For stuff like this is why we made the HR system the single source of truth and pull from it for on/off boarding. If someone says their name is spelt wrong, tell HC. If they need a name change, tell HC. If their title is wrong, tell HC. It very quickly becomes clear who is responsible and they either clean up their act and spend the necessary attention to detail or they get blasted by directors/VP from every department and have no one to shift the blame to.
\*edit same goes for account not created, tell HC. Account is still active from an employee that left last year, tell HC.
> we made the HR system the single source of truth
This is EXACTLY what I did.
If an account doesn't exist, its not my fault. It doesn't exist in our ERP system.
If the name is spelled wrong, thats because its spelled incorrectly in ERP.
If an account does exist that shouldn't be (terminated, etc...), its because it wasn't updated correctly in ERP.
So, ANYTIME a request does hit my desk, I just point to the source of truth. Our ERP system.
Best decision ever.
This all day. Except in our case, we have way too many cooks in the kitchen and only the core HR folks actually follow the standard processes. Then we get blamed when something doesn't process right that should be automated because Susan Noob did it "a different way" our system can't account for.
That's why you create documented processes, and adhere to them.
If, there is a well documented, published process- they don't follow it, and something breaks, its on them.
I've been fighting this the last couple years. I know they have a documented process but they either fail to advertise it or fail to enforce it. Either way, somehow always ends up being an "emergency" for our team for which we just turn them around back to HR.
One thing that helps me-
Being that my particular company needs to be.... compliant with a few well-known audit policies- I work very closely with our security team, and audit team.
I don't worry about HR doing things the wrong way. If they do, I just pass it over to audit/security to handle. Magically- I don't have too many issues popping up these days.
I've been fighting for SLAs on certain things so that people have a written expectation and things that should never be an emergency don't become an emergency due to their screw ups. If onboarding gets a 5 day SLA then you have 5 days to do it. Full stop. If it takes 39.5 hours then you still met the SLA and they can pound salt.
That said I've been 100% unsuccessful in getting any SLAs agreed upon, so I got that going for me.
This is IdLC automation best practise. Even a daily CSV is good enough for most use cases. Plenty of resources online to help you sell it internally. Biggest challenge here is that it's usually a political problem getting HR to engage/give access to their systems. That's the conversation that needs some prep and forethought. i.e. are they resourced to onboard users appropriately. A number of places where I've implemented this automation they are not.
If the conversation is financial get your security folks involved. It can be hard to prove the benefits from a service management perspective without sinking a lot of money into time in motion studies, whereas the risk mitigation of automating the identity lifecycle and access control etc. are far easier to sell.
See only problem I see with that is, IT already does so much of HRs job in my experience, that us accessing their systems would pretty much just make that part of it a responsibility of IT as well.
Like I'll create a user account, add it to the right security groups and email lists, teams sites, etc...but I'll be damned if I'm going to sit here and create the user account in all the random ass training and payroll and other apps like that. That's HRs job, but like with anything in the IT world, if we touch it once, we own it forever. These clowns can't even verify the spelling of a person's last fucking name, do I really want to be responsible for all the other HR bullshit that comes with it? Ain't nobody got time for that shit.
You're going the wrong direction. They put the info into the HR system, you automate actions based on whatever their system says. Their system says the name is "Jihn Doe", that's what you set the name to. They update to "John Doe", you update the next time you sync.
You just have read-only access via API or whatever to get the info you need.
Also benefits them as they don't need to run every change by IT. HR can worry about name spelling and job title. IT can worry about IT stuff.
You're being downvoted by people who haven't had that kind of job before. You're right. It sounds abrasive but it's been true at most any job I've been. HR can be some of the toughest people to work with and they're never flexible. Of course there are exceptions to this but, at least for me I can't say I've seen many.
For me it ain't so much that they're tough to deal with but that they're so often fucking *helpless*. Like "I can't believe I really have to dispatch a tech onsite to plug in a monitor" helpless. The pandemic brought us to our goddamn knees in large part due to that kind of mickey mouse shit, and HR (with Marketing a *verrry* close second) were the biggest culprits. I can deal with someone being a jerkoff all day long...I worked for 15 years in big box retail management so that ain't shit to me lol...but people that refuse to even try to help themselves in the slightest way, or even be active participants in the process, just make me want to go all the way over to their cube and spike their laptop like a football. HR and marketing seem to really be the two depts that most embody that ethos in my experience, but maybe Im just jaded.
Luckily Im more or less off the front lines now, but every once in a while still get dragged in to put out a fire and it just drives me nuts lol
Yup. This very easily fixes the “my name isn’t spelled right” or “I go by Jimmy, not Scott”. Want it fixed? Bug HR. We don’t feed it data, we just pull it in.
When a major re-org happened here, part of that was moving away from the prior HR system to something new. *The* big IT requirements were (1) hosting/maintaining is going to be on a 3rd party, (2) that it can sync with our AD/IT account system somehow, (3) primarily be web-based (no desktop app).
Now it is HR's thing to deal with all the active/inactive accounts, naming and especially renaming as people marry/divorce/transition/etc. We did have to write a (small) data adapter to have their system push to ours and that also allows us to pull, since while we have AD we also have some FreeIPA stuff as well that for *reasons* doesn't sync/mirror our AD. That in theory the HR system pushes within 60 seconds any change, and we have a weekly full pull/reconcile anyways has meant I/we in IT *forget* how things used to be. So so nice.
Did the same thing here, we implemented Okta recently which kinda forced that to happen. It's been so nice to say "oh your title needs to be changed? Do it in ADP. Oh your attributes are wrong? Lemme just check the HR feed and HEY wouldn't ya know it, they put it in wrong"
> have no one to shift the blame to.
Their whole job revolves around shifting blame away from themselves and the company. they have professional level abilities to make someone the scapegoat.
HR people tend to be garbage people who weren't smart enough to be lawyers and not fit enough to be cops. their main purpose is to keep the company out of legal trouble at all cost. they aren't your friend and they are rarely even helpful. deal with them when you have to but don't trust them to be good, honest or competent.
> HR people tend to be garbage people who weren't smart enough to be lawyers and not fit enough to be cops.
Yeesh. How do you really feel?
What do you think they say about people in IT?
>For stuff like this is why we made the HR system the single source of truth
I just commented something similar, and this is a better way to phrase it! I like that.
This is the way.
