I can't believe a company with visibly no S&D, no career paths for non-high potential employees, and a pointless IDP process gets a red flag in Employee Engagement and Development.
The good news is that with our current HR strategy, we will be able to continue our low cost shift to an India-based work force!!!
https://www.wsj.com/articles/best-managed-companies-2022-11670621928?reflink=desktopwebshare_permalink
The racism in Annandale is unbelievable! The old VP and head of HR were made aware and did nothing about it.
There is still a lot of bias and favoritism in assigning Ultimate Potential. Possibly some racial and gender preferences in the process too.
Another factor is that HiPos are very protected in ranking sessions. I have seen HiPos that did not understand their group’s work placed at top so that his ranking matched Senior executive expectations.
I was once shown the rank list of CL 25s by a senior manager. I asked about 4 people at the top of the list that I knew to be id--ts that achieved very little. The Senior manager explained that those 4 were recently placed on the HiPo list and therefore had to be given ranking to match that potential.
It’s completely useless. Your IDP is a conversation with your Supervisor, who also has almost no tools or ability to influence your career. It is just a smoke and mirror process to placate the tide of employees looking for work elsewhere.
Now, if you’re a HiPo, then it’s totally different. You actually have people responsible for planning and helping you along. For the rest of us though, it’s just a career long, mindless, dog fight for roles. With no rules, no referee, and the good positions are taken by those that the company has already deemed better than you.
For once, Im impressed with the level of openness in the IDP process. In my mind it should have always been this way.