If GE is looking to cut costs why do they not eliminate all these leadership programs (FMP, IMLP, HRLP, OMLP, etc.) We spend all this money on these programs (salary, housing, sign-on bonuses ,etc.) and 6 months after going through these programs we only have a handful of these employees still with GE. Has anyone done a cost/benefit analysis of these programs. What is the need for these programs now that we are reducing our workforce by 25% or more. Shouldn't GE have a virtual "Suggestion box" so employees can submit ideas of where to cut costs since we are on the ground level and see what goes on.
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Also CAS should be gone!
@QhkbtFI-1ult, no, I thought because I worked hard and was a good performer that they would treat me well. And I was willing to stay for life, put in 12 hour days, and make less than market rate because I believed in what we were doing. When I realized that was all a lie, I left. I'm sure my story isn't too different from many others. Can you blame us for leaving ?
GE got its money's worth and then some out of me. I don't think they're losing money with the LP's because they spend a couple thousand per year on trainings. They pay less in salary to make up for it.
The management programs have to continue because they maintain the mystic GE management has built up for itself.
GE is not an industrial company. It is a management company that runs an industrial company.
So you think because you did some leadership program that you are invaluable and on the road to great things? Looks like you don't need to be too smart to get onto the program.
If you want to really really know why GE had its head in the sand, you can relate the EGO culture directly to the LP programs, how many of the LPs graduates belonged to peer groups outside. There is a reason GE got behind, Leadership was too busy developing an internal ego.
@1uws I'm glad you escaped from that abusive relationship I am also looking to do the same and am now more encouraged, so thanks for that.
I'm a former program kid. Not sure what you're talking about as far as promotions. Maybe for OMLP, but not Edison. Most former Edison's get paid below market rates and get promoted much more slowly than they would outside. It's a pretty dead end job. If you're lucky you might become a TL or manager in 10 or 15 years.
I did bust my butt for the company and I thought it was for life. Then they shut down funding for my program and laid me off. Next, because I was a good performer, and still cheap, HR was calling me every day to get me into a different position. It was around the holidays. It felt like emotional abuse. One minute, "you are unnecessary to us, here is your packet", the next "we really value you, please don't leave!" I took a job with more responsibility but they refused to give me a raise.
I was lucky to be employed, but I was still reeling from what happened and so numb. It killed all of my loyalty. It took me 4 months to process what had happened, and then I got pissed. I started applying outside and found out how underpaid I was. I got a management job somewhere else making 40% more. And I'm happier.
The end.
Agree!!!
Good idea, get rid of HR also.
The LPs are cheap labor while in the program. After the program if they decide to stick with GE, they are questionable at best. I think only 10% of them are really good at being Manager and Leaders. The dumbest sh-- is when Programmers decide to do the LPs and not return to coding. #careersuicide
Suggestion box!
Here is a news flash...how about you start off as individual contributor, then tech leader , then manager, then GM , then VP ...work your way up through the ranks.
GE leadership is a bunch of a$$ clowns. These hot sh_t young guns get one look at this company and they jump ship in 4-5 years after completing the program and go work for a real company. Good , idea get rid of the program kids ..
If GE wanted to be innovative how about you bring back real tuition reimbursement and /or help these kids pay for their tuition. You ever hear of Gradifi ..Google it ....bring back some loyalty to the employees and maybe they will bust their a$$ to work for the company GE should be !
Of course they won't cut those programs--as those who stick around are quickly promoted up the ranks.
Besides someone has to look down on those of us with technical domain expertise.
Amen!
Agreed.