Have there been any major issues about the company’s compensation plan (eg — complaintsof inequity, or lack of competitiveness within the cultural sector)? Is it working? Is it beingadministered consistently? This may be an area where you spend significant timeputting together a pay structure that supports the operational climate and culture ofyour organization. Again, it may also be an area where you get help from an outsidecompensation specialist.Finding and keeping first-class employees will continue to be a challenge for small culturalorganizations. Recruiting and selecting the right people to match the needs of a smalloperation can be difficult in any job market. Gone are the days of the “right person” waitingat the door for you to open it and usher them in. Having the talent and skills needed bysmall cultural organizations to succeed means identifying, attracting and keeping the bestemployees. This is an area where partnering with managers will be key to your success inyour HR role. This is also a human resource activity that is observable and largely measurable.Success is measured by turnover – voluntary or involuntary – and staff morale.What about written policies and procedures? Among other important issues, legalcompliance should be a major concern. Comprehensive or simple policy manuals areavailable for purchase to use as samples in adopting your own. A separate section of thisdocument is devoted to the topic of Human Resources Policy Manuals.