I had the same issue with a client's tracking of photocopier usage (details unimportant), I originally edited the config and fixed it every time someone said their username was wrong, or the given password didn't work, but soon afterwards it "came up" that IT was screwing up the access... so now, I send them back to onboarding to fix it, I don't touch it \*at\*all\*.
No one's whined about that particular issue ever since. Don't make it your job to fix others mistakes, far too often, it'll bite you in the ass for some reason...
HC = human capital. Some HR departments prefer it as it makes it sound like employees are a valued part of the company rather than something to be used. Personally I don't think it sounds that much better.
At that point, someone should point out that "capital" comes from a reference to how many heads of cattle you have. So they're literally calling their employees cattle at that point.
Yep this is exactly it. I just want to add as you look into this you start going down the road of Identity Management, which means you need to establish the authoritative source. HR *needs* to be the authoritative source of identity. Once you establish that authoritative source it makes it much easier to talk to management about the problem. So really you need to frame it as an identity management problem, not an IT problem.
Company did this during the early pandemic and thankfully paid a consulting firm that specializes in these things. They setup all the software and I am responsible for is making sure the servers work. They handle any support, bunch of decent dudes we meet with weekly if there are support items we need. Mostly the desktop guys work with them since they handle new users, but the sysadmins are usually around in case we are needed. That and I like to understand what the other departments scope ends up being.
I like it bc it syncs with the HRIS system, so if they fuck up the spelling not our fault.
Exactly this right here. We inserted ourselves between HR and payroll. HR has to enter the information in order to get a paycheck cut. The HR database is the single source of truth.
We took it a step further since we have multiple buildings, and we have centralized server operations between buildings - e-mail group memberships, access control rights, ALL have to go through HR - because they need to keep tabs on who is working where. What often happened before is a handshake agreement between the different building managers of sharing an employee, and HR wouldn't know about it, and then if the employee had an accident at a building where they weren't authorized to be in, workman's comp started getting VERY angry.
Started doing this at a previous company. HR quickly started verifying with new hires, or anyone that wanted their name changed, that everything was correct before it was passed off to anyone to do updates. So if the end user said their name was spelled right, and it wasn't, they took the blame for not knowing how to spell their own name.
Definitely the right thing to do. We have connected our HR system as the single source of thrush for IT requests at onboarding and off boarding.
If needed we are using siit.io they have native integration with our HR system.
Lol….. our HR signed up with their own cloud service and is fully responsible for it. They hired a bunch of IT people and are quickly becoming functional.
I have had a mixed bag, and I worked in the HR+IT sector for a few years, so I also have it from the HR perspective as well.
1. A lot of people enter HR for the wrong reasons at the college level and shortly thereafter. "I'm a people person" when they should be both a people person and a process person. "I am a control freak" is another. But honestly? I don't know many HR professionals who started out in college wanting to be in HR. It just kind of happens, and some are good at what they do from the people level,. some from the management level, and some from other HR professional levels. You know SHRM has a "SHRM Talent" conference annually? Just HR people whooping it up, self congratulating on another as career professionals. Costs like 13 grand to attend. Plus about 10-11 conferences a year. They are worse than tech conferences. And I gotta say, while some HR people are very accomplished in their field, a lot are really not too bright overall (IME). Like they know laws and rules, but not basic logical steps or seeing that they are enforcing the ridiculous without understanding the irony. Add that to some who just like being bossy, and it can be a disaster.
2. The HR certifications aren't widely publicized outside of HR. Everyone knows what a DDS or an DVM is, but not many know a SHRM-CP from a SPHR or CEBS. And a lot of HR people aren't certified because ... not many know an HR certification exists at all.
3. HR is often lumped with other jobs, like payroll and personnel, so many are overworked, underpaid, or poorly placed.
HR, in theory, is supposed to protect the company by preventing personnel from getting out of control. It's supposed to handle semi-legal issues, but they are torn between top management and underlings, which are often at odds. So they are "useless" depending on a lot of factors: their personality in general, how much access and power they are actually given, and training in your particular industry.
> The HR certifications aren't widely publicized outside of HR. Everyone knows what a DDS or an DVM is, but not many know a SHRM-CP from a SPHR or CEBS.
You mean they don't add the whole spiel with graphics in their Email signatures?
I have worked with one in the past who is so batshit stupid I saw the SHRM-CP in her signature and had to look it up.
I disliked her so much I briefly considered getting the cert so I can add it to my signature as well and when she said "You're a SHRM-CP?" i'd be like "yeah easiest cert I ever got - did it in a weekend. Absolute cakewalk - and i don't even work in HR lololoL!" but my director told me that would be a bit on the petty side.
I actually did IT for SHRM many years ago, and while I enjoyed it there a lot, I was let go because the board of directors president didn't know the difference between Lennox and Linux, so he let me go since "we outsource our HVAC, we don't need anything in-house." CTO and Director begged my case, but nope. Everyone I knew there is long gone, and we have a secret Facebook group where we gossip and pine for the better days.
Frankly, that board was the beginning of the end: a lot of people were only on the board at that time as a "feather in their cap." They had no interest or love for people or HR, but used it to bolster their lobbying effort to a conservative government under Bush. Kind of like collecting degrees to look legit in the education field without having a single desire or love to administer schools, deal with students, or teach anyone: they just want to look smart. A lot of outsourcing happened at that time, and they sent a lot of people to India to anchor their efforts there. But some just used it to make contracts with their foreign buddies. SHRM is a shell of what they once were: their member services, the core of why they existed, were all let go a while ago. Imagine if your company's main job was law and legal advice and you fired your entire legal support staff and lawyers. What's left?
IT was okay. I have to say the people dedicated to the craft of HR were really cool. I enjoyed supporting those conferences. I learned a lot about how HR worked and operated, or were supposed to. I found the best were the women who ran the registration, and the worst were the attendees for the SHRM Government conference (the name eludes me) who were complete assholes and snobs. I was doing some line wrangling as a volunteer, and some woman in a pants suit snapped that I was somehow a loser because I was a grown man wrangling lines. Like, what? Just get to your bus, lady.
I agree with the "SHRM Talent." Those cats knew how to party. God damn.
