A good grading structure will contain a compensation level that increases as the skill for a particular job increases. For example, if your grading structure has the same job grade and pay level for all programmers, you probably need to consider updating the structure. Not all programmers have the same level of experience or the same difficulty of job. Neither should they have the same level of pay or grading structure within your company. Even if your company has a good internal grading and compensation structure, you may be finding it difficult to justify the costs for skilled IT professionals.
Many companies choose to trade off by training less-skilled workers who can be hired for less money.
When this trade-off occurs, a company has to consider several things. First, you have to consider whether the potential employee has the aptitude and attitude to learn the task for which he's being trained. Next, you need to realize that while you might be able to hire a less-trained employee at a lesser salary, you're going to spend more money, time and energy to train him. When these costs are taken into consideration, it might appear that hiring a skilled worker is the better alternative. The truth is that hiring skilled workers can also involve answering some difficult questions.