Loyalty discount: Difference between revisions
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{{a|hr|}}{{d|{{PAGENAME}}|ˈlɔɪəlti ˈdɪskaʊnt |n|}} | {{a|hr|}}{{d|{{PAGENAME}}|ˈlɔɪəlti ˈdɪskaʊnt |n|}}The great falsification of the [[human resourses]] 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 a given employee’s [[compensation]] will decouple from whatever value she offers the firm, however meagre.<ref>As we have remarked elsewhere,we take it is more or less axiomatic that all employees contribute some positive value to their organisation. Except for those ones who manage to remain on the payroll despite extended leaves of absence.</ref> | |||
Over time, those who remain loyal to the firm are ''penalised''. The only way to correct this — to [[mark-to-market|mark yourself to market]] — is to [[lateral quitter|join a competitor]]. | |||
{{Sa}} | |||
*[[Lateral hire]] | |||
*[[Lateral quitter]] | |||
*[[Mediocrity drift]] | |||
{{Ref}} | |||
Revision as of 07:26, 23 November 2022
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The Human Resources military-industrial complex
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Loyalty discount
ˈlɔɪəlti ˈdɪskaʊnt (n.)
The great falsification of the human resourses 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 a given employee’s compensation will decouple from whatever value she offers the firm, however meagre.[1]
Over time, those who remain loyal to the firm are penalised. The only way to correct this — to mark yourself to market — is to join a competitor.
See also
References
- ↑ As we have remarked elsewhere,we take it is more or less axiomatic that all employees contribute some positive value to their organisation. Except for those ones who manage to remain on the payroll despite extended leaves of absence.