Seems like the attitude of hiring managers is that those selected were dead weight/weak/undeserving of employment.
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Many people have suggested that there is a "Target" overhead budget that has been set for each functional group. The manager must put together a plan to hit that $ number and still support the business needs so to speak. If you take into account retirement & salary, basically what Honeywell pays you on the "Total Rewards" link you can see who has a target on their back. It seems to me that when we do Kaizen events there is now an effort to outsource all necessary NVA-Non Value Added jobs so the only people left will be people that actually touch the part.
Yes there was one person I know like her we were not dead weight unperforming employees I was a top performer on my 9 block and had an awesome raise in 2015 I still got chosen because they eliminated positions wtf same as her hw s---s I was there for 32 years f--- hw
Like h e l l "no Honeywell manager reads this site, let alone takes time to post." They ARE among us.
This has to be fake. No Honeywell manager reads this site, let alone take the time to post. None of management is allowed to talk at all about what happened or why people were chosen.l
Are you guys insane? Why do you want to be rehired? You already have been bitten once.
To "had to give HR names" guy: give them your name next time. Also when decisions are made that could ruin someone's life, have the balls to tell them why. Hiding behind a layoff as a way to get rid of people is a special kind of evil exhibited only by cowards like you. You're lucky you're anonymous, but from your tone/grammar, I'm guessing 503? Sound right?
Hey Mr Bigshot who 'had to give names to HR', put your name here so everyone can congratulate you on being so perceptive as to someone's ability. The funny thing Mr Bigshot is the company doesn't give a shiit about you, you are off on a furlough week just like the rest of us and will soon be separated from Honeywell when a bigger shot needs to give up a name.
Most people that s--k, don't know they s--k. Not sure why co-workers and supervision are afraid to tell someone when they foul up. I guess they don't want to hurt their feelings? On the other end of the spectrum I see many ISC "old timers" that just don't have basic PC skills. There is no job you could go to that would allow you not to be able to perform basic tasks for your job function after (6) years. I know it's a lot of paperwork to explain why Honeywell kept a loser for (35) years without a PIP, but we certainly lost some bright young guys.
Rather than telling this new hire he wasn't learning fast enough and go through the whole PIP process, we just sort of grouped him in the RIF. Saved a lot of paperwork. It was a hard choice and it certainly wasn't personal, he just should never have been hired. This gave us a quick and easy answer. I read a lot of these comments and wonder if any of you get that we have to give HR names. So clearly we will select the bottom feeders first. If we could we would keep everyone, but that's not how the world works, sorry.