#hr

We usually start doing our year end this time of the year in Workday. Somehow the performance review form is not available online. My manager asked everybody to write up performance review in a document this morning and send it to him. Very strange

HR at this company stopped being about people a long time ago, they love to talk about supporting employees, WLB, open communication. but try bringing them a real issue and see how fast they shut down. The second you speak up youre labeled as negative or not a team player. Totally useless. All effort is made to protect the higher ups and the co, nothing for the worker. Disgusting.

Use employee look-up like normally would, doesn't matter who

When results open select Detailed search. For Country use USA, then IND, then I think it was PHL

Will give you count for each country code.

I am trying to find my numbers from 2019.

HR and leadership teams remain intact despite large cuts to technical and customer service staff... They exist to serve themselves.

This place checks all the boxes for toxic workplace.

Negative communication: Excessive gossip, rumors, and backstabbing are common.

Poor leadership: This can include micromanagement, favoritism, lack of transparency, and fear-based leadership. (Actually seen a an executive belittle and humiliate someone on a zoom call. Totally lacking in empathy. I thought… couldn’t you do it in private? Why try to make an example in front of others so they are afraid to speak up?)

Unhealthy work habits: Lack of work-life balance, excessive workload, and unrealistic expectations. (Overheard EMS jokingly say that people here have heart attacks on the job here and refused go get medical treatment because of the competitive environment.)

Psychological unsafety: Employees may feel punished, humiliated, or rejected for speaking up, leading to a culture of fear. (I spoke up once during a meeting. An executive didn’t like me disclosing fact and accused me of hiding information. Instead of taking it up with me, the person went to my boss and a level up to complain.)

Conflict and disrespect: Bullying, harassment, and a general lack of trust are prevalent. (I lost the number of times I was bullied. HR does nothing about it. They exist to protect the company, not you.)

High turnover: A high rate of employees leaving the company. It’s necessary because they need the turnover to feed the pipeline of new victims.

I noticed new items have been added in the expectations. Consider this an official warning that HR can use against you.

• In-office days are expected to be eight hours in the office (i.e., don't come in at all if you can't stay 8 hours, even if you're coming in an extra day more than required).
• Employees who need to leave early for medical appointments or childcare should come in extra hours in-office on other days or "talk with their managers." (like the 3 day requirement, your managers should be able to override it on a case-by-case basis if they document it beforehand).
• Half day PTO of all forms of time away count as in-office days still, even with the 8 hour requirement going forward.

So is there a way for promotion if your manager has not nominated you? Considering your manager is only at VP level and is like your HR manager only. Can someone from the top or anyone else push your promotion if not direct manager?

Basically the title, just because I don't like my current job doesn't mean I don't want to ever work here again. Anyone in HR know what the criteria for rehire eligibility is?

Does anyone even bother with the Self Evaluation anymore? I’ve done it every year, but nothing from it ever makes it into my annual performance review. Management seems to decide ratings, bonuses, and merit increases without taking it into account.

Our management is saying we have to do it, but enterprise wide email says its optional across the company. Is there any actual consequence for skipping it? Honestly, it feels like the outcomes come annual review are predetermined anyway.....

I know folks in tech, HR, and management who were impacted.

Credit Admin was told to work from home due to ceiling repair. The following week layoffs came. Turns out there was no ceiling repairs. They needed all the admins at home to give them the boot via zoom.

Received my get out of jail card this week and I'm over the top delighted. Over the last 10 years, this place has become so toxic, it's sickening. Pay for performance is a joke. Senior managers, who don't know the staff or what they do, are forcing lower ratings to get their 25% (used to be 10). If you don't have enough, they force more. Bonus amounts, given by direct managers, are changed by higher ups. It's unethical but don't bother reporting it. HR works for them, not us.
Save as much money as you can. Print all your employment records. Use their training portal to take resume building classes (after your AI training to replace yourselfof course). Go into the office, stay all day, and keep your head down. I wish you all the best of luck.

What do you think? Are they all as shockingly bad as mine ended up? Email yesterday said 70-90% in line with current responsibilities, mine is literally 0%. It was clearly written for an entirely different industry.

It's frankly embarrassing how disconnected HR is from the reality of what we do.

Is no one going to bring this up? I thought it was only Tech and HR on here? What’s the word in HR after all the change? Promotions? Layoffs? New roles? Is this good or status quo given the larger restructuring

Anyone else unable to access the My Performance section of the HR portal to enter their year end comments?

Since HR is basically worthless, anybody know for sure if you can work during the separation period? There's conflicting info in the paperwork I received. I know you couldn't during the SUB pay days, but I thought that changed when it switched to the lump sum. Buried in the middle of an 80 page document there's a comment about paying back a pro-rated amount if re-employed during whatever amount of time you received severance for.