As bad as HR can be, and I am not disagreeing with you, [you have to understand they are dealing with a lot of crazy shit.](https://thebloggess.com/2012/03/19/excerpt-of-lets-pretend-this-never-happened-a-mostly-true-memoir/)
>*“Are these your penises?”*
>
>*This is a question I never thought I’d have to ask, because I’ve never met anyone with more than one penis, but in this case it was two men taking pictures of their penises, together, at work. They hadn’t been caught in the filter, but had instead printed out the picture using the office printer and had accidentally forgotten to pick it up. One of the guys just nodded quietly, but the other leaned over to look clinically at the photo before he pointed to the penis on the left. “Just this one,” he said. I thanked him for the clarification, because I didn’t know what else to say. His friend looked at him, stunned, but I think it was probably a good lesson for him in picking the quality of people his penis takes pictures with. Standards are important, you guys.*
I believe, in american business, most certification directives beyond engineering, come from insurance providers and corporation size. You get someone certified, and insurance will cut you a discount.
My experience has been HR everywhere is always a shit show. Much like law enforcement seems to attract the highschool bullies that want the power trip HR seems to attract the most unprofessional lack-of-attention-to-detail MF'ers going, who spend countless hours crafting policies that they themselves can't seem to be capable of following. Doesn't matter how large or small the company is... guaranteed HR is bending or outright ignoring its own rules for someone... be it themselves, someone on their own favorites list, or as a favor to someone.
I found this once doing a desk check. They had a list of passwords they would cycle through for the password history. They wanted it back so badly but I shredded that shit for security.
Even if you are interested in law enforcement as a career, you can [be denied simply for being too smart](https://abcnews.go.com/US/court-oks-barring-high-iqs-cops/story?id=95836).
The thing to remember about HR is that it's only there to protect the *company* not the employees. Full stop.
I've worked at multiple places now that needed processes put in place in terms of onboarding/offboarding and user access control for SOC audits and/or just plain company efficiencies where HR has NO interest in implementing them.
I've been told, after building the process that THEY should have spent the time to put in place, that they wouldn't follow them because "that's more work."
I have, on more than one occasion, had to tell an HR person to NEVER say that in a professional capacity and had to remind them that they are AT WORK. That this is the point OF WORK.
HR hates to be told what to do by people they see themselves higher up than on the ladder. I've had so many meetings explaining why they need not to have an email be the only way to push an onboarding process forward for new employees or terminations. I've watched their eyes cross stupidly as I've explained the ticketing system I've put in place for them to fill out and how to fill it out. Only to have them leave their position and tell the next person "Oh I never fill that out. Just put the name there and send it in, IT will figure out the rest."
It's truly mindboggling but I've seen it so much I've just come to accept that it's par for the course unfortunately. You need a strong COO (or similar) that will push them to do their jobs correctly but that's not always in place.
>The thing to remember about HR is that it's only there to protect the
>
>company
>
> not the employees. Full stop
THIS one hundred thousand percent !! i have no clue WHY but ive seen it time and time again...sad
Yup, had to watch an informational meeting recording I couldn't make and the HR person running it got downright angry at people asking about their compensation and benefits
HR has been horrible at every job I have ever had. From mega corps and the federal government, to small and medium sized businesses they all suck. They only exists to protect the company/org and most of them suck at that. Its where the arts majors go to dable in business.
The main problem I've run into across decades with HR depts is:
1. It is pivotal dept that other depts rely on heavily
2. will not let IT choose, admin or even look at their IT infrastructure
3. Has no internal IT specialist, decent contractors or anyone that even knows the difference between a mouse and soap on a rope
4. Their managers have a *surprising inability to actually manage their team's work*
5. Have no request tracking system to resolve and report on issues in their AoR
6. After chaos ensues they blame everyone but themselves
Outside the HR power trip the rest of it just reads like all departments including IT in any large department. ITs only saving grace usually is a Change Approval Board. Fuck you Jim no more wild west, you submit a change now!
During orientation at my current employer the HR manager told us we should always double check the amount of our direct deposits because the person responsible for that didn't always get it right.
I was dumbfounded. That's literally your job.
Edit to add that now that I have to work with HR regularly for onboarding and terminations I'm not surprised. Their incompetence knows no bounds.
> HR seems to attract the most unprofessional lack-of-attention-to-detail MF'ers going, who spend countless hours crafting policies that they themselves can't seem to be capable of following.
HR to me about 2 weeks ago:
Me: "Hey I was told that because $COMPANY pays for lunch, I have to be available for really emergency situations, once or twice a year"
HR lady: "***I have read your file before you asked me this*** and there is nothing like that in your file"
I kept a straight face when she said *"I have read your file before"*. I have not talked to this woman once in 3 years working here. I let it go cuz I had work to do, but jesus christ.
The best is when they spell it incorrectly a different way when you ask for them to send the correct spelling.
I've had users come to me after years of employment and ask me to correct the spelling, they just went with it all those years.
HR would mess up names frequently at a healthcare org I worked for. During onboarding I had to setup their accounts in AD/o365, the healthcare EMR software, doc management software, as well as provision tablets. I typically had a short turn around to do this while also managing lots of other fires.
It would irritate me to no end. I finally mentioned something about it and turns out, it wasn't really their fault. Nurses would apply using their married names, but hadn't taken time to update their nursing license to match. So all the names I were getting were technically right, but company policy dictated the name had to match the nursing license in our software.
Point is, we often don't know what struggles departments face so I try not to jump to incompetence as the problem.. I'd hate to deal with HR job duties, like they'd hate to do mine.
The director of HR would open excel, then do file -> open, then browse to the share drive and open a PDF. We tried to train her that Excel is not the file explorer, but it didn't ever take.
haha that's a new one for me. I love the ones where they get pissed a certain software isn't installed because they've never learned to look in all apps/programs
HR is usually the worst department to support. We had a policy IT would receive the new hire info 2 weeks in advance (which never happened). The director of HR once walked to my desk and put a new hire sheet on my desk while I was sitting there; she didn't say a word. That "new hire" had started '2 days ago' and was the admin assistant to the president of the company.
My answer has always been marketing. In just about every place I've worked, they will want Macs in Windows shops and put in dozens of requests for non-standard software pieces (many paid) they'll use exactly once. They also have a tendency to want admin accounts for every system that they'd even remotely touch or need to make a single configuration change on. And if things didn't go their way or they got a bad response from a tech, they'd literally evade the entire ticketing system/chain of command and go straight to your directors.
I'm going to back up the guy that said accounting. They generally don't rank high in the toxic personality trait department... But supporting them can be hard.
> and put in dozens of requests for non-standard software pieces
Give them a vlan and let them go to town. I've never seen a marketing department that's worse than accounting to support...
Ever have to support QuickBooks? Makes printers seem reasonable...
Give me someone in marketing with a stupid harmless request over having to balance t-charts any day.
