83,240
edits
Amwelladmin (talk | contribs) No edit summary |
Amwelladmin (talk | contribs) No edit summary |
||
Line 1: | Line 1: | ||
{{a|hr|{{image|Competence phase transition|png|The cost value threshold, yesterday}}}}{{d|{{PAGENAME}}|/kɒst-ˈvæljuː ˈθrɛʃˌhəʊld/|n|}} | {{a|hr|{{image|Competence phase transition|png|The cost value threshold, yesterday}}}}{{d|{{PAGENAME}}|(“'''CVT'''”) /kɒst-ˈvæljuː ˈθrɛʃˌhəʊld/|n|}} | ||
The | ''Human resources science'': The point in an organisation where the ''value'' an employee, or capital item, provides, exactly equals its ''cost''. Quality being relative to cost, good staff sit above this line; poor ones below it. | ||
The “CVT” isn’t scientific. It is very, very hard to quantify the “[[Legal value|value]]” of non-revenue-generating staff. In this day and age, that is most of us. I mean ''them''. | |||
And nor is one’s value over time necessarily stable. Some of us get better, some get worse. Contributions wax and wane. It is hard to know why. | |||
[[High modernism|Modernist]] ideology suggests one should keep all staff as close to the CVT as one can. To those who over-contribute, one should pay more to bring them into line; to those who come up short, one should pay less. | |||
But practical challenges (namely, understanding what these people actually do, let alone how valuable it is), human frailty, market conventions, labour laws and so on means this won’t happen. | |||
There is, therefore, a penumbra: a warm “safe zone” ''above'' the CVT, where over-delivering employees can sit happily until their worth has drifted so far into the ionosphere that they are finally bid away, and a cooler, larger “[[competence phase transition]]” space ''below'' it where net-negative staff can sit, for years, safely plodding along | You ''can’t'' just pay employees less. Getting rid of them is expensive and risky. Coaching or managing dull workers to better performance requires talent your [[human resources]] department, being comprised of exactly that kind of worker, is certain not to have. And paying good performers more ''just because they deserve it'' strikes against basic tenets of modern [[Human resources|human capital management]]. | ||
There is, therefore, a penumbra: a warm “safe zone” ''above'' the CVT, where over-delivering employees can sit happily until their worth has drifted so far into the ionosphere that they are finally bid away, and a cooler, larger “[[competence phase transition]]” space ''below'' it where marginally net-negative staff can sit, for years, safely plodding along, not really helping, but also without great risk of prejudice, even when a [[reduction in force]] comes along. | |||
Such inaction, however well intended, creates [[mediocrity drift]]. | Such inaction, however well intended, creates [[mediocrity drift]]. |