Hi Friends,
                                              Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do.
                                                  There is just no time to look back, no time to wonder,"Will anyone read these pages?"
                                       With regards,
                                       Hemen Parekh
                                       27 June 2013

Wednesday, 22 September 2004

Career - Growth Profile (Tenure - Cum - Salary Profile)


This is further to my yesterday's note on this subject, enclosing 5 graphs prepared manually based on Image Builders given to me.
5 was a very limited "sample" and cannot cover all or even "nearby all", possible combinations/ situations. But with this limitation, in the enclosed graph, I have tried to figure - out the "L O G I C" that we may need to build into the software .
·     "DESIGNATION - LEVEL" AXIS (Left Y Axis)
This will always remain SAME for all candidates - since these 8 levels are permanently "frozeri". A candidate is forced     to select one of these next to his "actual designation" - and must click.
·     "ANNUAL SALARY" Axis (Right Y Axis)
 Here, we must first select
    . Bottom start point (Minimum Value)
    . Top end point (Max. Value)
The divide the gap uniformly to arrive at the appropriate "scale".
·     Bottom Start Point
 From "Experience" table, we pick up the minimum / lowest annual salary value and then subtract Rs. 20,000 from that value. The resulting figure becomes the bottom start point.
·     Top End Point
  Again from "Exp" table, we pick - up the maximum / highest annual salary (which in all cases has to be his current salary - if he is currently employed or his last drawn salary, if he is out of job at present) - then add Rs. 200,000 to get the top end point.
·     "YEARS" AXIS (X - Axis)
Left hand starting point - Just take the earliest year mentioned in "Exp" section and then subtract 2 years, to arrive at this point
  Right hand End point
 - 2004 + 2 = 2006
              Next year
 - 2005 + 7 = 2007  etc.
Then select appropriate scale for uniform division
Although "Designation - Level" Axis will not change,
    X Axis (Year Axis), and
    Y Axis (Right) - Salary Axis
Will changes from person to person.
Not only these axis change from person to person, but even for the SAME person/ candidate, these 2 axis will change under following situation - and, therefore, software will have to figure - out, on the fly :
(A) As soon as Image Builder gets extracted and the candidate "sees" his "CAREER GROWTH PROFILE", he realizes that the graph is either incomplete or inaccurate or both, and decides, to go back at once and EDIT/ COPLETE his "Experience" section right on - the - spot and then once again click button.
Now, the software will need to use the "new" values from "Exp"  section & redraw the graph with revised axis.
(B) A candidate might come back after 6 months and EDIT his "experience" section, because, he might have
         . Changed job
         . Got a new designation
         . Got a salary - rise      etc.
Here too, software will need to re compute those 2 axis and replot.
Question :
Should we build "human - like" intelligence in the software to spot/ defect following "anomalies" ?
·     Salary erratic despite increase in Exp.
              Higher salary followed by a "Drop" in salary - and may be rising once again.
In a normal course, with rising years of experience, "Design. Levels" are supposed to go UP - never down.
But this does happen quite often in real life, Viz
·     A person may be a V.P. in a very small company (say Rs. 5 Cr. sales) but may get a designation of only a "sup", in a Rs. 500 Cr. Company, employing 5000 persons.
·     A persons can get ANY high designation in an Uncle's company - even at a young age but when he moves out to an organized/ professionally managed company, he may get only a Junior designation.
I feel the software should blindly "Plot" whatever "values" if finds - and not try to correct such anomalies on its own. In fact, we want that such "anomalies", if any, gets "highlighted" graphically as shown above.   When rendered / displayed graphically, these anomalies become too "visible", to get ignored, either by candidate himself or by an HR manager who sees this graph.
But such anomalies can get easily hidden / overlooked in a tabulation of "Experience" section. This is THE advantage of graphical presentation - you cannot hide / gloss over anything.
 For X axis (Year Axis), we can plot the horizontal lines (of job - duration), quite accurately, without having to do any approximation. This is because, software has no problem, in calculating the exact length of horizontal job - duration, based on Starting date & Leaving date



