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HR Depts Suck

Discussion in 'Business, Careers & Education' started by imageWIS, Nov 4, 2010.

  1. Douglas

    Douglas Senior member

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    HR Departments are like any other departments. They can suck, or they can be good.

    That said, when run properly, they serve a very important administrative function and are absolutely necessary, even though many people who are myopic in their views think they are "not necessary."

    It's like anything else. At companies with effective management, the HR department, unsurprisingly, is effective and adds value. At companies with poor management (like the kind that would hire Jon), HR might not be so effective.
     
  2. imageWIS

    imageWIS Senior member

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    HR Departments are like any other departments. They can suck, or they can be good. That said, when run properly, they serve a very important administrative function and are absolutely necessary, even though many people who are myopic in their views think they are "not necessary." It's like anything else. At companies with effective management, the HR department, unsurprisingly, is effective and adds value. At companies with poor management (like the kind that would hire Jon), HR might not be so effective.
    Well, you live up to your name, that was a stupid-ass comment.
     
  3. robbie

    robbie Senior member

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    the majority of folks in HR = excellent

    but some folks use it a stream for watercooler gossip, its certainly happened to me.

    Confided a concern about a boss/co-worker... only to hear a few days later how he/she was really saddened that I didn't feel comfortable confronting them about my problem. Then receiving fewer and fewer scheduled hours.

    While I agree, they aren't the worst a lot of them do really suck.

    6k
     
  4. Star

    Star Senior member

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    I am going to agree with the OP and most other posters. Heaven help the HR department if I ever rise in my dreams to CEO. In the first 100 days I would fire the whole department and replace the department with behavioural psychologists. The behavioural psychologist would have written in their contracts that coming up with initiatives without the backing of hard data would lead to instant dismissal. Likewise if they cannot create list of rising stars every 6 months then 'goodbye'.

    If it is important for an employee to have a 'swiss ball' or a 'bean bag' over hardcash tied to performance then he or she have their priorities wrong. He or she along with the HR person who signed off on the 'swiss ball' can start packing........

    'Who is John Galt?'[​IMG]
     
  5. Tangfastic

    Tangfastic Senior member

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    For my current position, I emailed my resume straight to the hiring manager, had a mutual colleague email my resume straight to the director and give him a phone call, AND submitted my resume via the online system. My resume never made it out of the online system. It was filtered as unqualified. Yet here I am. My director had to tell HR to give them my resume and include me in the process as I was very well qualified. Most of my problems with HR revolve around automated resume filtering.
    This is my main gripe with HR. They either use automated filtering systems or are so ignorant of the actual nature of the jobs they are recruiting for they cannot spot directly relevent, complimentary or transferable skills. My minor gripes are that they are incompetent and self serving - I've had 3 applications handled really badly by various HR departments in the last few years - worst example was turning up to an interview to be stumped by what I thought was an extremely long winded and complex first question. It turned out I was being asked in a gentle and round-a-bout way to give a presentation on a certain aspect of the role. The other candidates had received an e-mail from HR briefing them about this presentation (it was an afterthought) - I hadn't been sent the e-mail. I only discovered this on getting feedback after another candidate had been appointed.
     
  6. Milpool

    Milpool Senior member

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    I certainly appreciate the difficulty in the tasks that HR is assigned. For example, for obscure, extremely technical positions like mine, HR still often gets hundreds of resumes, if not more during the peak of the recession. Most of those people are in no way shape or form qualified.

    So they need a way to filter it down quickly and easily. . .

    But the false positive rate is HUGE. They flag far too many qualified applicants as unqualified.

    A classmate from my MBA program told me that their company stopped doing relocation because of the economy. They filtered resumes by address first. If they couldn't find someone within 15 minutes of their location, they looked at 30 minutes, etc. Naturally, those positions stayed open for insanely long periods of time. They wouldn't even consider someone a few hours away that wanted the job but would pay for relocation out of pocket.

    It seems HR is setting themselves up to fail with these hiring systems they have in place.
     
  7. scurvyfreedman

    scurvyfreedman Senior member

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    The biggest problem is when HR thinks they own something instead of being an internal servicing function that isn't in charge.

    For that matter, when they enforce rules by rote they do fine. When they think they are lawyers, that's when the problems start.
     
  8. Bill Smith

    Bill Smith Senior member

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    For my current position, I emailed my resume straight to the hiring manager, had a mutual colleague email my resume straight to the director and give him a phone call, AND submitted my resume via the online system.

