Seriously, why does HR suck so bad almost everywhere?

[Anonymous]

^^ I have some thoughts on why you might be receiving not so stellar support from IT...

[Anonymous]

Anonymous wrote:^^ I have some thoughts on why you might be receiving not so stellar support from IT...

Perhaps we could apply the same theory to five pages of posters who paint every hr employee with the same broad bitchy brush.

[Anonymous]

Anonymous wrote:Outsource HR functions, done.

To other HR people...

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It's one thing to be annoyed with an individual's poor performance. It's another to malign whole swaths of professionals. We're ALL pissed at people who don't do their jobs well but somehow continue to be employed.

True. But why does this come up so often in HR versus other departments? I rarely hear anyone going on a tirade about incompetence in Accounts Payable, the IT department, or the Marketing division.

My own worst experiences have been with IT. Having to watch a so-called professional google my tech problem is infuriating. But they get away with it because people seem to assume that everyone is baffled by technology, so it's normal to not have the answers.

As a tech person (though not in IT support), I do that too. No one person can know the answer to all possible computer problems, so we have to look up the fixes for things frequently.

Do it on your own time. Not while you're sitting in my chair clicking random stuff to see what might work. Anyway, most organizations have the same equipment running the same software throughout. It's not like they have to learn every OS and every programming language to clear out my corrupted drivers.

Drives are different for each variety of computer maker + device maker. But you knew that, right?

If you're so good at computers, why'd your drivers get corrupted?

[Anonymous]

[quote=Anonymous][quote=Anonymous]Outsource HR functions, done.[/quote]

To other HR people...[/quote]

To ADP or attorney; companies don't need full-time HR.

[Anonymous]

[quote=Anonymous][quote=Anonymous][quote=Anonymous]Outsource HR functions, done.[/quote]

To other HR people...[/quote]

To ADP or attorney; companies don't need full-time HR.[/quote]

Who do you think ADP uses for their consulting business? HR employees...Look at all the big HR outsourcers AON-Hewitt, Marsh, IBM, Fidelity, Mercer, Towers Perrin, etc. To work in the consulting roles you have to know HR...

[Anonymous]

Anonymous wrote:

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

We are majorly RIFing HR here. Hallelujah.

could not happen to a better group of people.

The HR or "Talent Management" or "Human Capital" group at our company has presided over layoff after layoff and now they help the senior management craft layoffs with PIPs , a few a week, so that severance does not have to be paid.

What at talented bunch. I will celebrate when they are out sourced, which is inevitable.

[Anonymous]

[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Outsource HR functions, done.[/quote]

To other HR people...[/quote]

To ADP or attorney; companies don't need full-time HR.[/quote]

Who do you think ADP uses for their consulting business? HR employees...Look at all the big HR outsourcers AON-Hewitt, Marsh, IBM, Fidelity, Mercer, Towers Perrin, etc. To work in the consulting roles you have to know HR...[/quote]

Actually, it's mostly computer programs and salespeople.

[Anonymous]

[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Outsource HR functions, done.[/quote]

To other HR people...[/quote]

To ADP or attorney; companies don't need full-time HR.[/quote]

Who do you think ADP uses for their consulting business? HR employees...Look at all the big HR outsourcers AON-Hewitt, Marsh, IBM, Fidelity, Mercer, Towers Perrin, etc. To work in the consulting roles you have to know HR...[/quote]

Actually, it's mostly computer programs and salespeople.[/quote]

Nope.

[Anonymous]

^ no need for a "consultant" to create one of the programs referenced above, just let them have at payroll and benefits admin.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Hr is the bottom of the cesspool who try to use regs to make themselves feel better for not being able to contribute/work in any real capacity.

Simmer down, bitch. It's one thing to be annoyed with an individual's poor performance. It's another to malign whole swaths of professionals. We're ALL pissed at people who don't do their jobs well but somehow continue to be employed. If your critical thinking skills are so lacking that you can't figure out the difference between an entire broadly defined professional category and the people you've known who happen to work in that category, then you clearly have no business making that judgment. I guess your colleagues can be grateful you don't work in HR. Because I'm sure you would be a holy terror if you had the kind of power a competent and trusted HR manager has.

