CGG is a big company and they have many offices around the globe. If the HR staffs in one of these offices are rude to the employees it is unfair to generalize it to others. I worked with CGG in downtown Calgary until few months ago and I would like to say that the HR staffs including their manager were excellent, very friendly and they were always very helpful. Personally, I am very thankful to them and I wish them all the best.
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HR AT ROBERTSON TOO, SENIOR HR LIE AND CHEAT. NOT FOR PERSONNEL AT ALL
We are not generalising, just look at the reviews on Glassdoor and you will see that most CGG locations have bad HR.
Crawley: bad
Houston: bad
Singapore: bad
Calgary: bad
Ok, copied from other posts about UK HR
UK HR (and management) are a disgrace
-caught laughing and joking with management straight outside the consultation meetings within sight of the poor person a few seconds ago told are losing their job. If you don't close the door everything you say can be heard and the partition sound proofing is not that good.
For those in redundancy
-Don't answer the phone and Lync switches to busy the moment you call, only if you switch to an external number they still answer cause they don't know who it is
-Don't answer emails
-Don't answer questions which eats into your consultation time
Early last year UK HR and management knew there were going to be redundancies, it was clear by some of the questions asked / odd comments made by the N+2 managers during the annual appraisals they were aware what was coming up . So early in the year at some management / HR level they decided which people they personally wanted to give the boot and ensured that they would not get bonuses (even if they had done a good job), then they used the bonus as the major component in the redundancy consultations to determine who got the sack. This meant they illegally (by UK law) personally selected who they wanted to get rid of and used the timeline to mask their methodology. This explains why some redundancies make sense as these people were not very good and whilst some redundancies were clearly hard working people you can match them back to being unpopular with the managers who made the decisions
If your thinking about the end of year bonus, you have to panic what happens if you don't get one this year, after all last year this was Crawley HR and management tool of choice to get rid of people.
Recap - Last year bonus's were used as a redundancy tool by pre-selecting individuals they wanted to get rid of way head of the redundancy announcements and using the bonus in the main redundancy criteria.
The best move is to close the Crawley office, make Crawley HR and management redundant and move the employees to France, they deserve to work for decent HR / management team.
After how Crawley HR and management treated staff during layoffs, the best thing is for the Crawley office to bankrupt and close, with all live projects moving to France. This would ensuring the situation cant never repeat and as a benefit to the company, in the light of Brexit - EU friendly.