by pup55 » Fri 21 Jan 2011, 12:08:28
I need to come and party with you sometime. Better make sure my insurance is paid up....
You're probably right on the issue of not picking at the oompa loompas.... it's not necessarily their fault.
Over in the US, at least, HR people are in their jobs to stop things from happening. They stop people from getting hired (there are a lot of procedures and ratings systems put in place to keep the organization from hiring people on either end of the bell curve), they sometimes keep people from being fired (there's a process, occasionally, of probation and other levels of purgatory for people who are otherwise at the end of the bell curve), they are gatekeepers, in a sense.
So, being efficient, productive, and having them use common sense is not in their core job description. Their whole personality is process-oriented, rather than results oriented....
Peter was right. When they reach a certain stage in their development, some of these organizations screen out talented and creative people when it becomes more important to preserve the existing hierarchy. They don't want a lot of smart people around, they want obedient people around...Peter's Third Law: "Super Competence is more dangerous than Super Incompetence" applies in this case.....Naturally, when TSHTF and there is some kind of a big change in the economy or in their industry, they are completely paralyzed because they've screened out all of the people that are innovative enough to drive the change.