Tuesday, 21 September 2004



Ref : My earlier note dt : 16-09-04 (A Race Horse? Or A Mule?)
In above - mentioned note (pg. 2), I had drawn, a graphical presentation of a candidate's PROMOTION HISTORY
There were 2 questions :
 # 1 Would such a graphical presentation of a person's "Career History", enable a HR manager to grasp the question  = Is he Horse? or is a Slow - plodding Mule ? = in matter of seconds?
Here the precise accuracy of dates/ exact durations/ whether designation pertained to beginning or end of a particular job - tenure etc.  is NOT important.
Even if presentation lacks accuracy and even if we have made many "assumptions" / "approximations", question is, "Is this candidate on FAST TRACK or a SLOW TRACK?  Will he Stick
around with us long enough - if offered a job? Does he seem over - ambitious ? would he upset our internal apple - cart? "
The main purpose behind such a graphical presentation is to raise such questions in HR managers mind -         questions which are not so apparent in a tabulation.
By placing facts of "Destinations - levels" or "Annual Salaries" in the CONTEXT of "Time" (i.e. years/ dates), a few anomalies become apparent.
# 2. From the data furnished in "career - History" section, could a software be able to construct such a graph - without any manual intervention?
Take a look at the 10 Image Builder you gave me 2/3 days back.
5 did not seem to be even VALIDATED !
So, in their cases, plotting graphs was not possible.
For the other 5 (which seemed to have been validated - although
with some "errors" - like wrong chronology in case of PEN 308), I managed to plot the graphs - as enclosed.
I even combined the salary data onto some graphs.
In fact, it is because of showing, both Tenure - duration and the salary on same graph - in juxtaposition - that the meaning of the graph, gets enhanced. NOW the graphs make more sense.
Of course, oversimplifications/ approximations/ assumptions remain.
If & when we attempt to write a software to plot such graphs, on each graph, these "assumptions" must be printed clearly.
Next Question :  Could concerned candidate "EDIT" the graph, once it appears before his eyes ? - If so, what about the field values contained in "Career - History" section? obviously, these too will need editing.
The correct sequence for edit, should be
    . First edit "fields/ values" in "Experience" section
    . Click "RE-SUBMIT" button.
This would automatically re - draw the graph instantaneously.
In fact, our write - up, just above the graph should read,
"Dear   ,
Here is your Tenure - cum - Salary graph. This got constructed, using values entered by you, in the    "EXPERIENCE" SECTION of your Image Builder.
If you find / feel that this graph does not truly reflect you career - Growth (both designation - level wise and salary - wise), then you could "Experience" Section and re - enter all factual data, correctly and in proper / contiguous  chronological order (without any breaks) for your entire career, starting with your first job, (Current/ Last Job at top & going backward till you first job). Once satisfied that you have re - constructed your entire "Experience" History, Properly & accurately, click
Of one thing I am convinced.
On their won initiative, and thru self volition, nobody would take the trouble to draw - up Career - Growth Graph. (Salary - Cum - Designation).
 But the moment, you draw - up and show them a graph's which is
then, they will take ALL the trouble required to see to it that it stands corrected !
To motivate people to speak up, make some false statement about them and they will immediately provide all the "facts" to prove that you are wrong !
Our objective gets served !


Monday, 20 September 2004


Sometime back, I mentioned that WWJ has very little to offer to a Jobseeker by way of "Experience".
On all other Jobsites, the moment he enters "Job - search Criteria" and Clicks, he is able to SEE/ EXPERIENCE, dozens or hundreds of Job- advts.
So, he "Expects" a similar experience on WWJ too.
 But WWJ, kind of leaves him "High & dry", since we do not show/ display any job - advts!
When a person's (legitimate) exp expectations are not met, he feels very frustrated - very cheated!  He feels, he has been taken for a ride!
The more & think about this, the more I am convinced that, genuine job - seekers may be keeping away from WWJ NON - FULFILLMENT.
One way to overcome this feeling of bewilderment (what next?), is to introduce a page as attacked.
Such an arrangement would have following advantages:
Now he can "see" (experience), the actual job advts that he could expect to receive - if he becomes a JAM subscriber. So here is VISUAL Proof - not a mere "CLAIM”!
This is further reinforced by display of "Job Alert SMS" right below - Corresponding to that Job - Advt.
We should seriously explore the possibility of highlighting (in different colour), within the body of the advt., those words, which he has picked / selected in his "Job - preference".
So he is not happy with the job advts displayed, he will go back & try another combination of keywords (in job - preference form) - and then immediately SEE another set of job - advts.
the "optimum" mix of keywords. From our point of view, HIS "trial & error" experimentation has great value. This     enables matchmaker to deliver "relevant" jobs - which is our USP
The jobseeker - thru his frequent "experimentation", helps us achieve OUR us!!
He spends his time/ effort to ensure that he gets must relevant job alerts. We too benefit.
If we store all keywords that he experimented with before zeroing - in/ finalizing on the final set, then, someday, we may even be able to develop an "EXPERT SYSTEM", which would be able to even suggest/ recommended the keywords that any jobseeker should select, based on his resume (The keywords contained in his resume).
Storing all earlier keywords in the "sequence" in which they were picked/ discarded / replaced, will tell our Expert system, how human brain works!
Thru this page (sample job advts), we are adding "Interacting". This element is very important - because this is what he is used - to, on all jobsites.
We just cannot say/ imply that
Because we are NOT a jobsite, therefore we don't offer "Interactivity”! That would be arrogant.
 Whether it is WWJ or any other site, a visitor expects interactivity. No one wants to visit a "BROCHURE" website !
Bing able to view a job – advt. and its corresponding SMS alert simultaneously, has another advantage viz
Now we are CONDITIONING him, by saying, Look, we have restriction of 160 characters so, what you will get to see on your mobile, will be the SMS shown below. No more. But rest assured, this SMS is backed by a true, blue - blooded, detailed job - advt, as you can see ".
Of course, SAMPLE JOB ADVT. page will require an online database of may be 10 K job - advts, all the time, besides Matchmaker.
 Next > Button will reveal the next "matched" job - advt.

