#hr

Not just our engineering team bro. It’s an Over staffed US finance and accounting department with many directors and VPs draining companies resources. Many inexperienced people with so called fake ‘director’ experience and title have no credibility but have managed to bluff their way through the interview process. There is no pyramid structure. Is anyone highlighting this to CFO and HR? Why not give opportunities to our internal finance talent from the India team that has shown loyalty to the company for many years? Why this obsessing over external talent even when they don’t bring any relevant experience? Why not keep the costly US overhead cost structure low?

I was impacted by the lay off. Human Resources and Ariel the IT VP was cruel in the delivery of the layoff. On Wednesday those that were impact received an meeting invite without a name in the subject in the title (no agenda) and all those impacted names were on the distribution list. Our names were not obscured. The invite was sent at 1pm and the meeting was at 2. The invite asked that we be on time and don’t be late.

Once we arrived the VP gave a 30 second spill about reorganizing and that we are the first pilot group and there will be more to come. And that was it. He asked that we wait for our name to be called by a HR rep to go over our compensation package. The package was weak . And you must sign away your rights not to sue before you can receive your money. This company is in financial despair. On Friday they layed off employees in their Accounting Department.

Signs of collapse (and by no means is this a complete list):

• HR eliminated the long-standing policy that allowed employees to roll over vacation hours into the next year.

• Long-time customers leaving in droves as if Sungard AS is some kind of pandemic. Then again, if you're a customer and dealing with the astronomical prices that Sungard AS charges, you wouldn't be happy when you call tech support and realize that somebody at the other end, in India or Costa Rica, hasn't even experienced being in a data center and has serious language issues.

• Supply vendors no longer accept orders because Sungard AS doesn't pay Net 30, as stipulated in contracts.

• Upper management crumbling because executives have started to bail from the company

• Consistent layoffs

Bumped from @ONjbFTe-6atj for making a good point about Sungard AS.

For a skilled senior manager within BofA, firing someone is a pretty straightforward exercise. It just takes a bit of patience and an ability to game the system of documenting alleged shortcomings by the chosen employee. I witnessed a well-orchestrated hit on a Band 3 work to perfection starting with a coordinated assault using the 360 review process followed up by interim reviews with negative business partner input (pre-arranged) that led to a DNM on the How. Follow that up with an impossible to meet Corrective Action Plan, and your decision to fire can be bullet proof. In an environment like we have today where managers have every incentive to cut staff, the task gets easier. You just need to force rank someone as a weak "Meets/Meets" and when the next round of layoffs arrives you have his/her head on a platter. This is not and never has been about fairness or doing the right thing. It is realpolitik BofAML style.

If you are in a support job in the US for Merck, you will loose your job come mid Q1 in 2017. HR, AP, AR, OTC etc... you are doomed. Charlotte GFS location will shut down entirely come Q1. All jobs to be sent to a new call center in Costa Rica or India.

Am I the only one that notices that our "360" review process means everyone above me reviews me, but I get to give no feedback on them? That's not 360, is it?