Is talent initiative code word for something?
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Perhaps the outgoing CEO and former CFO with initials BS didn’t check the right boxes in HIS skills assessment!
Just took the McKinsey skills assessment, and randomly asked by my current supervisor in a casual convo how long I had been in my grade...
I thought 2020 was over...
There is some truth for the post about Top talent @Intel
but this does not only happen at Intel but anywhere else
since Intel is complicated working place, to get the best of a Talent, this skillset is a must to enable fast track, like you go to Disney theme park
Top talent @Intel
- good at kissing their managers a–
- yes man
- low on substance, high on bull sh–, fluffy, smoke screen mumbo jumbo
- low on real work, high on using others’ work, sending a long brag sheet email at the end of the year to distribution lists, doing b—s—, busy body ARs that provide no value to anyone other than used by their managers to reward them as top performers
- low integrity: doing managers dirty deed to crush employees who do real work, help manager pass ODIs, internal investigations
This is the profile of top talent at intel.
I went to this web site, https://www.mckinsey.com/business-functions/organization/how-we-help-clients/talent
It was posted earlier. what a bunch of c-ap. reading the text makes me puke. After Bain’s operational efficiencies during SET and ACT, the Management at Intel (MAI), this is t( latest...Horrible. They simply don’t get it. Intel’s management is the Problem. You don’t need to pay consultants millions of dollars. Address the problem. FIRE ALL toxic, incompetent VPs, sr. VPs, fellows, Sr fellows. Their friends will fold. We have too many people at high levels that lack technical, domain, managerial skills necessary to perform their duties. They hide their lack of knowledge and competence by:
- surrounding themselves with loyal/political friends,
- kissing their superiors’ asses non stop, securing invitations to the right meetings (Through TAs etc,)
- using id–tic ARs and fill in the blank requests, basically creating busy work that provides no value to the company. Go fetch me this/fetch me that ARs only aims to rewards their loyalists and to frustrate real performers.
How to improve operational efficiency?
McKinsey is known for that. Now y'all have a McKinsey insider as SVP. So prepare for that. Many companies collapsed 'cause of "consultants". Time Warner AOL, anyone?
It is happening in 3 divisions including IAGS under the name of "9 Box". This is a performance management tool given to managers by HR to self-gauge or use with discretion to figure out their team's : skill sets, flight risk, who to reward and who to performance manage. It is not enforced company wide...but for under the radar use by manager to manage their groups. Employee gets a 1-9 fix on where they are today and where they want to go next based on their performance and potential by using a predictive index (PI) to integrate the ways of reviewing employee performance.
In other words...good old RnR is silently making its way back but under a different label
SAF, the new SVP, is from McKinsey. Wondering whether this was from him?
Just like Oracle. Better start internal testing course on your lunch hour, after work, sleep time, etc.
Is this company wide or only in certain orgs? I haven't heard anything about this
Which groups or grade levels is this happening?
It means if you don't have the talent to hold on to your job, you better take the initiative to get a new one somewhere else or you will be fired. It is better and much easier to find a new great position at a different company while you still have a job at Intel.
https://www.mckinsey.com/business-functions/organization/how-we-help-clients/talent
What is this talent initiative? Could you explain?
Are they rolling out another management at intel type of training to train the useless managers?
Or having those useless, clueless people do a skills assessment of their teams.why ?
What is the point of this initiative. What are they trying to solve?
Sh%t about to hit the fan. RUN!!!!!
Yes it is...
Ah geez, sorry to see. Last time, it started with a self evaluation. It was done with mere X marks in the skills columns, so someone with “talking knowledge” and a willingness to call that an X would appear equivalent to a legitimate expert. And if managers weren’t willing to call these disparities out, experts could end up paying the price.
Yup, skill matrix has been rolled out today.
Uh oh — did someone in management put that on the table? Sounds like Intel is thinking about doing a “Skills Matrix” ala 2003 — the fewer skills you have, the more likely you’ll get the boot!
Another wave of layoffs from mindlessly benchmarking other organizations.
Once bitten, twice shy! They won’t do layoffs any more after the shock of ACT. They are desperate to get employees to learns modern skills en masse. They don’t know how... So they hv brought in McKinsey. Management these days can’t take a single step without outside consultants! All they know is to take their fat salaries home.
Ppl in the know, could you explain
Oh yes it is