Some idiot consultant came up with we lead. I think it was an organizational capabilities initiative which is embedded in the upstream. As for ePMP that came from Australia. We are such a company Of eunuchs that we have to hire BC G to make decisions that our supposedly best and brightest should be able to make on their own. In HR we spend our days running ragged beholden to the gods in the business who are never wrong but are always looking for a scapegoat. We have absolutely zero power to make decisions on our own without seeking input from every fool in every business unit who thinks they can do HR better than HR. That is what Chevron is all about.
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Well if HR didn't develop we lead, what exactly would you say you do? Did you also not develop the wonderful epmp? Between the two of them, I would almost rather cut off a finger than do my pmp.
You seriously think HR came up with we lead? We hate that shit as much as you do. It's worthless garbage just like the safety moments you put us through. This stuff starts in the business
Just FYI for you HR haters, it's not HR that got us into this mess it's all the idiots in the business don't seem to know what they're doing so I guess isn't that the pot calling the kettle black.
Holy crap. I had no idea faith hill works at Chevron
To work in hr some steps have to be taken: First, you have to sell your sole to satan in order to work in hr, they are the most unfeeling p.o.s. in any company. Second, have such an inferiority complex due to some internal issues (or external such a butt ugly) that the only way to overcome them is to take a position that give a sense of control. Third, have the personality of a moldy shoe. Achieve those and you are on your way to a rewarding career as either spanish inquisitor or hr business partner.
F.H. is a horrible HR partner.
LOL... Good advice. Let's get the HRBPs to earn their keep. Swamp them with questions, emails, requests for meetings, and please go sit down at their table in the cafeteria when sit to chow down. Maybe this will eventually get them to quit or check into EAP for some sessions on stress.
One HRBP I used to work around would just refer everyone to 800 HR number when presented a question about benefits, even easy ones. Wish I could do that in my job and sail. When the dust settles, we should all bombarde them with questions and chores, work their asses off. "Yeah, I'm filling out my pmp and don't quite understand how to weave in this we lead stuff since all the pamphlet shit you gave me is vague, swing by and explain it to me the rest of the day".
I agree with the poster who suggests the HR Business Partners need to have the proper aptitude and training for the job. To be a Human Resources representative, that person needs to be on top of all the policies, company benefit programs, and also be accessible to all employees. That person should be well-informed, professional and follow up in a timely manner to requests. I know one such HRBP, but know of several others who are complacent and surely need replacement asap.
I think they all should be forced to take a basic math test to sort out the flowers from the weeds. Simple stuff like A few derivatives and some basic integration, maybe a little geometry. My guess is they would all be weeds.
They deserve to go as soon as this exercise is completed! I've never, I mean, NEVER, seen a more incompetent group of smug dopes!
HR is not going anywhere. Sure, even they won't escape the axe, as the company reduces the headcount and the organization is flattened. But, Human Resources is an indispensable corporate department, as much as we like to despise them.