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Friday, February 20, 2009
What happened in HR?
Someone emailed me the question - so I posted it. So, did something unusual happen in HR recently?
16 comments:
Anonymous
said...
You mean the revelation that the head of HR didn't really know anything about HR? I'm shocked!
Guess what. That same person is now Chief of Staff for WCI!!! And do you believe she knows anything about nuclear weapons? I'm shocked!
Of course, all those positions were posted and competed for... NOT!!!!
This sounds about par for the course. I guess chief of staff is what they make you if you don't know what your're doing, but your good friends with the bosses.
Also, You are no longer a government lab...you are just another subcontractor to the government.
HR is parasitic as far as I am concerned. HR, in other companies, is a department. At the Lab, it is a directorate! Imagine the savings if we had a normal HR?
I never understood why this person was made the PAD for HR in the first place. She had zero experience as an HR professional. Her background was astronomy and physics.
Great resume but little in it explains getting the HR PAD position.
"...was principal deputy associate director of the Physics and Advanced Technologies Directorate at Lawrence Livermore from 2001 to 2007. Her responsibilities encompassed a broad range of research and development activities, including basic and applied science, strategic human capital management, workforce planning, recruiting, mentoring, training and succession planning. From 1985 to 2001, was a NASA astronaut and served in key technical and management positions with a leadership role on five high-visibility, high-consequence space shuttle missions. She was also lead astronaut for Space Station External Maintenance; deputy for the Space Station; acting deputy chief of the Astronaut Office; and chief of the Mission Development Branch. She has 22 years of experience in scientific and operational leadership. ...received a doctorate in space physics and astronomy from Rice University in Houston, Texas; a master’s degree in astronomy from the University of California in Berkeley; and a master’s in engineering science and a bachelor’s degree) in physics from Stanford University. She is a member of the American Astronomical Society and the Association of Space Explorers and the National Academy of Sciences, Space Studies Board. She has won numerous awards, citations and commendations including the NASA Distinguished Service and Outstanding Leadership medals. She was selected as a member of the Alameda County Women’s Hall of Fame in 2004 and has been keynote speaker for hundreds of academic, corporate and government audiences."
Guys, it's no longer "HR". "It's "Strategic Human Capital Management."
In other words its how can we give the least to the employee when they need it most and screw over as many employees as we cane therefore getting the most for our buck. I know of two people who needed disability and their paperwork was conveniently lost so they did not have to pay. It took the threat from a lawyer to get their attention. Maybe that should be SOP for anyone who has to go out on a illness. Get a lawyer the day you go on sick leave.
Why don't they fire incompetent managers? The lab has so many of these it boggles the mind. Why do physicists and engineers (sorry guys) think they can do anything. Clearly, beyond physics and engineering, they do poorly, especially as managers. So this HR story is much like the lab as a whole, scientists with no management training put in management positions. Guess what happens? You are now living it. Why not get managers with experience? With training even. Believe me I see it every day in GS. Don't mean to slight the technical people, but fact is you folks are generally good at research, the other stuff, way bad.
Having AW take over HR (I'll never think of it as SHC) is the best news I've heard in a longtime. He's an HR professional that knows the lab and what it use to be like before LLNS. I also know the he's personnaly not happy with what LLNS and NNSA have done to the lab.
Thumbs up for AW. He's a good one. Got to work with HR on the original PIP project. MOST of them are good people that are trying hard under tough circumstances.
16 comments:
You mean the revelation that the head of HR didn't really know anything about HR? I'm shocked!
Guess what. That same person is now Chief of Staff for WCI!!! And do you believe she knows anything about nuclear weapons? I'm shocked!
Of course, all those positions were posted and competed for... NOT!!!!
Welcome to the new governance model.
This sounds about par for the course. I guess chief of staff is what they make you if you don't know what your're doing, but your good friends with the bosses.
Also, You are no longer a government lab...you are just another subcontractor to the government.
Enjoy!
It's CLEARLY evident that there are very few ULM's that actually know what the hell they should do and how to do it. The rest are paid actors!
HR is parasitic as far as I am concerned. HR, in other companies, is a department. At the Lab, it is a directorate! Imagine the savings if we had a normal HR?
I never understood why this person was made the PAD for HR in the first place. She had zero experience as an HR professional. Her background was astronomy and physics.
Great resume but little in it explains getting the HR PAD position.
"...was principal deputy associate director of the Physics and Advanced Technologies Directorate at Lawrence Livermore from 2001 to 2007. Her responsibilities encompassed a broad range of research and development activities, including basic and applied science, strategic human capital management, workforce planning, recruiting, mentoring, training and succession planning. From 1985 to 2001, was a NASA astronaut and served in key technical and management positions with a leadership role on five high-visibility, high-consequence space shuttle missions. She was also lead astronaut for Space Station External Maintenance; deputy for the Space Station; acting deputy chief of the Astronaut Office; and chief of the Mission Development Branch. She has 22 years of experience in scientific and operational leadership. ...received a doctorate in space physics and astronomy from Rice University in Houston, Texas; a master’s degree in astronomy from the University of California in Berkeley; and a master’s in engineering science and a bachelor’s degree) in physics from Stanford University. She is a member of the American Astronomical Society and the Association of Space Explorers and the National Academy of Sciences, Space Studies Board. She has won numerous awards, citations and commendations including the NASA Distinguished Service and Outstanding Leadership medals. She was selected as a member of the Alameda County Women’s Hall of Fame in 2004 and has been keynote speaker for hundreds of academic, corporate and government audiences."
Guys, it's no longer "HR". It's "Strategic Human Capital Management."
Thus putting in words the fact that we are now all just cogs in a machine with no more value than diskless boot Mac.
Guys, it's no longer "HR". "It's "Strategic Human Capital Management."
In other words its how can we give the least to the employee when they need it most and screw over as many employees as we cane therefore getting the most for our buck. I know of two people who needed disability and their paperwork was conveniently lost so they did not have to pay. It took the threat from a lawyer to get their attention. Maybe that should be SOP for anyone who has to go out on a illness. Get a lawyer the day you go on sick leave.
Why don't they fire incompetent managers? The lab has so many of these it boggles the mind. Why do physicists and engineers (sorry guys) think they can do anything. Clearly, beyond physics and engineering, they do poorly, especially as managers. So this HR story is much like the lab as a whole, scientists with no management training put in management positions. Guess what happens? You are now living it. Why not get managers with experience? With training even. Believe me I see it every day in GS. Don't mean to slight the technical people, but fact is you folks are generally good at research, the other stuff, way bad.
Don't trust LLNS and certainly don't trust their insurance carrier.
Whatever it is now called, it performs very poorly compared the the Human Resources organization under the University of California.
Industry best practices are not.
Of course, I do too.
Having AW take over HR (I'll never think of it as SHC) is the best news I've heard in a longtime. He's an HR professional that knows the lab and what it use to be like before LLNS. I also know the he's personnaly not happy with what LLNS and NNSA have done to the lab.
Thumbs up for AW. He's a good one. Got to work with HR on the original PIP project. MOST of them are good people that are trying hard under tough circumstances.
HR reflects how much the management cares for the employees. So you were expecting what Strategic Human Capital Management?
Until this fiasco and clear abuse of the system, I was still a fan of GM. Sorry, now all that respect is gone.
Even FR was smart enough to know she didn't have anything to offer.
EM wanted to keep her husband. She had to be part of the deal.
We need to rent a bus, pick up all the clowns, and take them back to the circus.
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