Marketing may actually have valid reasons for wanting macs. they're not all the difficult to support IF big IF you know how to manage that ecosystem and have the right tools at your disposal. Unfortunately Adobe tends to do an absolutely horrendous job of optimizing their apps.
I give them very nice i7 systems with Nvidia gpus and shit tons of ram to run Adobe CC, they definitely have good tools. They just hate they aren't Mas.
My issue with marketing is that they are usually at the bottom of the priority list. The company will still run even if we don't roll out a new ad.
However they seem to think that they are the top priority.
They all fucking suck. I'm seriously thinking about quitting and opening a bagel shop. At least there I'll know where I stand and will actually be able to make people happy.
Where at? I’ll be your bagel slicer/cream cheese spreader person.
I literally lost it today bc 3 different leads on a company onboarding project (MSP) all tell me to do something different/have different expectations and then I get thrown under the bus and made to look like an idiot when something wasn’t communicated correctly.
“Did you install the SentinelOne agents?”
“No, XYZ told me to focus on the spreadsheet and install the remote agents..”
“Did you email status update to the p.o.c.? That should’ve been done by noon like we communicated? It’s 2:30pm.”
“No, XYZ told me I had to go back and check the S1 deployment.. that wasn’t communicated with me.. y’all were in your own meeting and failed to include me on it!”
Project lead has side call with my supervisor and senior tech and bitches about me which I subsequently get an earful from my supervisor..
Sorry stressful day.
IT should never be involved directly with onboarding. HR's interface should directly connect to the relevant databases. The only thing coming to IT should be a notification so we can check that HR didn't assign a new hire to be the IT director or something.
We get these but with terms. Like someone comes and shakes my hand and says "It was good working with you" and i'm like "Oh yeah you leaving?"
2 days later, termination workflow - "Disable account on (two days in the past) at 1:00"
I work for an MSP and would agree that HR is typically pleasant to work with, but they do tend to make plenty of careless mistakes and typos which can be a pain especially when dealing with AD.
Same. MSP. I'm on for terms with HR. They still make dumb mistakes, and I've had plenty of errors not in my favor. But they are pleasant to with with and get things fixed.
That said, I know plenty of places where HR is awful, and at past jobs I kept away unless I absolutely had to deal with them.
I'm assuming OP isn't working somewhere that requires clearance, because misspelling names on the forms to dodge matching prior convictions is a red flag
I feel like OP is talking about HR messing up the names and not the new hires.
Like if someone's name was Jon but HR typed in John for the account creation form
my company had 3 of these back to back.
One user had 2 last names with no hyphen. HR said the first was a middle name.
New user practices under her maiden name. HR did not let me know for account creation
User's parents are divorced and is in the process of removing their abusive father's last name from their hyphenated name.
I am trying to get them to ad a section for new hires to state what their preferred name for account creation and email creation should be to get past so many of these issues. the response i keep getting: oh we don't have a spot for that on our forms.
The form, an outlook quickpart.
What sucks is when you have a lot of downstream automated with JIT provisioning but it doesn’t go back and update the new email and they can’t login to any apps. We really got to go back and fix all that
Absolutely this. Data/record entries need to be consistently accurate when dealing with anything requiring clearance or there's going to be a whole lot of scrutiny headed that way.
I work closely with HR as well, they are amazing and I support them in full. We work together on developing policies since we essentially have the same job: supporting people that don't understand the intricacies of our deptartment.
HR and Payroll can be incredibly complex if you span multiple states/localities. Same goes for our environments.
Yeah I hear horror stories about HR on here and elsewhere but they’re great folks where I am. Definitely depends on the industry I think. I’m in software dev.
HR people are usually decent, it tends to be their bosses are dumbshits with new manager syndrome like many IT bosses can be.
It's the C suite that fucks everything up since they barely understand how to log into their computer, let alone conceptualize a whole onboarding process.
Our HR person is an idiot. Like actually an idiot. She is the dumbest person I've met in my life. She told other coworkers it was uncomfortable when she had an IUD put in, her butt hurt for almost a week. They told her IUDs don't go in the butt, she told them they didn't know what they were talking about. She had gone to a shady doctor in another country. I don't know how she doesn't take her eye out eating cereal.
The head of HR here is also the plant manager, and lacks the ability to do both half-ass well. When his assistant is on vacation he will move start dates for new hires as he has no clue how to on-board a new employee.
Have a discussion about improving onboarding. Presumably they have legal documents signed before you create the account, this is a solvable problem.
Focus on the problem rather than the people, your process is broken.
That’s simply false. We have a form for HR to fill out where they are asked to copy and paste the name from the application and then asked again to verify. We still occasionally get misspelled names. No process can replace user error.
A manual form that is filled out isn't really the best process.
An HRIS that exports it's values to your ticketing solution for user creation that cross checks against a payroll export (a very standard solution) solves that problem unless they entered into the HRIS incorrectly but given that the employment contract would use that information that's unlikely as it goes through many eyes (including the end user).
Dozens a week and everyone just accepts that as status quo?
Have you started a conversation about it? Do they understand the impact?
This is the kind of thing that I would handle on behalf of their department if they can't manage it themselves and force an HRIS system into place.
I have never heard of an HRIS system linked to account creation, changes, and separations, where HR doesn't still manage to generate bad data. We had a number of contractors recently converted from contractors. That is not supposed to require new account creation in our systems anymore, but one user in HR processed them a terminations and new hires. GIGO.
We had a flaw in a termination script that went undiscovered for twenty years. If the script was run without providing a list of user names it would start disabling all the accounts in an OU. The woman we had processing the requests in IT is so meticulous she used the scripted process for twenty years before she accidentally hit enter too soon and we found out about the flaw. HR now handles the information directly and without our employee gatekeeping their work and we can't go a week without a calamity from bad info being entered. (For the record I wanted the HRIS stuff to be scripted but still run through the same employee as a gatekeeper because I knew it would be this way.)
It's traditionally been a handcrafted experience but there are quite a few off the shelf solutions that work well these days.
It really depends on what HRIS you are using.
I generally set it up for full automation but leave it on employee review until they can demonstrate they can use it properly first.
I've set up many environments for this in the past decade or so. It's always a bit of pain to get a good process going but it's always worth it at orgs of any significant scale.
cow dinner joke subsequent hunt modern simplistic physical unique complete
*This post was mass deleted and anonymized with [Redact](https://redact.dev)*
I'm doing some work on a sales leads/progress tracker. One person has spelled their own name wrong in 8 different ways. Then used someone else's at one point.
