Dear Friends,

Came across a live case of an employee who had been selected for a position in Finance (at middle management level); after joining the company albeit, he proved his worth with great effeciency but within a period of time it was discovered he didnot possess the educational qualification that he claimed during his interviews!

Case A: What should the company's/ HR's stand be in case he is at a senior profile than he should actually be placed in vis a vis his qualification? Should he be demoted or dismissed on account of being untrue?

Case B: What should be the HR's role in case the person had hidden his higher edu. qualification in order to take up the job? Should he be dismissed on account of being untrue in this case too?

Looking forward to a brainstorming session from all the stalwarts!

Thanks

Archana

Hi Archana,

1. had it been known rite at the start that this guy did not possess the minimum qualifications, but he had still been interviewed, wud he have passed the test on the merit of the interview process?

2. today, has he proven his worth by being in the company?

3. what wud the junior and most-junior management feel once/ if they come to know? wud it make a mockery of the company ideals and their beliefs in them?

if answers to 1 and 2 are in the positive, then i guess maybe it doesn't matter. the method may have been a little twisted, but from his point of view, he pbly wudnt have made it even that far unless he had.

but if answer 3 is a yes as well, i guess that's what shud drive the decision...

and henceforth, ensure that the minimum qualifications laid down are justified, and adhered to!

Cheers!

Very Interesting Archana ! To my mind, it s a question of Values.

I think the company needs to do a very simple thing. It needs to look up its Vision, Mission, Spirit and Values' document. If is finds that Integrity and Honesty figure as essential threads of its existence, the employee should be requested to put in his papers.

On the other hand, if the company values high performance and cutthroat existence with little emphasis on the 'means' of work, I would presume that the HR policies would also not be rigid. They will allow for some flexibilities and it may be possible for the company to continue to employ the person, looking at off-setting the person's false claim against his high efficiency levels.

Dear Fellow Professionals,

There are various approaches that can be taken :

1. Most of the organisations may have a pre-defined action for making false declarations during initial appointment stated in their bye-laws, regulations, rules, standing orders. One can act according to that

2. If the organisation believes in values (honesty in this case), they would dismiss the individual. The reason being simple.. We do not tolerate/encourage lies, even if it has not harmed the organisation...

3. If the business focusses on plain profits and believes in kuch bhi chalega, kam hoona chaiye.... then redesignate the person as per his qualifications and continue..

Another reason for kicking off such a fella would be... he works in the Finance Dept on a middle / senior level. If he could play a mischief in regard to his qualifications, how can u trust him to be truthful with the organisation's financial dealings.....

These are general approaches that may apply for both the cases A and B.

srini

no doubt, he should be released. 1st integrity,then only efficiency comes

there was a case in an orgn' where MBAs are inducted from premier b-schools before they get the final semisrter exam results & grades,a mentor was attached to each m.t during induction period of 1 yr',one m.t fails to clear the last semister,grade is with held,m.t did not inform his dept'l bosses or h.r but reveals to his mentor during one of his mentoring sessions,mentor is a v.sr' person from a different function.contents of mentoring discussions are to be v.confidential,what will be the mentor's options!

pOOrnima