You're the one who needs to calm down. PP stated it indelicately, perhaps, but has a point. I have not had any "competent and trusted HR managers", in fed or state agencies.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It's one thing to be annoyed with an individual's poor performance. It's another to malign whole swaths of professionals. We're ALL pissed at people who don't do their jobs well but somehow continue to be employed.

True. But why does this come up so often in HR versus other departments? I rarely hear anyone going on a tirade about incompetence in Accounts Payable, the IT department, or the Marketing division.

My own worst experiences have been with IT. Having to watch a so-called professional google my tech problem is infuriating. But they get away with it because people seem to assume that everyone is baffled by technology, so it's normal to not have the answers.

I agree with this. I can try all the things IT will try myself, they usually just schedule me for a defrag or replace my machine with a different dog with fleas.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mid level managers sometimes don't get what HR brings to the table. Senior level managers more often do because they are more likely to be held responsible for engagement levels, change projects success, head count, succession gaps and retention. To name a few.

Okay, so for this mid-level manager, for whom HR is bringing nothing of apparent value to my table, what am I to give them credit for? I honestly want to know. They have demonstrated zero value to me in either the review or goal setting processes. I guess they do pay me on time....

Kind of proves my point.

Not really.

[Anonymous]

Np here. My co too, hr is disdained. Talent acquisition- different person- however is highly respected.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It's one thing to be annoyed with an individual's poor performance. It's another to malign whole swaths of professionals. We're ALL pissed at people who don't do their jobs well but somehow continue to be employed.

True. But why does this come up so often in HR versus other departments? I rarely hear anyone going on a tirade about incompetence in Accounts Payable, the IT department, or the Marketing division.

My own worst experiences have been with IT. Having to watch a so-called professional google my tech problem is infuriating. But they get away with it because people seem to assume that everyone is baffled by technology, so it's normal to not have the answers.

As a tech person (though not in IT support), I do that too. No one person can know the answer to all possible computer problems, so we have to look up the fixes for things frequently.

Do it on your own time. Not while you're sitting in my chair clicking random stuff to see what might work. Anyway, most organizations have the same equipment running the same software throughout. It's not like they have to learn every OS and every programming language to clear out my corrupted drivers.

(I'm aware that this is pretty much necroing this thread ... but some stupidity really needs response)

No worries. I just love the idea of spending my personal time fixing your problems.

I'm not due for vacation for another 6 months, but as soon as I do get that time off I'll do some research into your problem and see what I find. When I get back I'll try out the solution I come up with. Of course whatever it is that you screwed up on your computer might not be resolved by that first thing I find, so I'll have go check google again. But I'm positive that you won't mind waiting until my next vacation so I can see what other thing I might try to fix things for you.

Or you might want to consider that the EASIEST way for me to fix your problem is to format the hard drive on your PC, install the OS and Applications again, and leave you to it. Of course that would be really inconvenient for you. All your personalised settings would be gone. Your documents that you store locally would be gone unless they are backed up. But you seem to prefer clear cut solutions to your IT problems so I'm sure you won't mind the inconvenience.

Oh and don't worry too much about that intermittent network problem that seems to have just cropped up. I'm sure it has nothing to do with your attitude or your arrogance.

Have a nice day.

And just to clarify: I am an IT professional with 25 years experience. And in those 25 years I've had to deal with countless updates to Operating Systems, Applications, and drivers. At the moment I am supporting 9 different Operating Systems or significant variants thereof. With 11 different configuration standards depending on department, device purpose, and external requirement. With 6 different hardware platforms. Unlike the work carried out by (for example) a bean counter my job changes on a daily basis.

And yes ... my skilled colleagues and I do provide for attitude readjustment via whatever means we deem suitable when a user proves to be a liability. Which you clearly are.