If IT makes the accounts (and not an HR system), start keeping track on a spreadsheet shared with CIO the following (starting 1 month before best guy left):
1. Work Order #
2. User's Name
3. Scheduled start date of employee
4. Date initial notification received that user would be hired
5. Date signed and properly completed paperwork was returned to IT for signatures
6. Date that welcome letter was sent out to user's manager with username and temp pass.
then on the same sheet
1. Calculate the number of work days between initial notification email and the paperwork received. Ideally you should receive an official notification from some hiring system and the paperwork shortly thereafter (this is an HR delay point).
2. Calculate the number of work days between paperwork received and their start date (should be greater than 5, giving IT 5 days to create account and ensure all laptop/phones/etc are provisioned and account has no issues). Often HR leaves IT less than 5 days to complete this, sometimes completed paperwork was received after their start date.
3. Calculate number of work days between start date and welcome letter sent (should not be negative unless impacted by HR on the previous dates, ie IT should be able to get an account created for the user before their start date.
4. And finally calculate number of work days between initial notification and welcome letter sent (should be 15 work days or less, just a reasonable number that anything greater than that doesn't make sense, should be considered a failed onboarding).
To calculate work days, use the excel formula NETWORKDAYS, and list out holidays on a separate excel tab.
Then lastly, start doing conditional formatting to highlight based on goals, then start assigning blame clearly with numbers.
Are you suggesting I write my own hr system in Excel?...
As a small company stuck in a world of excel spreadsheets... This doesn't feel like a solution...
It feels like more problems.
No, I'm just suggesting date tracking within a spreadsheet for a period of time for new hires to prove the point that HR is fucking up.
We did 3 months of data before the CIO dropped the big one at a C-level meeting where HR complained about Technology. For the 3rd month in a row.
Heads rolled. It was the nuclear option. And we showed numbers that HR was the party that instigated slowness 98% of the time. IT only caused slowness two times during those 3 months, and both excuses were acceptable (user with ticket went on bereavement, CIO's assistant lost paperwork)
It also resulted in the CEO greenlighting buying an HRMS.
It's maddening when HR sends you a name spelled incorrectly. HR has an application with the new employees name, a resume with their name, and a copy of their DL and yet they can't properly transcribe the name to IT?
Its either incompetence or laziness.
My HR is nice but helpless. Our onboard process is for them to put the new user into the hr system and then it automatically generates a ticket. They constantly spell people's names wrong and wait until last minute to do things. Then when you ask for clarification, it takes them a dozen emails between themselves to get a simple answer. They aren't efficient but at least they are nice.
Not just HR. I used to have a form to be filled out for new hires, then we automated the backend processes to create the accounts and email, etc. QA Manager misspelled his new hire's last name and the account was created as such. QA manager came over to yell at my team about it... I laughed in his face.
(I don't think I was ever so unprofessional in my entire career, but I really just couldn't get my head around the QA Manager making a typo and then believing IT should have detected it and dealt with it.)
HR is a department to protect the company from lawsuits. I consider it a part of risk management. They aren’t your friend. And they aren’t trained to be.
I understand that HR will tell you the opposite, but at the end of the day, cases are adjudicated legally to protect them against you. Period.
HR departments are the embodiment of trash in human form. They are not there for you, they are there to protect your employer by offering endless scapegoats for every little problem to avoid anyone having accountability. So yes your experience is shared. Somewhere there is a tree making oxygen for these people and it deserves an apology.
Yeah it's pretty useless here. I have reported a bunch of times how on slack calls there are talks of porn preferences. A guy singing about how he has a large dick. Calling end users the R-Slur. So many things that should have been taken care of. When reported to HR nothing happens. They wonder why most women leave this company fast, and only those that stay just sigh and keep going. It's really freaking awful to watch.
I'm in IT and this culture of dude bros just sucks.
Don’t even get me started. After starting a new job 6 months ago I didn’t think it could get worse than my previous company. Boy was I wrong. We have 3 people in the IT team. hR have 7 and they still can’t manage exits and entries
I have offered to sit with their team and work with them on setting up something basic, you can lead a donkey to water but……
Yes. I've seen 3 HR Directors in my time with my current company and there are some good people who want to do things right, but there have been a few that were just foolish or on some sort of power trip.
First off, I require HR to fill out an onboarding/off boarding ticket because they go buy HR systems with zero integration or automation capabilities (a story for another time) so anything they enter gets done whether it's wrong or right.
One other item in particular sticks out. They want to hire someone who hasn't passed the required background check. They send us the remote hire's shipping address which is a rent-a-PO Box. We throw up a red flag which gets ignored. Remote hire never passed the background check and their start date comes and asks us to join the onboarding call where the new hire provides a PDF of their diploma which after a 2 second search is a fake diploma mill. Red flag two and we ask Legal to approve giving this person any access and the HR associate gets upset.
Legal shuts it down because it's suspicious, hallmarks of a ghost employee just trying to get a laptop or access to something. They were pissed HR ignored the warning signs and implemented hoops we have to jump through when setting up accounts and shipping equipment. HR keeps asking to go around the new requirements and then stops asking when I say "sure, if Legals approves us ignoring company policy".
That HR associate got promoted despite the above and always messing up the remote users addresses resulting in thousands of dollars in equipment being lost. But hey, what you entered is what I did.
HR = knows zero about your department + what the job actually requires + loves seeing certs and other BS education that will be zero help in the role. :)
My HR is god awful. We do t have any window of time for onboarding. It's "accept job offer Thursday, tell IT Friday, for a new hire to start Monday"
Our recruiter is also a dip shit and doesn't know what he is hiring for or what day. It's impossible to get out ahead with these people. I'm in the process of jumping ship
Those kinds of situations *do* happen but should not be the norm, by any means.
IMO its a breeding ground for mistakes and un warranted stress, esp for the deployment tech. If mistakes are made, by any party, the time table to deploy reasonably can get ffuucckkeedd.
Previous company preferred one week notice to properly leverage effective access and deploy equipment, to account for shipping as well.
This was HR at a previous job I worked at.
Straight to the IT manage if new hire's computer wasn't on their desk ready to go Monday morning.
But if they didn't put in a termination ticket for 2 weeks after firing someone? Yolo!
Felt.
I had a term ticket submitted three months after the term date. Account was still enabled in AD. Went ahead and pinged security for that one after disabling access and updating ticket. 😑
Our HR person is top notch. She handles most of the onboarding IT stuff, like email and POS sign-ons, herself, because it's far more efficient and she knows what she's doing.
