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{{a|hr|}}{{d|{{PAGENAME}}|ˈlɔɪəlti ˈdɪskaʊnt |n|}}The great falsification of the [[human resources]] dogma. | {{a|hr|{{image|image|Loyalty Discount|png|}}}}{{d|{{PAGENAME}}|ˈlɔɪəlti ˈdɪskaʊnt |n|}}The great falsification of the [[human resources]] dogma. | ||
For the strictures of salary bands, [[forced ranking]], gerrymandered [[performance appraisal]] system — all the great apocrypha of the [[HR]] canon — mean that through time how much a given employee is [[compensation|paid]] will decouple from the value she offers the firm, however meagre.<ref>As we have [[Cost-value threshold|remarked elsewhere]], it is more or less axiomatic that all employees contribute ''some'' positive value to their organisation: you would have to be pathologically antisocial not to. The exception that proves this rule is the unnamed [https://www.snopes.com/fact-check/15-years-skipping-work/ Italian hospital worker who bunked off for fifteen years].</ref> | For the strictures of salary bands, [[forced ranking]], gerrymandered [[performance appraisal]] system — all the great apocrypha of the [[HR]] canon — mean that through time how much a given employee is [[compensation|paid]] will decouple from the value she offers the firm, however meagre.<ref>As we have [[Cost-value threshold|remarked elsewhere]], it is more or less axiomatic that all employees contribute ''some'' positive value to their organisation: you would have to be pathologically antisocial not to. The exception that proves this rule is the unnamed [https://www.snopes.com/fact-check/15-years-skipping-work/ Italian hospital worker who bunked off for fifteen years].</ref> | ||