One of my favorite bloggers out there is Carl Mistlebauer who has commented on payroll funding here on staffing talk from time to time. He’s got a lot of great posts including this one on the failure human resources which is a must-read for anyone in staffing.
He had a comment recently over on AVC recently about how to turn around a company that I felt worth sharing:
I think the point about compensation is critical and having been involved in enough troubled companies (oh, about 7 and with 20 to over 100 employees) and I can tell you that one of the first things I look at is a list of staff, job titles, years of service, and salary.
I have spent lots of late nights in hotel rooms trying to figure out what was the logic of the pay scales and how to determine the organization of the work flow…
There are so many HR buzzwords around but if a logic (other than seniority or "the squeaky wheel gets the grease") cannot be easily discerned from your payroll data then you are headed for a disaster.
I would build an organizational chart from the data and then I would meet with management and have them prepare for me an organizational chart of how they saw things; the results were surprising.