Thursday, October 7, 2010

Tell the truth - It ain't too bad

Here's something for all you budding HR folks out there. I hope this amuses you enough to effect some changes in whichever organization you are in.

I hate to break this to you but its immaculately true - 'We discuss our packages within the team'. Yes our network is so strong and so fool proof. So, I don't know what one really tries to accomplish by treating the salary information as a 'Holy grail'.

My contention is this - If one is so confident about one's processes and the outcome, if one is so sure that the CTC actually reflects the value gained from the employee's job description, if one is so sure that there is little subjectivity in the system and all actual outcomes actually mirror the complex algorithms written to decide the quota, hike % etc, then there is NO reason to hide it. Unfortunately all the mathematics is just meant for the documentation whereas the actual scenario is completely different.

Why should compensation be hidden from other people. By hiding it, one creates more suspicion than faith. By hiding it, it becomes all the more clear that the remuneration is not based on the factors that are sung along in every god damn ppt by the management but some other adhoc scenarios. I understand there are pressures. I understand you work with some unreasonable expectations in terms of lead times and numbers when it comes to sourcing. So say it. Make it known to people that your salary structure is not meant to appease people and display the illusion of equality. It's market based. Whats wrong in admitting that. Unfortunately this comes up only in one to one discussions with HR managers where they put their case. Why this hypocrisy? Why this display of people caring when all you are concerned with is the least cost to company.
You know it, employees know it, even your CEO knows it!!

Here's some thing your senior management will never say - Being concerned with least cost to company is not wrong if you are getting the same talent. Get up today and CHANGE! Make it a honest place!

Rather, I would suggest a novel approach. Reach out to people really interested in the job profile. Make work interesting not by having Friday dressing (do tat by all means) but seek out people who love the work they do. And you will elevate.

Disclaimer : I know it happens in other areas as well. But HR is a good place to start


Tom Spencer said...


Really good post!

And, thanks for joining the Consulting Forum!

Best regards,

Yuvraj Singh said...

Thanks Tom