Please give this proposal a serious thought, as soon as you are free from TATA trials.



Thursday, 16 September 2004


 A Race Horse? Or A Mule?
When a HR manager is looking at a candidate's resume, one "Aspect" which he is trying (may be even sub - consciously), to decipher is :
"Is this guy a fast - track executive or a slow - track? How has he been rising in his career ? - in absolute terms and relative to executives at large, belonging to same FUNCTION ?
If his past track- record shows that he has been getting a promotion, once every two years, would he fit into our company culture of a promotion, once - in - four years ?
 Once, after joining, he discovers our "Promotion Norm", would he start looking for another job (-at a higher designation level, of course) - and quit the moment he finds one?
Does he seem inclined to join us only because the vacancy advertised by us,
is at a higher designation - level (as compared to his current level) - and, would , therefore, mean a "promotion" to him?
 In his present job, he has held his current designation - level, for just ONE year. If we take him at a higher level, would it upset a lot of our existing executives who are "Stagnating" at the same level for last 4 years ? Would taking him "Upset the apple - cart"?
No matter, how hard a HR manager tries to find answers to these questions in the plain text resume of a candidate, he rarely finds - and even then, inconclusive.
No candidate shows his "Promotion - history" in his resume, Nor does any executive, attach to his resume, an organization - chart (mine enclosed), showing his RISE within the organizational hierarchy, over the years. Of course, this is possible only if that executive has spent many many years in same company.
If an executive provides data in the Image Builder ("EXPERIENCE" Section) of all the jobs held by him since graduation, a graph as shown on proceeding page, since, for each job - tenure, he has furnished
    . Date of Joining
   . Date of leaving
    . Designation - Level (Presumably Corresponding to his actual designation at time of leaving).
If you give me 8/10 actual validated Image Builders, I could try to plot these graphs manually. This would teach me, what "assumptions" I need to make, in order for each graph to "make sense".
And, if these graphs do "make sense", then it is not difficult to write a simple software which incorporates these assumptions in its logic.
So, pl. do send me 8/10 Image Builders (Validated), where a person has 4 or more jobs.
One other alternative, is to plot/ display an executives CAREER PROFILE as attached.
Once again, we have to use the data provided by executives in the "EXPERIENCE" section of Image Builder.
Here in CAREER PROFILE, we are trying to "Compare" an executive with his PEERS - i.e. other executives belonging  to SAME function.
In the illustration given, I have assumed 438 executives belonging to SALES function, as PEERS.
But, it is quite possible that these 438 "sales - wall’s", are currently distributed as follows.
    . At "Sup" Level          ..... 43
    . At "Officer Level       ..... 94
    . At "Manager" Level     ..... 148
    . At "GM" Level           ..... 105
    . At VP Level              ..... 38
    . At President Level      .... 10
         total                        438
 And the candidate, whose Image Builder (i.e. "Career Profile" page) we are trying to construct, is only at MANAGER"  Level.
No Problem !
In his "Career Profile" page, in the
    . Second graph (for "General Manager")
    . Third graph (For "Vice President" level)

There will be no arrow to show his position on the distribution curves concerned .
Nor will there be any data about himself, in the third column of tabulation.
But, we may still show all 3 graphs because, these profiles are still of considerable interest - to both concerned  candidate and concerned HR manager, looking at Image Builder.
Being able to plot these graphs depends upon being able to extract / pick - up/ derive some "Numbers / Values" against each promotion. Once again this may require to.
make some "assumptions". We may make invalid/ wrong assumptions but this does not matter, as long as we consistently apply the same assumption to all candidates/ all records, uniformly.
 A wrong/ invalid assumption,
(e.g : To link "designation - level" with the starting/ joining date or with the leaving date),
Would only shift the graph, either to the "right" or to the "left" by a couple of years but it does not matter the "relatives" positions of the 438 sales executives WITHIN the graph ! Hence "COMPARISON" of an individual vis - a -  vis group - profile, still remains valid.
Earlier I have sent you notes re : developing of
    . Salary Profile
    . Tenure Profile
(Function Profile, already exists in Image Builder).
Behind development of all these profiles,
    . Our immediate Goal - Persuade HR mgrs to insist on Image Builders ONLY.
    . Our ultimate Goal - To make Image Builder THE INDUSTRY - STANDARD.