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While yes, it's important to quantify, I'm not sure the article is that actionable for most startups, or even businesses that don't have large HR departments. M
by mr_tristan 10y ago
While yes, it's important to quantify, I'm not sure the article is that actionable for most startups, or even businesses that don't have large HR departments. Most software development managers I know would just pull estimated values out of their ass, instead of actually creating a formal model for tracking things like "cost of onboarding and training".
It sure would be nice to have some case studies, perhaps? Has anyone worked at a place that tried to calculate required onboarding costs for high-skill, salaried positions? I've only ever seen places just create random budgets for online programs like Linda.com, but these programs never seemed relevant to the positions that, well, were the most significant to the company, to put it nicely.
I just suspect unless you had a quant in an HR department, this sort of thing just will never get calculated correctly.
- mooreds 10y agoI commented above, but I don't think you need to get this perfect. What you want is a baseline number, even if it is low. If that number is $X to replace this person (fully, including estimates of rampup time and lost productivity), and they want a raise of $Y, and $Y < $X, the rational employer will give the raise. Heck, the rational employer would give $X-1. Now, is the world full of rational employers? Nope.