Anyone else see a major lag with this nonsense? Now they’re trying to save money so are purposely not filling them quickly to save money each money. Makes great for being short staffed with vacations approaching . More genious ideas from up top
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Grammar and spelling apparently is no longer taught in schools.
It is good to save each money. Do you know how many moneys we are savings?
@1gml, I must have an odd group since each person on my certainly earns their keep. Sure, some are better than others, but every single one of us makes the company money. Some my do things that are hard to put a price on such as ethical hack tasks, but as a whole, having more secure systems saves our company millions. If an employee isn't making us money, they shouldn't be doing what they're doing.
@1gml, outsource to IBM??? 1993 called and wants you to come home.
It’s a mix of management’s incompetence and cluelessness. In late 2021, my EC-1 manager approved a req only to later hire someone new to run our group first week of January. This new manager immediately closed my open req and hired her own from BBH, but she went too far and thus had to eliminate four positions by the summer. The point is that if my EC-1 mgr was going to hire someone senior to run our group, why’d he approve the open req under me!?
They’ve done such a poor job for many years (if ever) in terms of properly allocating their comp dollars.
Managing people at BNYM, you inherit people whose comp is way off. Person A is constantly fixing the work of (or dealing with the clients of) Person B, because they are so ridiculously incompetent, yet Person B almost inevitably earns twice what Person A does, and HR won’t help managers fix that. There are Level Ks who are so much more valuable than Level Ms yet their salaries haven’t been adjusted in years.
Many HR folks there are truly trying their best, but the company has no commitment to doing HR well (which is why the current head of that area is not really an HR person; she’s a lawyer).
News flash: BNYM talks about how they monitor what the market is paying and adjust accordingly. Those adjustments only apply to new hires. The rest of you who have proven yourselves and have all the institutional knowledge are only getting your puny merit increases. Those you’re training are making a whole lot more. That’s why you need to constant push your manager on comp (if you have the results to back it).
To the topic at hand, they drag their feet approving reqs knowing it will just force everyone to work harder and the work will get done. That might be ok if they gave everyone a little something extra for their effort…
Most employees really are not as productive as their expenses. Every aisle or collaboration room that you to has an obvious person who is cranking away while all of the rest are slacking.
So 90% of the bank are slacking and management and HR have absolutely no way to rate or assess their employees.
But the real problem is that the highly paid executive leaders charged with cost savings, automation, blockchain and AI have completely failed to deliver for 6 years. You know the names. Regelman. Engle, etc.
We could give up and outsource all tech to IBM but we considered it twice and that road went nowhere.
What is so hard about hiring a Regelman that can actually deliver automation?
They’ve been doing this for the last 25 years, maybe more. Reqs wind up sitting on the approving Managers desk for what seems like an eternity. Always an excuse as to what’s holding them up unless it’s a referral from someone in senior management.
They cannot match the salaries of newbies (Generation Alpha or X) earn more than the boomer and Millenials. Experience don't matter anymore if you do the same repetitive, mediocre type jobs. Inflation is sky rocketing and almost companies are losing their cash reserves. They have to spend consciously else the cash reserves will almost be 0.
It's the typical mentality of BK "leaders". They have this idea that employees cost money but the fact is employees MAKE us money. If they don't, they shouldn't be hired.