compensation policy for HR guys.

I just listened to a presentation from Robert Hohman, the CEO and co-founder of Glassdoor. He is passionate about workplace transparency. Explore the Glassdoor site if you haven’t already… You will instantly understand the value. Hohman emphasized his three beliefs about the Internet’s relation to everything. 1. If it can be shared, it will be shared. 2. If it can be rated, it will be rated. 3. If it can be free, it will be free. Ever heard employees say that HR guys carry fair pay? In many companies the concern over compensation is genuine. An HR guy may find it convenient, to tailor Job descriptions, interpret valuations, peg salaries, define bands, revise pay etc. Companies that have poor governance systems in place, lacking an ombudsman, independent remuneration committees, technical audit,financial concurrence systems, are the ones that tarnish the professional values of personnel management. In some cases it may be just a perception coming from poor communication , or due to lack of transparency on certain practices/policy administration. For eg new employees or prospective candidates have little access to these intricacies. It is important for HR to uphold ethics and values on these matters right at the stage of employment advertisement itself. If a Company avoid transparency of Salary part on Job ads, intentionally, one can expect what transparency can be there after joining. Transparency is the key hallmark of a best employer. Lack of transparency will help you to negotiate successfully and bring in an employees with wrong values, who will continue anchoring on such recognised values right through his career. Worse if an HR guy gets hired on this principle.