Seriously, why does HR suck so bad almost everywhere?

[Anonymous]

Aside from payroll and benefits administration, I've only worked for one organization (out of about 6) that have an HR department that is useful. They are generally inept and unhelpful when it comes to employment management issues and don't even get me started on their generally useless attempts to develop employee incentive programs. Mine is currently forcing me to assign measurable goals for an administrative assistant position - including a stretch goal - to qualify them for an incentive comp program. Hello? Either the admin completes tasks on time or doesn't. How do you assign a "strech goal" to get my appointments scheduled, letters sent, etc etc? Ridiculous. Most overpaid and useless department in the entire organization.

[Anonymous]

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

[Anonymous]

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

+1

[Anonymous]

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

Agreed. I am just dumbstruck that these idiots are trying to apply the same framework to those of us who have measurable goals to those who are support staff. Are they really too stupid to understand that you need a different framework for different jobs? They're forcing me to shove a square peg into a round hole. When I suggested that the admin could be rewarded with incentive comp for completing specific, measurable projects above and beyond the daily tasks, the response was that EVERY job goal/task needs to be measurable in order to qualify. My God, how fucking asinine.

Stretch goal - "sends my letters with an exceedingly positive attitude."

[Anonymous]

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

"special"? explain please.

[Anonymous]

Anonymous wrote:

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

"special"? explain please.

Special = not very bright.

[Anonymous]

You sound like you kind of look down on your admin and unappreciative of how hard that job can often be. Because you so not sound like an easy person to work for.

[Anonymous]

Tell me about it. I work in an organization that has a big retail component, and a smaller internal lobbying/policy shop. The lawyers and lobbyists get the exact same review criteria as the cashiers!

[Anonymous]

Anonymous wrote:Aside from payroll and benefits administration, I've only worked for one organization (out of about 6) that have an HR department that is useful. They are generally inept and unhelpful when it comes to employment management issues and don't even get me started on their generally useless attempts to develop employee incentive programs. Mine is currently forcing me to assign measurable goals for an administrative assistant position - including a stretch goal - to qualify them for an incentive comp program. Hello? Either the admin completes tasks on time or doesn't. How do you assign a "strech goal" to get my appointments scheduled, letters sent, etc etc? Ridiculous. Most overpaid and useless department in the entire organization.

I work in HR and I hate when we are given these projects as much as you hate doing them. The only thing Inhated more was a 365 review of a CEO in a small company, who really wasn't I terested in what his employees thought. I also hated when he asked me for a report of everyone's internet activity. Wait, I could go on forever..:

[Anonymous]

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.

[Anonymous]

Anonymous wrote:You sound like you kind of look down on your admin and unappreciative of how hard that job can often be. Because you so not sound like an easy person to work for.

Um, no. Quite the opposite. I resent having to quantify her role when it is not quantifiable because every day brings new needs/demands. We can't operate without her. Her merit comp should be based on how well she fulfills the basic requirements of her job (support the team). Incentive comp should be based on going above and beyond that on specific projects that improve our operational efficiency, not by forcing me to quantify "stretch" goals for basic administrative activities. I think I am quite easy to work for - but I am not easy to manage, I'll give you that. I don't suffer foolish nonsense well.

[Anonymous]

Anonymous wrote:Tell me about it. I work in an organization that has a big retail component, and a smaller internal lobbying/policy shop. The lawyers and lobbyists get the exact same review criteria as the cashiers!

Totally moronic. Sorry.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Aside from payroll and benefits administration, I've only worked for one organization (out of about 6) that have an HR department that is useful. They are generally inept and unhelpful when it comes to employment management issues and don't even get me started on their generally useless attempts to develop employee incentive programs. Mine is currently forcing me to assign measurable goals for an administrative assistant position - including a stretch goal - to qualify them for an incentive comp program. Hello? Either the admin completes tasks on time or doesn't. How do you assign a "strech goal" to get my appointments scheduled, letters sent, etc etc? Ridiculous. Most overpaid and useless department in the entire organization.

I work in HR and I hate when we are given these projects as much as you hate doing them. The only thing Inhated more was a 365 review of a CEO in a small company, who really wasn't I terested in what his employees thought. I also hated when he asked me for a report of everyone's internet activity. Wait, I could go on forever..:

So don't be a yes man/woman. Explain how you can actually create value for him and be an ally to the staff instead of being part of the problem.

[Anonymous]

Anonymous wrote:

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

"special"? explain please.

If you don't know what "special" means, I am guessing you are a HR person. Am I right?

[Anonymous]

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.