    My resume never made it out of the online system. It was filtered as unqualified. Yet here I am. My director had to tell HR to give them my resume and include me in the process as I was very well qualified.

    Most of my problems with HR revolve around automated resume filtering.


    That's why I don't apply through HR if I can help it.
     
  9. imageWIS

    imageWIS Senior member

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    The biggest problem is when HR thinks they own something instead of being an internal servicing function that isn't in charge.

    For that matter, when they enforce rules by rote they do fine. When they think they are lawyers, that's when the problems start.


    Quite. Good thing they aren't lawyers, if not they would constantly try to apply and enforce ad hoc law (which is impossible). HR depts make shit up all the time; my current situation is being held back by an asshole who just made a random, unwritten rule up.
     
  10. Crane's

    Crane's Senior member

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    Quite. Good thing they aren't lawyers, if not they would constantly try to apply and enforce ad hoc law (which is impossible). HR depts make shit up all the time; my current situation is being held back by an asshole who just made a random, unwritten rule up.

    My experiences with HR, which thankfully has been very limited, was a joke. I have absolutely nothing good to say about them at all.
     
  11. imageWIS

    imageWIS Senior member

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    That's why I don't apply through HR if I can help it.

    I was trying to avoid the HR Dept, but they stuck their head where it didn't belong. Now I'm pretty sure I'm fucked and the position will be filled by the time I am allowed by HR to interview for it.
     
  12. Huntsman

    Huntsman Senior member

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    Can't get your VP to have VP-HR handle it? I was once in a similar position (not where I thought I had somethign to worry about though) and it was, for the most part, handled from the top down.
     
  13. imageWIS

    imageWIS Senior member

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    Can't get your VP to have VP-HR handle it? I was once in a similar position (not where I thought I had somethign to worry about though) and it was, for the most part, handled from the top down.

    I was thinking about that, especially since I have the blessing of my superior and his superior above him. I am unsure however, if I should send an email, call, or try to book an appointment with the SVP... and exactly how I am going to re-broach the subject with him (balancing the fine line between being ambitious and eager and overbearing).
     
  14. Huntsman

    Huntsman Senior member

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    Can you call his secretary to find a moment that he's free and just go to him in person, sans appointment?
     
  15. Joffrey

    Joffrey Senior member

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    I was thinking about that, especially since I have the blessing of my superior and his superior above him. I am unsure however, if I should send an email, call, or try to book an appointment with the SVP... and exactly how I am going to re-broach the subject with him (balancing the fine line between being ambitious and eager and overbearing).

    Sit down with him in person and discuss it.
     
  16. imageWIS

    imageWIS Senior member

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    Can you call his secretary to find a moment that he's free and just go to him in person, sans appointment?

    Sit down with him in person and discuss it.

    I popped in randomly in his office last Thursday at the start of this, I don't know which is the best way to gt an appointment so I can talk to him to hopefully end this nonesense.
     
  17. gomestar

    gomestar Senior member

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    Super long story short:

    SVP is seriously considering me for a position I am perfect for. HR is giving me the runaround because they weren't involved in the decision. HR is a total detriment.


    if HR wasn't involved, everybody would be hired in as a VP and new managing directors would rain from the sky every January. That would be a detriment to the company, too. I work a fair amount with HR/Recruiting, and some of the proposals I've seen from managers are incredibly misguided, HR was right to question being omitted from any decision that involved the company's funding being used without review because "an SVP" thought it was right.
     
  18. Connemara

    Connemara Senior member

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    Jon, I didn't know that Sears had such an inefficient HR department.
     
  19. imageWIS

    imageWIS Senior member

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    Jon, I didn't know that Sears had such an inefficient HR department.
    [​IMG] Sears doesn't sell Kiton.
     
  20. imageWIS

    imageWIS Senior member

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    if HR wasn't involved, everybody would be hired in as a VP and new managing directors would rain from the sky every January. That would be a detriment to the company, too. I work a fair amount with HR/Recruiting, and some of the proposals I've seen from managers are incredibly misguided, HR was right to question being omitted from any decision that involved the company's funding being used without review because "an SVP" thought it was right.
    No one is giving me a position outright... and the position is available, they aren't creating it for me. HR from my division won't let speak to HR Corporate, to interview! They are denying me the chance to interview for no reason at all. Actually the reason the HR Director mentioned is nonsense and has been agreed upon that it is so by my bosses' boss (who has no problem allowing me interview, btw). It's one thing to interview and not get the job, its another thing altogether to not be allowed to interview at all.
     

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