undefined | Better HN

0 pointsrayiner12y ago0 comments

It depends on how big your company is, but for anything under say 5,000 people:

> Is the CEO out in the market calibrating salaries every day?

HR should not be setting compensation. That's a business question and something the business people need to understand and deal with.

> Does the CEO have time to analyze optimal organization designs?

Organizational structure is also a business question. It goes directly to what sorts of team structures, etc, are most effective in delivering the company's product.

> Should the CEO do all the initial fit screens?

Not necessarily the CEO, but some technical person should do the initial fit screens.

> Chase down background checks?

This is the sort of thing HR should do.

0 comments

dragonwriter12y ago

> HR should not be setting compensation. That's a business question and something the business people need to understand and deal with.

I read "out in the market calibrating salaries" as gathering market information which serve as an input for management in making compensation decisions.

mathattack12y ago

Exactly what I was trying to get across. It's HR's job to come up with general salary trends by seniority, geography and anything else that management wants.

It's management's (really the CEO's) job to apply it. Is it a company that want to pay median salaries with lots of benefits? Low base relative to the industry, but lots of bonus and equity? Lots of cash? All these are the CEO's decision, but they shouldn't be the ones gathering the data.

tptacek12y ago

This is really not HR's job. HR people are hired for experience with benefits management and bookkeeping; when they try to trend salaries, they inevitably wind up just sourcing extremely dubious data from extremely dubious sites. Most companies would be better off not pretending that HR has any other function than trying to minimize the cost of health insurance to the company.

1 more reply

j / k navigate · click thread line to collapse