Readers' Comments
Total Comments: 5
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In HR We Trust? Part II – The Other Side of the Trust Coin – HR Building Relationships with Managers and Supervisors
Total Comments: 5
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March 19, 2010
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Trust
Somewhere in the Executive Branch
Tue Jan 2, 2007 4:18 PM
Post Reply
My part of our organization is working on a major reorganization, and management has apparently gone out of its way to avoid coordinating with our HR office. While they are eliminating (or, in their terminology, "deleting") many positions, they are selectively offering continuing positions to some employees, while avoiding other employees altogether (including those employees who are trying to speak with them about their futures). We can't get help from HR because they're not in the loop. I've always thought we had a great HR office. But as I make note of which employees will be most adversely affected, I also see that most of them are over 50. No wonder management doesn't want HR in the loop.
Re: Trust
DOD
Wed Jan 3, 2007 9:34 AM
If the employees perceive HR as simply a rubber stamp for management and not much interested in the well-being of the employees then the agency will not function as well as it might.
classifiers of the past
dod
Wed Jan 3, 2007 9:35 AM
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While I appreciate that the focus of the article concerns hr options of today, the review of the classifier is archaic. The classification "attitude" in the article would not have passed muster after about the mid 80's.
trust our donhr?
Somewhere in the DON SE
Thu Jan 4, 2007 12:09 PM
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Here in the southeast the DON has ignored, disregarded and simply overlooked the DVAAP plan to help >30% disabled vets in training, mentoring and career development. Management admits it is an overlooked program for decades. Therefore there are those who are disadvantaged and have missed opportunities where they should have had veteran’s preference. Senior executives surely know their responsibilities of office so they simply keep this beneficial affirmative action plan secret. DVAAP should be given emphasis and resources at least equal to those affirmative employment programs for minorities and women. This plan is designed to promote Federal employment and advancement opportunities for qualified disabled veterans. See: Executive Order 13163, (38 U.S.C. 2014, 4214 and (5 U.S.C. 3112 Section 307....
A message from our DON Senior Executive regarding advancement:
You must project yourself!
We all have seen those who come in to work off the clock, and those who develop special relationships with management like golf, parties, and extreme dedication.
Often an employee will seek a Union Officer Position to project himself and cozy up to management.
These individuals actually become a negative morale factor to other hardworking, conscientious employees. To see others become favored due to these unethical practices and promoted is definitely a morale factor. Often the favored individual develops a psychological separation from fellow workers and is sent on special trips or independent projects. Then suddenly they are put in a position where they are well known by upper management. Soon after an announcement appears and that individual is promoted. More than likely this individual is NOT a veteran....
HR we Trust
Forest Service
Fri Jan 5, 2007 11:40 AM
Post Reply
Goodness Gracious, where'd this guy come from. This is a good example of why there's been a steady downhill slide in adequate and appropriate HR service provision from govt HR offices. They've turned into people like this. Classification is much like budgeting. Typically, workforce costs are at 70-80% of total budgets. Classifiers are responsible first of all to taxpayers to insure their money is well spent. Coddling managers has resulted in an overall govt wide average grade of over 1 full grade over what it should be based on its own standards. That equates to 5-10 Billion dollars per year that we're overpaying govt employees, based on our own system, because we don't want to play the bad guy anymore, we want to be consultants, like that's a new thing. I recommend this guy get a copy of the old 1965 Personnel Mgmt Class Standard and read how we were supposed to be consultants back then (refer to the Level III program).