today was the 10th year anniversary of a colleague working for my company. a huge and very well know one. a company that some will dream of working for. multi-international, good projects, sophisticated processes, anything that a good company have to offer and also so many flaws.
something that amazed me from the day one was the HR dysfunctionalities (if such word exists). the fact that it's so not-fit-for-purpose that they have no means of recognizing friends and foes. something that i have first hand experience with.
first HR people (not all of them but quite a lot of them) were from Ice-age. due to their back ground. mainly former admins who had been promoted to managerial positions without proper education, especially lack of resource management and change management skills. i believe change management is within HR essence. there's a flow of human Resource coming in & out of every organisation with a pace specifically defined by the size and nature of the business of each company. so change management first should be realised and understood by HR people. it seems not only at the company that i work for, but also in other companies it is an unattended or rather ignored competency. it somehow reflects the short comings of system developers who had actually ignored it.
HR system flaws here are so that those who have bad intentions can bullshit their way up where people who have great enthusiasm for working in this company (or other bigger companies). last week i saw a colleague, a bright young talent, leaving the company. someone who could probably work for another 30 years in tis company, someone so proud of working in tis organisation that had chosen a user name with name of the company included in it. it got me to think how easy he'd been letting go? and then today we celebrated the 10th year anniversary of a man, a senior manager, who hardly cares about what's going to happen!
it just is disappointing. very disappointing. and a colleague friend once put it very well that "it needs a decade for HR Managers and People to evolve. We need to see the incumbents leave the organisations and be replaced with younger people and fresh ideas to have current issues tackled."