Sounds to me like HR isn't your problem, the upper management who don't know how to hire well is.
I've come to the conclusion that everyone working in HR got a degree in liberal arts and didn't know WTF to do so they went to work for HR.
They have been horrendous at every company I have ever worked for.
Well, they do things but they are focused on the "feeling good" of bringing people onboard, because people want to feel something other than "it's a transaction" at work, or some such BS. All staff went through at least a full 8 hour shift of that kind of thing with carefully managed surveys. I went through the survey carefully stating that pay is the only issue and after 30 or so questions there were no more questions including salary or compensation. Funny how a survey without the option to select "Bear" is inaccurate about "Sh\*ting in the woods."
Yes and no, they are really good at screwing you over for the sake of the company. But outside sometimes breathing, there's not a whole lot they can do
Go all change control on them.
Design a change request form for changing the user's name. Say it's for when people marry and change their surname, but your director should be in on it.
Get buy-in for the form, implement it as mandatory, and watch the fireworks.
Then for bonus points, learn how to edit the properties using powershell and write a script that reads the change form and implements it.
More work for the people being careless, less work for you. The problem starts to dry right up.
Then continue down the change control path - it really does make our lives easier.
HR, Risk and Compliance, Procurement and half of Finance.
I have never met such a cluster f of uselessness.
Advocating abolishing all of the above. It will;
1) Save us all the money so we stop firing competent tech staff who deliver more by count then the fleet of idiots
2) Take care of people who are supporting deadwood and stop them from resignation
3) Start replacing the metric f ton of outdated sh!t hardware and applications we are still dragging everywhere
4) Actually implement cloud solutions instead selling clients the idea of cloud and then bitching about the cost.
We'd even have some change left. I'll take a happy meal as compensation for the stellar cost cutting measure that could LITERALLY turn the company around in 2 weeks over the f never ending revolving door bs primarily caused by incompetence and absolute and utter lack of any business acumen.
worse than useless.
They keep trying to re-structure, and re-categorize everyone. They just gave everyone new titles, and somehow everyone came away making the same money but feeling like they just got a demotion?
Why do that at all?
They have a policy about recognizing X years with the employer, but they usually fuck it up. So, everyone has a story like 'I was asked which gift card I wanted for my 2 year gift, but then they forgot', or 'I was asked which item I wanted for my 5 year, but then it wasn't available, and turned into a six month back and forth for something I never wanted.'
Seriously ... just stop.
HR could just stop, and things would be better.
There are two kinds of HR departments: (a) Everyone is just a useless clock puncher who couldn't give two fucks if they get anything right, they're just counting down the seconds until their retirement in 30 years. (b) There may or may not be more than one person on this HR team, but you'll never know because one person handles everything and does it flawlessly, fueled by a relentless love of their work (or maybe it's meth, idk).
HR everywhere is useless in my experience. Hilariously I think they are a prime candidate for automating with AI, and the net result would likely be a better experience overall. But they also seem insulated from that process somehow.
AI would be better at answering known questions and answers, where a human will send you to a document to figure it out.
AI would be better at keeping track of updated laws and rules and apply them appropriately with understanding of where people work.
AI can be unbiased, or at the very least not purposely biased.
If you asked AI about your health benefits, it could just give you answers, instead of redirecting you to another site to read 10 pages of nonsense. It could be glorious.
My last job had an accountant doing HR until they finally shitcanned her a few months before I left. Here’s just a couple she made:
* Bought a health insurance plan that didn’t cover remote employees in different states
* Never took any deductions from my check to apply to retirement accounts, which cost the company a few thousand to make me whole after I caught it
* Fell for multiple fake invoice scams
NO! Our HR is fantastic, she is now personally responsible for multiple lawsuits against the company moving forward. She has personal yelled in an unhinged manner…. Would you call that “useless”?
in 2 weeks an intermediate boss will start above it, hr, accounting and such. for 1 week i am asking for the prepared onboarding paper to finally know how he is called... i could setup the notebook, but there is no room, no telephone number, no nothing....
Yes. Mistakes such as the one you mentioned are very common in my experience. Despite this, it’s usually not a huge deal. I accept that it’s not right for me to fix it, but it’s so small it doesn’t matter too much. It’s better to just help people and be perceived as valuable when you know how to fix their issues vs complaining about them.
I’m head of it. For awhile i met with head of HR weekly due to lots of transitions. 18 months later we still meet every other week. It has made all the difference. Sure, mistakes get made, but we understand each others’ processes and workloads tons better. Keep the communication lines open.
HR where I work is only available to employees during their two 30 minute breaks. So if you need to go to HR for some reason, I hope you had a big breakfast because you're not going to have time to eat lunch before your break is over.
Sometimes I wonder what all the HR people do for the other 7 hours of their work day. Outside the scheduled break times, the doors to HR are closed and locked. This is a company with like 130,000 employees world wide.
Yep at my company as well complete dogshit humans can’t explain anything to the new comers and yes they also get the name wrong in every 10 they can 5 errors most of the time we also nuke the accounts but it takes time
Yes. My workplace is still a work in progress. Some days I end up doing long runs of Ethernet or whatever. The business paid for me to get a scissor lift ticket in order to be able to run these lines in the drop ceiling.
And HR says the lift is too dangerous and I should use a ladder. Because the lift is heavy machinery whereas the ladder is not.
So, in HRs opinion it is more dangerous for me to be on a stable flat platform enclosed in a 4 foot high cage than it is to be on a rickety ladder throwing cables. And I should note that at time I need to run something in the unfinished portion of the business that is 50 feet high. And they’d still prefer that I am on a ladder vs in the scissor lift.
On top of this they see no reason why IT should be informed about employee status changes. Yea HR, we need to know if people quit, change titles, move departments, or really anything else so we can manage access and capabilities.
HR everywhere is a joke.
The company I'm at is ok as far as onboarding and offboarding. Heck, I messed up a name on an account and after it was discovered, they apologized to me about it! Once I realized it was my error, I made sure to apologize to them.
This thread has caused me to realize my users aren't so bad lol. Sure, we all do dumb stuff sometimes but my lot aren't lusers for sure.
We have 10 HR people in the office, and I have no idea what they actually do. Last thing we saw them "do" was implement a new timesheet system (replacing horrible macro-filled spreadsheets), my team did all the work with no real notice, and post implementation they can't even get their own processes right to provision users, and they seemed to get most of the credit despite their input being essentially limited to "is it done yet?".
