Two of those points are failures 100% related senior HR management. If there were a functioning performance management system, senior HR would be fired.
If they survive then it is proof that c---roaches will take over the earth starting with this still failing oil company.
Any real news from HR?
It's proven that forced ranking destroys teamwork and rewards the a** kissers. The entire process is destructive and not an effective tool. If you haven't checked it out on the I-net it would be time well spent. It is however an very effective tool for demoralizing your workforce and for a #%#^ HR department to walk out productive employees without paying TAP. I see this "review" process as a joke and Lee needs to go back to XOM. Perhaps he was one of the bottom dwellers who left before he was walked out.
To JgpJOMs-nqy: you have serious emotional issues. Please get help!
Because they know how to find oil and a lot of it.
lucky far you disgruntled MROers APA is hiring!
If you happen to be looking for work, ask hard questions about MRO's R&R system.
Ask the person questioning you to explain how you get to premier independent by missing goals and refocusing on different assets all the time.
Sickening individuals!! Collecting checks has nothing to do with it. You must be from an abusive environment outside the office too. And, what kind of person would wish a peer to have a low ranking. Anyone wondering if they should work at MRO just read these posts.
It's sooooo awful but you'll keep cashing his checks.
All the whining about the Performance Management System is likely coming from those bottom dwellers that need to go anyway.
If you google "forced ranking" there are many articles that discuss its ineffectiveness and how major companies abandoned it. It turns out it can be effective for a couple years until you reach a point where you have to start ranking your highest performers as mediocre or subpar. The thing is, if you manage three people and they are all badasses, you shouldn't be forced to rank them as 1,2,3 when they are all a 1. You are lucky as a manager to have three 1's. It's not about using psychological tricks to motivate your workforce or coming up with areas of development when there aren't any. It should be about recognizing people for where they actually stand. If there are areas of development, and you wait a full year for the review period to bring them up, you are not doing your job as a leader. I didn't need a HR degree to figure this out.
My favorite line is his closing statement: thanks for all you do.
Now go and sweat next to EOG and Apache at Barclays, Lee. It's not that we don't buy into the pure resource play thing. We just don't buy into incompetence of senior management -- don't blame us for that.
Is the f'tard trying to make a point that he's not a f'tard by admitting he trolls all the oil company layoff's.?
That might quite possibly be the best, most f'tardary thing I've heard all year.
I rest my case 👏🏼
Go to other oil related company layoff sites. The only other one with such hatred is Exxon. Where did our CEO come from? F'Tard?
Definition below.
F'tard
noun,
A person of unbelieveable, inexcuseable and indescribable stupidity. (Stupidity being defined as "knowing how and doing it wrong anyway")
NOT A CONTRACTION FOR "F'ING RETARD"! Those who are truly "Retarded" are not responsible for their affliction. True F'tards are 100% responsible for their situation and provide vast entertainment as they are usually blissfully unaware of their own F'tardery. Most politicians for example.
One who would actually piss on a live transformer. One who would use a live .22 round for a fuse in their pickup truck "just cuz it fits" and then complain about it shooting them in the nuts.
He shot himself in the nuts? Geez, what a f'tard.
Someone who spends all his time spewing inaccurate lies on an anonymous website because he's too much of a f'tard to grow a pair of actual balls and have a real conversation to educate himself.
Definition below. Unlike any other corporation, Marathon Oil's HR staff is the harassers, abusers, discriminators, and leaders of unethical behavior and practices....apparently condoned by the company's Executive Management and Board of Directors. Jones and Casilio are an embarrassment to HR professionals everywhere!
"A Resource for Employees: A human resources department also functions as a haven for harassed or otherwise abused employees. Unfortunately, workplace misbehavior can occur in any sized organization, and employees should report harassment, discrimination or other unethical practices to the HR department. HR staff may act as the go-between for individuals involved in these situations and will also help to resolve any issues involving employee relations. HR departments also manage union relationships."