I echo someone’s post about very little training of new employees. I know one guy who was thrilled when he first came here with high expectations from this company and after only two months he started looking for a new job. Why does training have to be a problem? Is it such a big problem to organize quality training for newbies?
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You should train them to sit and stay with treats.
If people would keep up their standard work clipboards we wouldn't have this problem.
Your replacement could pick it up and take over seamlessly.
Just ask your sites HOS Guru.
Yes it's shame for anyone who is new. Use to be a mentoring program for new hires. I felt bad for one new person, his senior engineer lead , was just dumping his work onto him and the poor guy was sinking. I felt bad so I found training material and useful information about HW process and sent it to him. Although not my position to do so, I just couldn't stand by and watch a young man with some great potential get beat up. I've seen to many enthusiastic young people so unhappy within a year of working here only to end up leaving. I hope a HR person reads these posts and is willing to do something about this. But not holding my breath..
From what site(s) are people being offered these letters?
This might as well have been a story about me. I started at Honeywell with extreme excitement to grow skills and learn. What a fool I was.
Training and mentoring were existent in name only. I gave my damnedest towards attempting self-training using Coursera and other tools. It heavily ate into my personal time (I was told not to charge my time to training). It only took a little over a couple months before I burned out. I feel incompetent because I don’t have the knowledge needed to complete tasks assigned to me. Now, I don’t even have the desire to invest any more personal time towards resolving my perceived incompetence and am getting beyond frustrated battling through assignments outside my skill sets.
I am currently looking for another job. I had expected to have a long future at Honeywell. I would have never taken the job if I knew I might leave so quickly. Doesn’t look good on a resume and could potentially mean I have to relocate again. I am beyond angry about it all.
Bunch of BS. I found the Honeywell Operating System log of the former person and plugged right into that role.
(1) Now I back bite!
(2) Betray my colleagues!
(3) Blame other functions in as subtle way as I can!
(4) Sandbag my metrics!
(5) Blame the previous process and staff!
I AM a FUTURESHAPER!!!
Typically HR should raise alarms about lack of training and on-boarding, but HON HR is more interested in skin color, gender identity, vaccination status and indoctrination on how to hate non-liberals
Ok here is good one for ya. in 2001 I was laid off after over 26 years working in various leadership and individual contributor roles in phx aero. I was rehired a few months later in what was then Honeywell (red) Air Transport I believe. I was required to take a 2 day class for new hires. Yes you can't this cr-p up. The HR ladies that led the class were fairly knowledgeable. I was able to quiz them on specific Honeywell facts and figures that they didn't have answers for but did respond back with answerers the next day or by email after class. The sad thing was this class was directed more to info on Honeywell's history, markets, products and so on. Nothing specific about the job you were hired for.
It has nothing to do with caring or knowing. Those remaining have no time to train newbies. They're too busy covering the four jobs that they now have after the monster layoffs in July 2020.
Nobody left who knows anything or cares enough to bother ... all but the deadwood are planning planning their own exit.
Training??? That costs money! Why should we spend money on YOU? You were hired to make US money!
The on boarding process used to be quite extensive.
Now it pretty much consists of "The bathroom is over there."
You aren't being trained because you make too much money. New work and therefore new training is mandated by corporate to go to honeywell slaves who book work at $30/hr instead of the >$100 you put on the books. Honeywell doesn't want you. You were only hired because honeywell had no better option today.
I've seen this my entire career here. They always wait to the last minute. It really always comes down to money money moneeeeeey. I have seen time and time again when they had a lot of advanced notice that someone was either retiring or quitting. You would think they would get the req. pushed through right then, get someone hired, and use the person that is leaving to do some of the training of what that person is actually taking over. And they could use that time to get the necessary screen accesses worked out. But no, the ex-HWer leaves, then they start working on the req. and make those that are trying to cover their own jobs and person that left's responsibilities do the training. The newbies wind up getting the bare minimum training if that, and are left to learn the rest from whomever will take the time to show them. Customer Support and Sourcing are prime examples of this and a lot of them don't have a clue(not necessarily their fault).
Unfortunately, the culture is "figure it out".
Training new employees now pays off later.
Using the person who would otherwise be conducting the training to squeak out a monthly financial goal pays off now.