U.S. employee, been on COBRA for a time after getting laid off. Heard nothing about open enrollment to continue coverage. CSG HR and COBRA admin no nothing about it. When is the open enrollment period this year?

Got letter saying there are openings to apply for. Did they let too many of us go?

Let's say you're investigated for conduct, you got drunk and obnoxious many hours after a post-work event. Does that basically always end with MAP (Misconduct Accountability Program) status? That means it's impossible to get higher than a 3 rating, and you also get 0% raise and at most -20% on last year's bonus.

Is it paid in a lump sum?

Stop posting to this manipulated "anonymous" board. It's clear that Dell HR admins (trolls) are up voting/down voting at will and deleting comments they don't like or reflect negatively upon Dell.

2%?? TD Mike and AMEX SB Dunk Sathish must really be struggling. Imagine going back and telling HR "we need to cut 2%" instead of learning how to balance a budget. I told yall this months ago it was coming. Told you last month too. And someone wanted to comment on my last post to say "I was making this up"

I hope that person read the news today. Bet they won't comment on my post now...

More layoffs are coming too!!!

Like RTO policy & procedures? Somewhere where I can see rules. I see different people being treated differently, unfair at best, possibly illegal. I am not asking for this to be posted publicly just tell me where to look for internally as I've spent some time looking for it and I could not find it (and I dont want to go to HR or my mgr).

Seems they sold their souls a while back

The messages on this site are making their way to HR. Apparently the RTO discussion is making some headway and was brought up on their early Monday morning call.

To HR: push back on this mandate, no one likes it and it has no benefit over 4 days.

Has anyone else heard that HR will be conducting their own layoffs Nov 3rd?

There were engineering, IT, MES, operations,and HR lay offs on Wednesday and Friday. In which horrible same people force work inventory . While it was happening management were eating steaks

… during this time? Weird looks from HR, snarky comment from your boss, IT folks wandering around counting docking stations and monitors?

There seems to be a big RIF coming. Not sure exactly who’s impacted but seems like there’s going to be a lot. Today was the last day HR submitted it in their “RIF Tracker”. Goodluck yall.

i see a sudden meeting with hr, is it scary?

There is a significant HR policy violation in the retail banking unit. District and branch managers are conducting "backdoor background checks" by calling applicants' current employers to solicit references. This practice is entirely unprofessional for U.S. Bank Management and creates an unacceptable risk by potentially exposing applicants' job search and placing their current employment in danger.

Just a word if warning:

Do not divulge too much personal information to your managers or H.R.

ITS NONE OF THEIR BUSINESS AND CAN BE USED AGAINST YOU. IF THEY PRETEND TO CARE, THEY DONT!!

Info about your marriage, doctor visits/health problems, children, family members. Be very careful who you talk to and document or secretly record any strange questions you may be asked, especially from Human Resources or the store manager.

And remember if something or some interaction with managers or Human Resources seems weird or a bit “off”, It’s because it is.

Who creates the list who goes? Lvl 7. So is it my boss, or director, or sr Dr?

Did anyone else get laid off while on maternity leave? Do you know how it’s impacted?

HR was no help in getting clarity before I lost access to my email, etc. on Tuesday. I’ve only been on leave for 3 weeks, so not sure if there are legal obligations for Target to fulfill my full approved leave or if it can just end.

Curious if others in a similar situation have heard more on it.

I don’t think that this is the end of the layoffs and I don’t want to stick around and be exploited by taking on the workload of the people who were laid off while having to fake being grateful about it. I want to know if it’s feasible to ask HR if they’ll let me volunteer to be laid off since they need to cut costs and I want a severance package exit.

I am not talking about AI here.

1. Stop with all the daily emails and invites to countless town halls from VP to SVP levels and above. We don’t need Up 2 Speed Videos. Give me the daily Newsletter with more details about the whole company.
2. Stop letting HR change their platforms and Learning / UpSkilling strategy. A company should invest in their employees, but have a single strategy of what is available, clear pathways and keep it perm long enough for Employees to partake. The “Leadership” program was the biggest waste of my time, taking me away from projects to listen to Hosts / Instructors who never achieved anything of significance at Vz.
3. Have one IT Dept. we have had such a brain drain that most applications and enhancements now live in a black box no one knows how to fix when it breaks. Hire perm Project Managers, real PMO professionals who can guide our big projects over the line, and do so in a single platform instead of every PM deciding how they want to Run / Communicate or Document projects.

Really glad to see DM is back with her side hustle in the Nike classifieds slack channel! Must be exhausting posting all that junk on the clock.