Like the other reply said, not every organization does bonuses. My BigCorp, being in retail, only does bonuses as profit-sharing, based on total company performance.
Job performance objectives are overwhelmingly based on overall company performance and department-level performance scores, and individual performance has almost nothing to do with it. And even then the whole salary situation is cloaked in smoke and mirrors and is essentially irrational and adversarial. Your scorecard numbers have nothing to do with it.
But if HR doesn't get any bonuses, then they really have no incentive to do a good job at all. You would then just need to do enough work so as not go get fired.
I work in an organization that fits your parent's description and it sucks. HR doesn't do anything except administrative work and the departmental managers don't have any authority in regards to salaries and benefits.
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HR's bonus, tho' is calculated on metrics like staff turnover.
Like the other reply said, not every organization does bonuses. My BigCorp, being in retail, only does bonuses as profit-sharing, based on total company performance.
Job performance objectives are overwhelmingly based on overall company performance and department-level performance scores, and individual performance has almost nothing to do with it. And even then the whole salary situation is cloaked in smoke and mirrors and is essentially irrational and adversarial. Your scorecard numbers have nothing to do with it.
But if HR doesn't get any bonuses, then they really have no incentive to do a good job at all. You would then just need to do enough work so as not go get fired.
I work in an organization that fits your parent's description and it sucks. HR doesn't do anything except administrative work and the departmental managers don't have any authority in regards to salaries and benefits.