'Ask today as you consider the many choices in
your view -
what is the highest and best use
of your talents, skills and abilities?
When you answer that, seize the opportunity
to sharpen those qualities even more sharply
by applying your focused effort'.
- Mary Anne Radmacher
At last the position regarding the US Visa regulation is very clear now. Read the following words carefully.....
'My legislation refocuses the H-1B programme to its
original intent - to seek out and find the best and brightest from around the
world, and to supplement the US workforce with talented, highly-paid, and
highly-skilled workers who help create jobs here in America, not replace
them,"
"It offers a market-based solution that gives priority to
those companies willing to pay the most. This ensures American employers have
access to the talent they need, while removing incentives for companies to
undercut American wages and outsource jobs'
Let us understand implications of this regulation. There is no ban on H-1B visa. The new regulation stipulates a price tag of 1.3 l to qualify for the same. Anyone who deserves this price tag will be paid and will still get the employment visa.
We have to learn some lessons form the recent developments.
One important lesson is: only those who have the 'employability quotient' and who can 'demand a 1.3 l salary' can claim H-1B status. 'Employment' is different from 'employability' ('employ + ability'). The 'ability' to be 'employed' will decide the visa status and not merely the 'employment' opportunity.
We have to learn some lessons form the recent developments.
Notice the words and they have a lot to say regarding career building. One has to qualify if he belongs to the special category of: 'the best and brightest (talent) from around the world, ... to supplement the US workforce with talented, highly-paid, and highly-skilled workers who help create jobs here in America. If the answer is 'yes' he gets the 'employability Visa' of H-1B.
The new regulation will adversely affect, but not all. It will affect only those who do not have a 'marketable talent and skill' to demand and deserve 1.3 l. The Indian IT professionals who are likely to be most affected should not forget that in India this kind of regulation is already there. The Minimum Wages Act stipulates that the employers should pay a minimum wage to their employees.
If one understands some simple principles in career planning it will be easy to manage such employment crises:
- a 'job' is different from 'career'. A 'job' is what others give us to meet their organisational needs; a 'career' is what we make out of our job by adding value to us by acquiring relevant knowledge and skill set which will stand the test of time.
- if one does not add value to himself by acquiring such knowledge and skill, he will not be a human 'resource' but will be a human 'liability' and in times of cost cutting, liabilities will have to give way to assets.
- one has to improve and enhance his worth and the 'price tag' to remain relevant to the changes taking place in the market. Else, he will not be required.
- one has to improve his 'transfer value' and 'replacement cost'. A transfer value is the salary you get while seeking a new employment with a new employer. If you cannot demand more than what you are currently drawing, you run the risk of redundancy. 'Replacement cost' is, if you resign your current job, will your present employer get a cheaper replacement or will it cost him more? One has to increase his transfer value and replacement cost to remain in his current job.
If the above simple principles are kept in mind, no visa rule can upset our career!
NC Sridharan
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