Readers' Comments
Total Comments: 69
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So Now We Know There's a Problem--What's the Solution?
Total Comments: 69
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March 19, 2010
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Real Source of the Problem
DFAS
Fri Feb 2, 2007 9:48 AM
Post Reply
I suspect that the problem lies not with the personnel system, but with the way managers have their performance evaluated. The good 'ol boy system also exists in private industry, but not to the same extent as in govenrment. The extent to which you DO NOT see "good 'ol boy" in private industry is the extent to which managers cannot afford to use it. When a manager is held strictly accountable for his section's performance, he must hire only the best, regardless of who his friends are. The less accountabilty there is for performance, the more likely social factors are to play a part in the process. Fix the accountability and performance measurement, and most of the hiring practices will fix themselves.
Here-Here!
CHRA - for the Army
Fri Feb 2, 2007 9:51 AM
Post Reply
And NSPS will make it worse. The appraisal form is 13 pages, yes, THIRTEEN pages long. Yet employees are limited to half a page to list their accomplishments. I have over 19 years in HR - and I want out. There will be so many EEO and grievances over NSPS - promotions, appraisals, etc., that it will be a nightmare to try to administer, manage, explain, and enforce.
Re: Here-Here!
DFAS
Fri Feb 2, 2007 10:50 AM
Human Capital
Various Federal Agencies
Fri Feb 2, 2007 9:51 AM
Post Reply
I like "Human Chattel" i.e., human belongings. Typical HR method. Change the name to achieve perfection. As for the Government losing its ability to govern, we are already there. Appeasement of each and every interest group ensures this. Additional, we now have a Government ". . . of the Government, by the Government, and for the Government . . . " I fear for my country.
Hiring/HR system/Merit system
BLM
Fri Feb 2, 2007 9:56 AM
Post Reply
The good ol boy hiring system in BLM is alive and well. The only way to get ahead in this organization is to be a friend of Senior Mgt - "brown-nosing" helps too. This agency is extremely regressive in nature and does not appear to value those who strive to enhance their management skills by training. Most high level jobs have pre-selected candidates - Merit System promotion is a joke.
The old SF-171 system at least allowed for standardized compilation of qualifications which allowed applicants to adequately detail their qualifications and gave the selecting official a good basis for comparison.
Good Ole Boy System
USACE
Fri Feb 2, 2007 10:00 AM
Post Reply
It is especially disturbing when a Director of your organization stands before you in an all hands meeting and states..
"Hard work will get you no where"
Re: Good Ole Boy System
dod
Fri Feb 2, 2007 11:41 AM
Tell us the context, without that pulling one sentence out of a speech is meaningless.
Re: Good Ole Boy System
VA
Fri Feb 2, 2007 3:46 PM
Guess that's what us 'lower levels' are for!!!--do the work and let the managers reap the benefits----'kudos and cash awards'!!!
'Human Capital' -- your 2/7/07 column
Equal Employment Opportunity Commission
Fri Feb 2, 2007 10:01 AM
Post Reply
In our office, which is a "field" office of the EEOC, we share your contempt for the term "human capital" and made fun of our former chairwoman for using it.
She didn't seem to recognize that we are human beings, not money or stock. "Personnel" is not the greatest term, but at least it seems to recognize our humanity. I'm not fond of the term "human resources," for many of the same reasons that I abhor "human capital," but at least "human resources" seems to give us credit for being intelligent and resourceful. Don't give in to the latest fad and call us "human capital." We will dislike you if you do.
Personnel/Human Resources/Human Capital
NARA
Fri Feb 2, 2007 10:04 AM
Post Reply
I have been in HR for almost 28 years. A large part of the problem is that PE/HR/HC is not recognized as an essential function which supports managers AND employees. As a former supervisor of mine said, "We are not clerks; we have a program to run." (No offense to clerks!!) She meant that our work is not based on whims; it's based on laws, rules, regulations, LMR contracts, etc. It's our job to work with all of our customers to assure that their mission and our program are carried out. One really can't work without the other. I agree that consolidating HR offices has added to the problem. When HR specialists and assistants are physically removed from their customers, they may lose some understanding that their work is not a paper exercise and that it affects others.
I hope I retire before we're called Human Capital Specialists. I, too, am tempted to write Human Cattle, because I'm reminded of a Dilbert cartoon which said if we call employees cattle, we have to feed them!