Or is that not one of the requirements when hiring?
I mean, if you are going to skip GE people who have plenty of experience DIRECTLY, the least you could do is make sure that outside people you bring in have at least a portion of that experience and some knowledge on their future jobs.
Please.
Four letters sum it up... OMLP
How did you pass the test, zla?
If your wife is a special ed teacher you should know not to use that word. The term is intellectually disabled and it does not describe the hourly workforce at GE. It is behavioral issues that are embedded in the union culture. They give a test to get hired that a person with intellectual disability (IQ of 70 or below) is very unlikely to pass.
Speaking from a Power perspective, granted experience-less managers are a problem but that pales in comparison to the significant reduction is orders.
Most GE managers are NOT managers, they just know how to make power point slides. A manager hires good talent, develops them, and advances their careers. So the managers career can grow also. Very few GE managers do any coaching or mentoring of their folks. For they don't know how to do it based on it not being a GE trait so they can't learn from other folks at GE. Only folks from the outside have this different perspective.
Experience molds people in ways HR doesn't like. People with experience have the wrong focus. Much butter to start with fresh clay, mold them and make sure that they believe the only person more special than them is their boss.