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
- 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.
REDRAW / REFINE CAREER CHART.
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.
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