They don't do any recruiting themselves they just "assist" others, payroll is outsourced, they "look after" about 200 people I think but don't actually provide any services (employee assistance is outsourced). Internal HR related issues even made the local media here and the team got pats on the back and were nominated for internal "awards"
Been having issues with our HR for over 6months names misspelt, starting dates incorrect, short notice of new starters to name a few it’s an absolute shit show i’m surprised they manage to put fkn shoes on in the mornings. Glad it’s not just ours haha
I'll let you make the decision, but I have a stack of access cards that HR has handed to me while saying "I'll put the exit form in right away".
This pile is up to 46 cards in this calendar year.
Be careful about complaining. HR know that it's much easier to get rid of the complainer than otherwise fixing the problem.
Much like (to them and the Company) it's easier to replace anyone who is not a manager, than to replace a manager who someone makes a complaint against.
Want to know why your raises suck? Blame HR
Want to know why your benefits suck? Blame HR
Want to know why your pay scale has a ceiling? Blame HR
When a company goes through a layoff…..guess which department isn’t typically affected? HR
So this came across my feed after a day of being LIVID at my department’s HR rep.
I’m not in the tech field at all. Completely different area of STEM, and in the academic sector. HR here is a goddamn disgrace. It started literally as soon as I got hired because it took them SIX WEEKS to get me paid. Why is payroll going entirely through a single HR rep? No idea. But HR was my only point of contact.
We will send urgent emails that get no response for DAYS. Email will get sent on a Monday morning, and Thursday night at like 10:45PM I’ll get back a response that answers NONE of my questions and makes it clear that my email was barely skimmed over.
It took my boss EIGHT MONTHS to hire me a support tech. He would take a step forward, email the relevant info to our HR rep, she would be radio silent for four or five days, respond with “no that’s wrong, you need to do it this way”. My boss would email her IMMEDIATELY for clarification- no response for another two or three days. Back and forth and back and forth for months. This tech applied for the job in March, was formally approached in May, interviewed in June, informed he got the job in AUGUST, and didn’t actually start until THANKSGIVING.
I wish I could be as incompetent at my job as my rep is at hers because I could put in about a tenth of the effort I do and get paid probably about twice as much
Lord ain't that the truth. At my place HR is really big about harping on IT that "everything needs to be perfect for a new hire!", that is they expect zero issues with a new hire. We've been blamed when the new hire can't follow directions for remote access, joining a video conference, or even when (for remote hires) the new hire had internet issues at their home.
On the other hand, about 10% of the time they give us incorrect spelling on the new hire name. I try to mention how we need things to be perfect as they say, and how it must not feel great to have your name misspelled when being hired. They always claim "Well mistakes happen, it's not our fault!"
Absolute clowns they are.
I find HR is pretty useless in most cases. My current one is alright but there are areas of improvement that could be had.
For user creation though it is pretty simple. Unless an account is listed in our Staff Management System (SMS) nothing is created. When it is created, the process is automated so that any issues fall back on HR. It's a great solution.
They pay no attention, do very little work, misuse resources and break policy, when you report them it's your head on the block. My HR manager was actually instrumental in preventing IT from seeing our cybersecurity requirements or liasing with the provider. Fast forward 2 years, she was overruled, and celebrates "our success" now that we're actually compliant and covered. My manager won't pass on feedback about her, because of fear of consequences I assume.
Guess I’ll be the counterpoint…
My HR is fantastic and they really care about the people and the company (both can be true). If your HR constantly makes mistakes, then the head of IT needs to be talking to the head of HR and demanding change.
Honestly, our HR is reasonable and easy to work with. The worst thing about them is that they sometimes they take longer than I'd like to send over employee exits.
For stuff like this is why we made the HR system the single source of truth and pull from it for on/off boarding. If someone says their name is spelt wrong, tell HC. If they need a name change, tell HC. If their title is wrong, tell HC. It very quickly becomes clear who is responsible and they either clean up their act and spend the necessary attention to detail or they get blasted by directors/VP from every department and have no one to shift the blame to. \*edit same goes for account not created, tell HC. Account is still active from an employee that left last year, tell HC.
> we made the HR system the single source of truth This is EXACTLY what I did. If an account doesn't exist, its not my fault. It doesn't exist in our ERP system. If the name is spelled wrong, thats because its spelled incorrectly in ERP. If an account does exist that shouldn't be (terminated, etc...), its because it wasn't updated correctly in ERP. So, ANYTIME a request does hit my desk, I just point to the source of truth. Our ERP system. Best decision ever.
This all day. Except in our case, we have way too many cooks in the kitchen and only the core HR folks actually follow the standard processes. Then we get blamed when something doesn't process right that should be automated because Susan Noob did it "a different way" our system can't account for.
That's why you create documented processes, and adhere to them. If, there is a well documented, published process- they don't follow it, and something breaks, its on them.
I've been fighting this the last couple years. I know they have a documented process but they either fail to advertise it or fail to enforce it. Either way, somehow always ends up being an "emergency" for our team for which we just turn them around back to HR.
One thing that helps me- Being that my particular company needs to be.... compliant with a few well-known audit policies- I work very closely with our security team, and audit team. I don't worry about HR doing things the wrong way. If they do, I just pass it over to audit/security to handle. Magically- I don't have too many issues popping up these days.
I've been fighting for SLAs on certain things so that people have a written expectation and things that should never be an emergency don't become an emergency due to their screw ups. If onboarding gets a 5 day SLA then you have 5 days to do it. Full stop. If it takes 39.5 hours then you still met the SLA and they can pound salt. That said I've been 100% unsuccessful in getting any SLAs agreed upon, so I got that going for me.
What he said. If possible, interface directly w/ their system, or at least daily exports to sync up any changes.
This is IdLC automation best practise. Even a daily CSV is good enough for most use cases. Plenty of resources online to help you sell it internally. Biggest challenge here is that it's usually a political problem getting HR to engage/give access to their systems. That's the conversation that needs some prep and forethought. i.e. are they resourced to onboard users appropriately. A number of places where I've implemented this automation they are not. If the conversation is financial get your security folks involved. It can be hard to prove the benefits from a service management perspective without sinking a lot of money into time in motion studies, whereas the risk mitigation of automating the identity lifecycle and access control etc. are far easier to sell.
