Thread regarding General Electric Co. layoffs

Get rid of these failed mgmt training programs like CAS, DTLP, Crotonville and promote managers and executives based on merit only

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Post ID: @OP+1eK6T3Ut

14 replies (most recent on top)

Continuous Improvement...continue to do more with less, so eventually you will be able to do it all with nothing...

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Post ID: @3lax+1eK6T3Ut

How dare you suggest shutting down Croutonville! Sales of large paper flipcharts will plummet, possibly cratering that industry. You monster!

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Post ID: @3qza+1eK6T3Ut

I didn't want to bring that up because I have a greenbelt cert.

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Post ID: @2kis+1eK6T3Ut

Post ID: @OP+1eK6T3Ut:

You forgot to mention the so called Six Sigma "Green Belt" and "Black Belt" certification training. A total waste of time.

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Post ID: @2qnv+1eK6T3Ut

Failed? For management? Nah, that's their ticket to promotions and keeping a buddy club in place.

For the rest of us, it's a reminder that we weren't anointed to get those promotions because we weren't graced with being a member of those programs.

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Post ID: @2glg+1eK6T3Ut

The new faces create even more problems to deal with and leave the toxic waste for the incoming incompetent management whom spew out a different set of meaningless, confusing buzzwords. A never ending cycle.

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Post ID: @1ywp+1eK6T3Ut

What matters to me is whether or not a person can solve challenges and make quick and dramatic improvements on the shop floor. It seems to me that most managers don't understand making parts at the basic level so they spend their time on useless projects like constantly moving stuff around in the name of efficiency while fewer and fewer parts get shipped on time. We seem to be doing less with less. But hey, at least we are diverse. If we make the best parts efficiently, problems go away and engines get sold.

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Post ID: @1gua+1eK6T3Ut

Diversity is what counts. HR is looking to check off the correct boxes.

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Post ID: @1skb+1eK6T3Ut

We already have a system based on merit. The problem is that those making the selections define merit differently and view certain things as an example of merit, that aren't seen the same way by others. There is no black and white checkoff list to work from. The bar that's set for it, is constantly adjusted from person to person. If you're holding it against somebody you like/know, then you'll more than likely lower it. If you don't like them or know them, you'll more than likely raise it to unachievable levels. It's not even a GE things, it's human nature and we're all guilty of it.

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Post ID: @1aph+1eK6T3Ut

What best schools? GE isn't a top destination. You all are mid the people coming are mid we aren't Apple.

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Post ID: @1sht+1eK6T3Ut

From what I've seen the company should save the money it spends on the people from the best schools. Most of them aren't worth a plug nickel. A few are but not from the schooling.

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Post ID: @1bvz+1eK6T3Ut

@hxu+1eK6T3Ut, what's wrong with that? motivating employees to manage their own development that's a fact.

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Post ID: @buy+1eK6T3Ut

That would take a HR department! One that knows how to recruit, interview, screen, hire, and then train and mentor. GE doesn't have that nor do they have any regular managers that know how to do that. GE figures they can just hire from the top schools and hopefully some of those hires will actually prove out based on the employees own initiative.

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Post ID: @hxu+1eK6T3Ut

agreed, promote based on maintaining quality but increasing productivity by having fewer people make more. automate everywhere you can think globally, make end products/parts as close geographically to final customer as possible

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Post ID: @zgz+1eK6T3Ut

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