How come they are posting a bunch of new jobs online while at the same time preparing for a mass layoff ?
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Touch Screen equates to job loses and the talented index finger. Wow! Is this the best solution for 2016? What happens when your software glitches? You think you would have abandoned lean for a more conservative approach? We're heading toward a customer warranty year for sure?
To implement processes and exploit talent then GE can develope and evolve to use even foreign employment. Distribution and manufacturing will be controlled by alogorythym set by software basically by screen touch
Retain the right talent during the downturn in the business and when business picks up. You literally hire bums off the street to fill a position. Also, you have trained up the bums from 2010 because business was good and you bought smaller oil companies and now you want to performance development them out. I have been the best and the bums, you don't have to use big words with us here kid, just be REAL. Remember, there is a huge difference in technical blue collar and the bums you hired in 2010. At the end of the day, GE Money Management is not worring about out witting the old. The talent is not on the stock exchange, the stock is and all your doing is covering up for a sinking good ole boy system. You have more than enough 10:1 profits to keep the talent, you want cheap labor Kid.
Retaining the right talent and removing under-performers, GE can significantly improve financial and operational performance. Research has demonstrated that in high complexity jobs—like technical roles—high performers are 8 times as productive as average performers. Properly applied, a rapid individual performance management system can help us retain and reward the top performers even in the midst of cuts.
New performance parameters offers an informed, transparent and strategic approach to headcount optimization. It allows to make difficult headcount decisions in a way that treats employees with respect and dignity. That process not only helps operators address labor costs quickly in the near term, it establishes the foundation for a more sustainable and flexible approach to talent management in the long term.
Yeap, they term it as seasonal hiring trends and normal it's near a a period during quarterly reports.
They do this for the tax break my fellow blue collars, they can post 5000 jobs and hire 12 entry-level professions and 5 blue collars. We all know GE Money Making managers are religiously seeking to avoid paying taxes.
May be they are getting young guys