents (if they need to be trained) than
to replace them.
Regards, Mike
--
http://www.fastmail.com - Access your email from home and the web
Received on Sun Feb 07 2016 - 12:22:56 PST