truenorth418
Full time employment: Posting here.
I spent a few hours yesterday doing some spring cleaning. Before leaving MegaCorp I had saved a huge pile of work-related documents that I thought I might want or could be of interest in ER. In total the documents had stacked about 3 feet high. But now, ER'ed for about 1 1/2 years, I realized there was actually no use after all in keeping all of these old documents that had seemed important enough to pack away in the waning days of my employment.
The thing that struck me as I was finally hauling this pile of paper to the shredder was the vast quantity of performance reviews, objectives, HR-related profiles, and other bureaucracy-driven forms I had completed over the course of my 12 years at my final company. In addition to the hours of annual objective setting and mid year and year end evaluations we were forced to complete for ourselves and our direct reports, we also spent hours on organizational health surveys and psychological self-analyses meant to "improve" our performance. One year it was the Myers-Briggs, the next it was FIRO-B, and so on.
So much time spent, so much paper, and in the end, what for? What was so important to agonize over in, say, 2006 or 2010, is today worth nothing, garbage.
I am convinced that much of the HR function is self-perpetuating, a bureaucracy dedicated to justifying its existence via endless forms, questionnaires and processes that really contribute little to the top line or bottom line results of the business.
The thing that struck me as I was finally hauling this pile of paper to the shredder was the vast quantity of performance reviews, objectives, HR-related profiles, and other bureaucracy-driven forms I had completed over the course of my 12 years at my final company. In addition to the hours of annual objective setting and mid year and year end evaluations we were forced to complete for ourselves and our direct reports, we also spent hours on organizational health surveys and psychological self-analyses meant to "improve" our performance. One year it was the Myers-Briggs, the next it was FIRO-B, and so on.
So much time spent, so much paper, and in the end, what for? What was so important to agonize over in, say, 2006 or 2010, is today worth nothing, garbage.
I am convinced that much of the HR function is self-perpetuating, a bureaucracy dedicated to justifying its existence via endless forms, questionnaires and processes that really contribute little to the top line or bottom line results of the business.