Loyalty discount: Difference between revisions

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-{{a|hr|{{image|Loyalty Discount|png|}}}}{{d|{{PAGENAME}}|ˈlɔɪəlti ˈdɪskaʊnt |n|}}The great falsification of the [[human resources]] dogma.
+{{a|hr|{{image|Loyalty Discount|png|}}}}
-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|pay]] will decouple from the value she offers her firm.<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>
+{{Quote|“Our people are our most valuable asset.”
+:— Every [[human resources]] department ever, stating a truth it does not believe, through gritted teeth.}}
+{{d|{{PAGENAME}}|ˈlɔɪəlti ˈdɪskaʊnt |n|}}The great falsification of the [[human resources]] dogma.
-That is, those who remain loyal to the firm are progressively ''penalised'' over time. If they get pay rises at all, they are anaemic. Accompanying protests of iniquity are shrugged off with the two-way optionality that HR managers know they are long.
+For the miscellany of the [[HR]] military-industrial complex — salary bands, [[forced ranking]], gerrymandered [[performance appraisal]] system — all militate against the idea that current staff are valuable.
+All the great apocrypha of the [[HR]] canon are lined up to ensure that, through time, an employee’s [[compensation|pay]] will decouple from, and then trail, the value she offers her firm.<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>
+That is, loyalty to the firm is progressively ''penalised''. If they get pay rises at all, they are anaemic. Accompanying protests of iniquity are shrugged off with the two-way optionality that HR managers know they are long.
 “As part of infrastructure, you don’t share in the ''upside'', but you’re protected in a down year” [[Human resources|HR]] will say, in a good year.