Some causes of scope creep according to risk management

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Question

This discussion reminded me of my previous job, and how favoritism played a huge factor in promotions and pay raises. When up for review, those within the same role with similar feedback would receive largely different raises due to favoritism. This is why pay transparency is crucial. Favoritism also played a huge part in promotions. When someone left a position, it would become open for all to apply, but it didn't mean that the most qualified individual would get the job. Usually those within the "inner circle" would receive the promotion. There wasn't even a formal interviewing process.

An HR strategy that requires courage to overcome these barriers would be to create raises based on a performance review that is designed by HR and management. These reviews would also be helpful when promoting someone, as this can be the baseline for the process. A formal interview process should be developed, to include HR and management. HR "serves as the organization's stronghold for ethics, equity, inclusion and career support." (Embracing Courageous HR Leadership, n.d.)

Reference no: EM133780546

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