Employers around the world refer to salary surveys they buy from the market. Breaking it further, these surveys are outcomes of employer reporting on the kind of salaries they pay for different positions. Has curiosity ever struck you, as a human resources professional, with a lightning bolt that where these salary rangesspring from? Who decides these salaries? Are these researched upon by leading organizations to be followed by those below them? Does anyone start from scratch to decide the kind of services they will require from the positions and what salary would be a compensation enough?
Compensation and benefits planning is what most human resources managers aren’t involved. Even those who have the best HR certifications claiming they have covered every aspect of talent management as a practice. Not many HR leaders have the time, energy, and the guts to raise questions about the underpinnings of the world of talent management. That’s where development stops. For any development of any kind, the questions, the curiosity mustn’t stop anytime. When it stops, the flow is stopped and everything becomes stagnant and murky.
When you become strict about compensation scales even though the position requires a lot of efforts to fulfill, you are being obsolete. So becomes the top HR certifications. The business decision to fill the vacancies with less talented people just because they are ready to get paid less instead of a person who would be more apt for any position but will ask for more money- is wrong, in every sense. The best HR certifications must give you the power to make rightbusiness decisions. That’s what top HR certifications stand for. That’s what any certification stands for. Isn’t it?
More often not, the major notion around candidates asking for a greater salary is taken for a person who is out of touch with reality. It’s taken as they don’t have market research with them. But no, sorry. This is a highly connected world. Everyone is on their feet to be updated about what they are doing and what they deserve. It’s a bubble that employers are living in. They are not in sync with the changing dimensions of the globe we live in.
The top HR certifications make employers worldwide intelligent in this respect. When they hire, they know what they are doing. They won’t fall by the standards of ‘penny-wise and pound-foolish’. Established orders have to be reordered and concrete settings, broken. HR systems are created and strictly confirmed to when it must be the other way round.Nobody said don’t reorganize, don’t rework, and don’t get better.
Everything can be overhauled- benefits programs, compensation, performance evaluation, policy manual, and attendance rules. Leading companies are breaking the rules to get the best of talent onboard. Give a budget to the managers who are hiring the candidates and let them hire and assign salaries as they deem fit. The salaries mustn’t be constrained only to the spreadsheets.