Thread regarding ADP layoffs

Anyone know anything about the RPO organization? How many took the early retirement package? Will there be more to come?

To the last poster:

No one has retreated anywhere. I stand by my words. You can demand proof from me, but I can't demand proof from you?Hmm... Sounds unequal to me.

You don't seem to understand. Let me repeat. There are several posters who posted against the two ADP organizations. One of them said that these organizations should be eliminated. I was not the one who said that. I don't care what ADP does with them. Thus, I cannot retreat from a position that I did not take.

Your strange assumption in your last sentence where you use borderline offensive language does not make any sense. Sounds like sour grapes to me. You cannot twist things around to your view of thinking so you have to lash out and complain.

It's my favorite thing when people complain and toss around accusations but then when you ask them to back them up they ask you to back up your questions and then they retreat into saying they weren't complaining. This whole retreat made the stance that learning and pmo should be purged a baseless and ignorant brainfart by someone who had a personal ax to grind.

"...Put-forth point of view that two orgs should be eliminated"

I forgot to address this. I never said that these two organizations should be eliminated. That is from another poster. I don't care what ADP does or does not do with them.

"At no time in this conversation did I put forth a view so have nothing to prove"

You did indeed put forth a view questioning my post. Your implication is that the information that I wrote may not be true. If you claim that, then you also have to provide proof supporting your position. Otherwise, we are at an impasse.

"Both groups are transparent to clients so how can they be propaganda?"

These groups are transparent to clients but only to a certain degree. They are there to convince the client that things are being done that are unique and outstanding and that special emphasis is being shown to them, directly and indirectly in the work being done there. But it is all a smoke and mirrors act.

"Do clients not need training"

Of course clients need training and ADP provides that training via the organizations and outside those organizations. But the organizations don't do anything unique there. Clients need training and in all payroll/personnel companies that are like ADP, they get that training. That is not unique and not an "above and beyond" product feature.

"Do projects not need to be managed?"

Similar to my client training response above. Yes, projects need to be managed, but again there is nothing unusual here that is provided. The intent is to convince the client that there are things going on behind the scenes that is truly outstanding in that the client is being helped. But again, nothing substantial is happening. It is all a facade to try to make the clients think that these internal organizations are somehow superior.

At no time in this conversation did I put forth a point of view so have nothing to prove. If you reread, I simply asked questions about your put-forth point of view that two orgs should be eliminated.

I repeat:

Both groups are transparent to clients so how can they be propaganda?

Do clients not need training?

Do projects not need to be managed?

Please provide a single example of not doing "the work that is claimed that they do."

I don't want an argument. I want answers.

Also, where is the hate-speak? I am presenting my information in a professional and dispassionate manner.

Your post also reads like an opinion. You also do not provide any proof supporting your point of view. The burden of proof goes both ways.

The posts here are experiences of ADP employees, both present and past, who are simply relating their knowledge and what they went through. It is difficult if not impossible to provide proof in this forum.

But before discounting anything, please provide your own proof here.

I'm struggling to understand these recent posts about the learning org and PMO. They read like opinions. I read no facts. Both groups are transparent to clients so how can they be propaganda? What is the facade? Where is the glitz and glamour? Do clients not need training? Do projects not need to be managed?

I'm not saying you're wrong. I want to understand. Please reply with something concrete and not just hate-speak without facts. How about some examples of not doing "the work that is claimed that they do"?

I could not agree more! The "leader(s)" in those two orgs are horrible examples of leaders. The organizations themselves and the work they are supposed to do add almost no value at all since it is mostly all facade.

The Learning Organization and PMO are organizations under ADP that have been created as a facade and don't really do the work that is claimed that they do. They only exist to show clients and outsiders that this important work is being done and that ADP is an innovator and a leader. Its all glitz and glamor but with nothing meaningful inside. These organizations are for propaganda purposes only.

This is similar to ADPs "Innovation Lab" and empty slogans such as "Employer of Choice" and "You're in good company".

I'd like to hear more about why the Learning organization and PMO need to go. Both groups now report to the same leader (as of June 1). What is the rationale for the statement?

So true.

Two ironically named orgs in ADP that need to be severed completely:

1) The "Learning Organization"

2) The "Product Management Organization"

Both are completely made up names that lie about what they do with 100% useless management at all levels in both orgs. If ADP wants to right the ship, those have to go without question.

The people that end up staying in this nightmare of a company are going to subject themselves to needless pressures for a pauper's wage. Why work so hard for so little when there are better opportunities outside ADP?

In the end for the people that stay the vacancies that are opened can be filled by new leaders, people who have more drive and desire. And if you stayed in one job in one department for 20 years, well, you did it to yourself.

The difference between the 2 is night and day. Year end made me shed a tear.

You may be low paid and underqualified but that does not automatically mean that you are stupid. The problem is that the work that is expected from new employees is too much for too little pay. It takes years for a new employee to become productive no matter how intelligent the new employee.

Now there is an additional challenge that new employees have to figure out things by themselves since most of the experienced high paid employees have been thrown out and cannot help the new employees figure things out.

I was a programmer analyst at ADP. Things get hectic at year end, which typically runs from Thanksgiving through about the middle of February. That time is blacked out and associates cannot take vacations then. The reason that year end is the busiest time of the year is that clients are closing out their payrolls for the year. Additional processing is done and there are frequently modifications that have to be made above and beyond the usual ones. Stuff has to balance out and if it doesn't there will be he** to pay. The ADP associates have to figure out what is wrong and fix things in a jiffy. The time windows for resolution are also much smaller during this time frame. Stress during year end is usually up through the roof even for seasoned professionals who know what they are doing.

Unfortunately, despite ADPs training programs which cannot adequately teach new employees in a short time period, ADP management has typically looked at its employees for answers to problems. This company expects employees to step up and resolve problems on their own. Management has a "We hired you for this job, so do your job. And if you can't do your job, then just what kind of a professional are you?" mentality. Unfortunately, the wages for the new associates have been dumbed down so it is questionable if the new associate should stay and try to figure out these complex issues or just leave and go to another company where the work is far easier and the pay is higher.

Ok, so from a newly hired "low paid, underqualified associate " as some of you like to say, what is year end? How is that different than end of the fiscal? Honest question here.

Lot of knowledge is walking out the door today.

I also have the 10/5 date. 9 weeks left to go. No year end. Things are getting really bad. Changes right and left on how they want things done. Feel sorry for the new employees who never been thru year end. They don’t know what they are in for. With all the tenured people good will have no one to help them.

My date is 10/5 and it cannot come quick enough. I am so happy no year end!!!

In the learning organization, 11 are leaving on Aug 2, and 19 in October.

A small amount, the bulk (60% of those accepting the ERP) are checking out on 10/05/2018 just before year end.