What does DXC do to: 1) Retain good employees. 2) Reward performance. 2) Develop employees.
30 replies (most recent on top)
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NOTHING
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NOTHING
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NOTHING
Why do we stay, Over 60, work close to the office or from home. Don't want to be on call, Don't like big change
WROST PLACE ever ., I had always in 30+ years working got at least a 3% raise yearly. DXC ZERO nothing, But the CEO and NEO's get big raises and bonues.. F--THEM
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Yep Mikey was retained
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Yep Mikey was rewarded very handsomely for WFR'ing employees
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Yep Mikey developed a pool of cheap Graduates that are clueless in delivering quality outcomes but meanwhile everyone else that has experience is developed to be shown the door.
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hahaha
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hahahaha
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hahahahahahahahahahahahahahahhahahahahahahaha
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Nothing but WFR
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Nothing but WFR
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Nothing but WFR
No change from 5 months ago. However:
1) Retain good (cheap yet clueless) employees.
2) Reward performance (why do employees want pay increases? Isn't DXC a charity?)
3) Develop employees (they need to earn their place relative to leaders at the top).
1) From ML's viewpoint the only good employees are his HR lady friend and himself. Everyone else is line for the chop
2) Increase ML's bank balance as he is a VIP
3) developing employees is an avoidable expense so why bother?
This was originally worded as "In order for ML to be successful at DXC you must accept individual responsibility for your commitments and expect to be accountable for results.
they do nothing but destroy morale.. management s---s and should fired across the board.. a bleeping monkey can do a better job
not mikey's objective besides kicking out everyone else.
They do neither.
So the good leave.
The no hopers, trash..stay.
Well DXC offers EMC training , but doesn't give you time to take it. It would be nice if we had a week to take training and not have to handle projects, and help the India teams their jobs.
Boy am I glad I am out of this rat race BS trying to work today. If I had to do it all over again I would start my own business and bypass all the BS in today's working life.
@tnw
I think you nailed it. I‘ve been thinking about this change for a while now. It seems it‘s not only DXC who treat their employees like tools. What do you think changed in 2006? Could the crisis which started in about 2007 have something to do with it?
It think this thinking may refer back to the previous companies in the 1990's to about 2006 when people were...(no this is true kids!) ...the company's 'greatest asset! In 2018 people are no longer seen as rich assets. They even used to value 'experience' which was part of the CSC tag line at one point. People , I'am afraid are no longer value. DXC just want quick hire and fire resources and continuity in automation and bionics. What was the last thing you can remember where the company clearly showed respect for its employees? Take your time.
The original question implies that DXC actually cares about employees.
This is going to sound odd - but up til last year, I always got zero training and menial pay rises.
It was an awful feeling working at a company knowing that the 3 levels of management above you had it all sown up and cushy - they just didn't do anything except sit on projects being "capability" managers while you slogged away working late on a Friday every week while these sh*ts went home early on a Thursday.
Thankfully, They were sacked this year (WFR) and I have to say that I'm still blinking at the difference with the replacement bosses - I've never had so much training and opportunities.
These questions are out of date - it was truely horrible for many years - it does seem better for me at the moment.
I knew a lot of people who 'accepted their individual responsibility...' and were 'accountable for results.' But they were over 45 yrs of age. You can guess the rest.
This is the response I received from Olivia, DxC's artificially intelligent job assistant.
In order to be successful at DXC you must accept individual responsibility for your commitments and expect to be accountable for results.
1) Not nearly enough, although some did get non-trivial pay rises in an attempt to retain them; for some this didn't work.
2) Not much. In the UK you might get the quarterly £500 Get It Done award IF you are nominated and IF the 18 (!) managers reviewing each of the nominations think you are worthy.
3) There is SOME (real) training available; the catch is that you can't stay overnight for training so unless it's local you're stuffed.
According to 'Olivia' the DXC automated Job Assistant:
"DXC views professional development as a [pain in the -ss] corporate responsibility—a strategic investment in our employees’ and the company’s future. [company's what!?] We offer several learning programs and an outstanding career development system [LOL!] with many opportunities to help you reach your [VR] potential. Providing ways to learn, grow, and explore new and challenging opportunities [after WFR] contributes to our [Share Price] ability to retain a motivated, knowledgeable workforce. [ROFL!]"
[Ref: http://jobs.dxc.technology/]
[Terms and conditions apply. Your job may be at risk if you disagree, speak out or suggest contradictions to our beloved leader's girlfriend's double-plus-good-speak]
Is this a trick question?
You only gotta look at CSC in the UK. Knowing certain people gets you places!! Fact
RIF ...RIF....RIF....
1) WFR
2) WFR
3) WFR
So glad to have been WFR'd for doing a damm good job, and Mikey enjoyed picking up a bonus too.
....agreed with all...and to make matters worse, they keep piling multiple job functions/roles/titles onto one person so that in effect ONE person is doing the job of multiple people...hey DXC gets not a "2fer" but 3 or 4 fer one....hahha! You do MORE work for LESS [ay...and if you don't like it get the hell outta here!
Test
Account run lead : A coordinator doing the work of Delivery manager
PEM /Global PEM : A coordinator who monitors P1 /P2 ticket like service desk but having the grade of a manager who assigns the ticket to technical teams to work
Answer is nothing for all 3.
In fact its just the opposite, DXC :
1) Retains the worst managers and promotes them
2) Rewards lack of performance, they need head shakers who will agree to everything.
2) Develop problems for employees and for the future.
Creating multiple similar posts like : Account Run Lead (ARL) , Production Environment Manager (PEM), Shift Management Team (SMT) , Service Delivery Manager (SDM) , Account Delivery Manager (ADM), est Shore Account Delivery Manager (BS ADM) etc etc ..they keep increasing their own overheads and promoting the employees who are their friends / relatives.
Nada for all 3
1) Nothing
2) Nothing
3) Nothing