Human Resources 101
 

Here is the deal.

I asked an employee in our department to do something. He refused and said he was not going to do everything (of course this was not the case). I politely asked him to calm down (we were on the sales floor) and he came back with the same response with another snide remark. I obviously had to take action, so I immediately sent him home with the understanding that when he came back to work the following day he needed to have a better attitude. I also asked him if something personal was bothering him since I had never seen this side of him. He blew up and said he was not going to lose these hours. I then offered to escort him out the door, and then he decided he better leave.

I obviously had to write him up for this. He easily could have lost his job but I know he is soon going to be a father and since this was the first time he acted in this manner I thought it would be best to give him a written warning so there is a paper trail if this occurs again. When it came time to give this lecture to him I was informed by our Human Resources Manager that she wanted to sit in on this. No problem.

We all sit down and I explain the obvious, you need a good attitude, we value you as a member of our team and you need to realize you could have been fired for this. He apologized over and over and said that the stress of being a first time father was getting to him (what I thought). Next thing that happens blows me away. Keep in mind this employee has attendance issues, he has not gone a sold week in almost two years and been on time the whole week. He is an avid drug user (our company does not drug test unless suspicion or an accident). He does not have a High School education. We keep him on board cause he works when there but is not reliable on being on time.

Our stores Human Resources Manager turns to this employee and asks him if he knows that I am leaving in a couple weeks to go to a new store. He says yes. She THEN ASKS HIM to apply for my position, which is a Department Manager, with me in the room.

WTF?

a] jiffy lube will never be the same
b] h r is a joke at most places and they dont want to lose anybody with a clue of how to do a job..ie apply for your spot..
c] dont be shocked..i once had a manager of our branch tell me if i was a better christian i would have got a higher raise..:mad:

Where do you work at - The White House?

he's lazy, stupid, and dealing repressed anger.

a perfect middle manager. the drug issue is a bonus.

no wonder the hr manager is banging him. he's a man on the rise.

i don't understand why an employee who can't work a week without missing is still with you after two years.
and sounds as tho you need to show him, AND the HR person out the door.
we had a HR one time who was seeing some of the employees after hours. she seemed to quickly forget exactly who she was working for, gave info to a soon to be former employee to try to help him get unemployment he wasn't eligible for, and tried to lie for him to make it seem he had called in when he had in fact not called anyone, but had left a message saying he quit.
she was quickly shown the way out.

i thought the same thing.

I thought you would think that.

I hope GenuineCrazyLady sniffs this one out.

Which one is that one Morty?? GCL?

GCL=Thebby.















HA!!









No...it's GenuineRisk.













Lumbergh fucl<ed her.











Yup....he di-yud.

If you are leaving the store in two weeks, why should you care? Let her hire this guy and then when the store goes down in flames you will look like a star. Or maybe she is just trying to motivate this guy by dangling out a promotion, to get him going in the right direction. I really think that the fact that the guy is going to be a father soon is coming into play. Either way you are out of there soon, so don't even sweat it.

HUMAN Resources.









Sounds like HUMAN Feces....don't it?

HR did not exist for a long time. I don't think it started until the 80's?

Seems to me american business did well for 200 years prior to this department being formed?

i have worked for four firms in 12 years, i only found 1 HR person that knew what time of day it was

The 80's.


That's about the time lawyers had figured out a way to replace the word"accident" with "negligence."

And so....a curriculum called..HUMAN Resources was curriculated.People who couldn't do anything else took this thing and got their degree.They tend to be vicious although useless power mongers


Companies needed them for protection against these lawyer swine; they knew what you could and could not say or do.



But then.....these swine realized they had everyone in the company by the crotch. They had all their histories and files. They squeezed the mail room nerds and found out who was fucl<ing who. They found out everyone was fucl<ing everyone.....and they had complete dossiers on everyone replete with photographs and EVP's.

So when a C-level person got tired of the Director of HUMAN Resources incompetence..they said----YOU'RE FIRED!.




And the DHR said.................Oh REALLY!?...as they pulled out the C-level persons dossier.






mothah fucl<ahs

The 80's...

!!!!



This is what mothah fucl<ahs get.

Let's see the poking while making muscles in the mirror.

HR is a joke in the public school system also.
We have a principal always looking for the best
teachers and all they do is get in his way. Sometimes
they treat my Principal as the great rehabilitator. They
sometimes send him the problem adminstrators and teachers
so he can straighten them out.

Guess thats how I was hired.

It is a shame that people on the front lines that know who the best
workers are, get jobbed around when they try to make a school/
business better. And we dont even have Teacher Unions... that would
make the situation twice as horrific.

I'm assuming this a retail environment. There are a couple of issues here. The biggest and someone asked it earlier, but I'll say it a little bit differently. Why hasn't this person been managed out? Poor attendance for 2 years? I'm sure that based on his personality description, he's not burning up the register with sales. When you start accepting subpar performance for personal reasons you are setting yourself up for big time headaches. The second is telling him he has to leave and to come back tomorrow. Was he going to get paid for the time? The only answer to that question is yes for a whole lot of reasons.

I guess the question is, is that person truly a qualified HR generalist? If they aren't, then there is not much you can do besides making absolutely sure you have support from an operational perspective. I've had really good HR teams and really bad HR teams, but you know what the only difference it made was the amount of paper work that needed to be done. It has never changed the outcome of any issues I've had.