Quote:
Originally Posted by Unregistered
No matter how many capable people entering ST will not be sufficient to share the overloaded task. Organization too top heavy, middle management don't wanna do / can't do technical stuffs, all throw to Junior Engineers. Junior Engineers no progression due to top heavy structure, no career progression, no salary increment. Sooner or later will leave.
Middle/senior management too comfortable in position, after farming and enduring for X years finally drawing a decent amount of salary with old time benefits. Work hard draw $Y amount, chill and relax also draw $Y amount. Why work so hard? With their skill set & management skills can't find job elsewhere too. Therefore, hogging onto a lot of positions.
Why incur cost to re-structure from 4 sectors to 2 clusters with 7 different business areas in this pandemic? To create more positions at the senior management level. Else how to accommodate the so top heavy structure?
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Well, no matter what, if you are still an engineer inside, won't you appreciate better if your HR gives you a peer that is more fitting to the role and will more likely to share your burden than giving you someone where you potentially have to spoon-feed him for quite a good period of time.
I understand that career progression is much harder now, where you must have what it takes to proof your worth instead of what happened in the past where people could just get promote after servicing X years in a certain role.
End of the day, I've seen someone jumping 2 employment grades within 3 years since joining...