Seriously, why does HR suck so bad almost everywhere?

[Anonymous]

Anonymous wrote:

Anonymous wrote:I am working for a consultancy at the moment, and for the first time HR is actually useful. Here, they have to know who has what skills and who is doing what so they can staff projects. They actually aren't terrible at it.

That said, they have absolutely no time for the other part of their job, gossip about everyone and can hold nothing in confidence. I once heard them telling a co worker about another employees mental illness diagnosis -- in the kitchen of our building. So unprofessional.

And unethical and illegal. You should report that person.

I agree. That's not a small issue.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am working for a consultancy at the moment, and for the first time HR is actually useful. Here, they have to know who has what skills and who is doing what so they can staff projects. They actually aren't terrible at it.

That said, they have absolutely no time for the other part of their job, gossip about everyone and can hold nothing in confidence. I once heard them telling a co worker about another employees mental illness diagnosis -- in the kitchen of our building. So unprofessional.

And unethical and illegal. You should report that person.

I agree. That's not a small issue.

Same way at my work. The head of HR is the biggest gossip in the entire office. I learned more about other people in my 20 minute monthly meetings with her than my entire tenure there.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Only the "special" kind can get a job in HR.

"special"? explain please.

Special = not very bright.

+1. Federal agency HRs are dumber than a bag of bricks, do the bare minimum, border on illiterate, and can never ever be gotten rid of.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am working for a consultancy at the moment, and for the first time HR is actually useful. Here, they have to know who has what skills and who is doing what so they can staff projects. They actually aren't terrible at it.

That said, they have absolutely no time for the other part of their job, gossip about everyone and can hold nothing in confidence. I once heard them telling a co worker about another employees mental illness diagnosis -- in the kitchen of our building. So unprofessional.

And unethical and illegal. You should report that person.

I agree. That's not a small issue.

Same way at my work. The head of HR is the biggest gossip in the entire office. I learned more about other people in my 20 minute monthly meetings with her than my entire tenure there.

Document and report.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am working for a consultancy at the moment, and for the first time HR is actually useful. Here, they have to know who has what skills and who is doing what so they can staff projects. They actually aren't terrible at it.

That said, they have absolutely no time for the other part of their job, gossip about everyone and can hold nothing in confidence. I once heard them telling a co worker about another employees mental illness diagnosis -- in the kitchen of our building. So unprofessional.

And unethical and illegal. You should report that person.

I agree. That's not a small issue.

Same way at my work. The head of HR is the biggest gossip in the entire office. I learned more about other people in my 20 minute monthly meetings with her than my entire tenure there.

Document and report.

NP here. One of my supervisors is like this. I have learned what must be legally protected information about colleagues. However, although I work in an organization that claims to be all about non-retaliation, I am certain there would be some level of retaliation against me if I reported. I am just lying low and working on finding a new position elsewhere.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Only the "special" kind can get a job in HR.

"special"? explain please.

Special = not very bright.

+1. Federal agency HRs are dumber than a bag of bricks, do the bare minimum, border on illiterate, and can never ever be gotten rid of.

+1000 and in my case, they were paid better than many other administrative professionals. Dumber than dumb at my federal agency.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I am working for a consultancy at the moment, and for the first time HR is actually useful. Here, they have to know who has what skills and who is doing what so they can staff projects. They actually aren't terrible at it.

That said, they have absolutely no time for the other part of their job, gossip about everyone and can hold nothing in confidence. I once heard them telling a co worker about another employees mental illness diagnosis -- in the kitchen of our building. So unprofessional.

And unethical and illegal. You should report that person.

To WHO!!!?

[Anonymous]

losers' track. 'nuff said.

[Anonymous]

HR is bad for you bc they work for the company and not you.

[Anonymous]

Think about how much $ could your org save by a RIF of HR (just keep benefits/payroll administration).

[Anonymous]

I find HR doesn't take much in the way of specialized skills, so it doesn't tend to attract the brightest individuals.

[Anonymous]

and people from HR act like they're the shit. as if they are the only ones who could do the job. HR almost always sucks.

[Anonymous]

HR promotes Culture Change

how about a quote like this ...

A Cultural Belief is a B2 belief that is prioritized as key to how people need to think and act in the C2 culture to achieve R2 results. Cultural Beliefs inform a way of thinking. They work in concert to create just the right balance among the beliefs. You can't articulate just one belief, promulgate that belief, and expect it to motivate the right actions. You need a set of beliefs that function together as a system. That's how Cultural Beliefs work: they form an interdependent system of how people in the organization need to think and act differently to achieve R2. They are a set of beliefs that harmonize with one another and work together to guide A2 actions. Cultural Belief statements, particularly those crafted in a participative manner with an eye toward getting people to sign on, provide an extremely powerful tool for culture change.

another management fad from HR

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Only the "special" kind can get a job in HR.

"special"? explain please.

Special = not very bright.

+1. Federal agency HRs are dumber than a bag of bricks, do the bare minimum, border on illiterate, and can never ever be gotten rid of.

I still remember the staffer who told me I "wasn't the first person who tried to use that AP stuff" to satisfy a college credit requirement. Didn't matter that my transcript listed the actual test scores - since it didn't list the direct correlation between scores and college credit hours I was out of luck.

[Anonymous]

Anonymous wrote:HR promotes Culture Change

how about a quote like this ...

A Cultural Belief is a B2 belief that is prioritized as key to how people need to think and act in the C2 culture to achieve R2 results. Cultural Beliefs inform a way of thinking. They work in concert to create just the right balance among the beliefs. You can't articulate just one belief, promulgate that belief, and expect it to motivate the right actions. You need a set of beliefs that function together as a system. That's how Cultural Beliefs work: they form an interdependent system of how people in the organization need to think and act differently to achieve R2. They are a set of beliefs that harmonize with one another and work together to guide A2 actions. Cultural Belief statements, particularly those crafted in a participative manner with an eye toward getting people to sign on, provide an extremely powerful tool for culture change.

another management fad from HR

participative????