There was a discussion on a very interesting topic last week on LinkedIn.
Human Resource (Talent Acquistion fuction) is alike sales fuction,Do you agree?If yes, then how will you contrive fixed or variable % in compensation structure?
Below is the answer to the above question and my feeling on how this interesting matter be addressed.
This is a very interesting topic to discuss. I believe that the major KRA of the Talent Acquisition Function is to hire the best talent at affordable rates from the competitive markets. It’s all about having the best talent at the right place at the right time. So, the Fixed and the variable structure should be planned out keeping in mind two major factors – Retention of the existing talent and New Talent Acquisition.
Accordingly, Fixed part should be paid for the retention of the existing talent and the variable to paid for hiring the best talent as per the job requirement, SLA adherence, and the hiring cost saved. Now dividing the compensation structure into percentage is an organisation call.
Your suggestions are always welcome.