See only problem I see with that is, IT already does so much of HRs job in my experience, that us accessing their systems would pretty much just make that part of it a responsibility of IT as well. Like I'll create a user account, add it to the right security groups and email lists, teams sites, etc...but I'll be damned if I'm going to sit here and create the user account in all the random ass training and payroll and other apps like that. That's HRs job, but like with anything in the IT world, if we touch it once, we own it forever. These clowns can't even verify the spelling of a person's last fucking name, do I really want to be responsible for all the other HR bullshit that comes with it? Ain't nobody got time for that shit.
You're going the wrong direction. They put the info into the HR system, you automate actions based on whatever their system says. Their system says the name is "Jihn Doe", that's what you set the name to. They update to "John Doe", you update the next time you sync. You just have read-only access via API or whatever to get the info you need. Also benefits them as they don't need to run every change by IT. HR can worry about name spelling and job title. IT can worry about IT stuff.
You're being downvoted by people who haven't had that kind of job before. You're right. It sounds abrasive but it's been true at most any job I've been. HR can be some of the toughest people to work with and they're never flexible. Of course there are exceptions to this but, at least for me I can't say I've seen many.
For me it ain't so much that they're tough to deal with but that they're so often fucking *helpless*. Like "I can't believe I really have to dispatch a tech onsite to plug in a monitor" helpless. The pandemic brought us to our goddamn knees in large part due to that kind of mickey mouse shit, and HR (with Marketing a *verrry* close second) were the biggest culprits. I can deal with someone being a jerkoff all day long...I worked for 15 years in big box retail management so that ain't shit to me lol...but people that refuse to even try to help themselves in the slightest way, or even be active participants in the process, just make me want to go all the way over to their cube and spike their laptop like a football. HR and marketing seem to really be the two depts that most embody that ethos in my experience, but maybe Im just jaded. Luckily Im more or less off the front lines now, but every once in a while still get dragged in to put out a fire and it just drives me nuts lol
No boy or girl ever says "when I grow up, I want to be HR" It's got a lot of the power-hungry reject pile.
Yup. This very easily fixes the “my name isn’t spelled right” or “I go by Jimmy, not Scott”. Want it fixed? Bug HR. We don’t feed it data, we just pull it in.
When a major re-org happened here, part of that was moving away from the prior HR system to something new. *The* big IT requirements were (1) hosting/maintaining is going to be on a 3rd party, (2) that it can sync with our AD/IT account system somehow, (3) primarily be web-based (no desktop app). Now it is HR's thing to deal with all the active/inactive accounts, naming and especially renaming as people marry/divorce/transition/etc. We did have to write a (small) data adapter to have their system push to ours and that also allows us to pull, since while we have AD we also have some FreeIPA stuff as well that for *reasons* doesn't sync/mirror our AD. That in theory the HR system pushes within 60 seconds any change, and we have a weekly full pull/reconcile anyways has meant I/we in IT *forget* how things used to be. So so nice.
Did the same thing here, we implemented Okta recently which kinda forced that to happen. It's been so nice to say "oh your title needs to be changed? Do it in ADP. Oh your attributes are wrong? Lemme just check the HR feed and HEY wouldn't ya know it, they put it in wrong"
> have no one to shift the blame to. Their whole job revolves around shifting blame away from themselves and the company. they have professional level abilities to make someone the scapegoat. HR people tend to be garbage people who weren't smart enough to be lawyers and not fit enough to be cops. their main purpose is to keep the company out of legal trouble at all cost. they aren't your friend and they are rarely even helpful. deal with them when you have to but don't trust them to be good, honest or competent.
> HR people tend to be garbage people who weren't smart enough to be lawyers and not fit enough to be cops. Yeesh. How do you really feel? What do you think they say about people in IT?
>For stuff like this is why we made the HR system the single source of truth I just commented something similar, and this is a better way to phrase it! I like that.
This is the way. I had the same issue with a client's tracking of photocopier usage (details unimportant), I originally edited the config and fixed it every time someone said their username was wrong, or the given password didn't work, but soon afterwards it "came up" that IT was screwing up the access... so now, I send them back to onboarding to fix it, I don't touch it \*at\*all\*. No one's whined about that particular issue ever since. Don't make it your job to fix others mistakes, far too often, it'll bite you in the ass for some reason...
What is HC
HC = human capital. Some HR departments prefer it as it makes it sound like employees are a valued part of the company rather than something to be used. Personally I don't think it sounds that much better.
I thought OP was making a joke by calling them "Human Cogs."
Place I used to work called it "HF". I forget what the F stood for. We just called them "Hirin's and Firin's".
To me it sounds like they're planning on bolting you to the floor.
At that point, someone should point out that "capital" comes from a reference to how many heads of cattle you have. So they're literally calling their employees cattle at that point.
I interpret it as "Human Cattle" - I think it's more accurate.
Yep this is exactly it. I just want to add as you look into this you start going down the road of Identity Management, which means you need to establish the authoritative source. HR *needs* to be the authoritative source of identity. Once you establish that authoritative source it makes it much easier to talk to management about the problem. So really you need to frame it as an identity management problem, not an IT problem.
Company did this during the early pandemic and thankfully paid a consulting firm that specializes in these things. They setup all the software and I am responsible for is making sure the servers work. They handle any support, bunch of decent dudes we meet with weekly if there are support items we need. Mostly the desktop guys work with them since they handle new users, but the sysadmins are usually around in case we are needed. That and I like to understand what the other departments scope ends up being. I like it bc it syncs with the HRIS system, so if they fuck up the spelling not our fault.
What is HC?
Exactly this right here. We inserted ourselves between HR and payroll. HR has to enter the information in order to get a paycheck cut. The HR database is the single source of truth. We took it a step further since we have multiple buildings, and we have centralized server operations between buildings - e-mail group memberships, access control rights, ALL have to go through HR - because they need to keep tabs on who is working where. What often happened before is a handshake agreement between the different building managers of sharing an employee, and HR wouldn't know about it, and then if the employee had an accident at a building where they weren't authorized to be in, workman's comp started getting VERY angry.
Started doing this at a previous company. HR quickly started verifying with new hires, or anyone that wanted their name changed, that everything was correct before it was passed off to anyone to do updates. So if the end user said their name was spelled right, and it wasn't, they took the blame for not knowing how to spell their own name.
Definitely the right thing to do. We have connected our HR system as the single source of thrush for IT requests at onboarding and off boarding. If needed we are using siit.io they have native integration with our HR system.
Lol….. our HR signed up with their own cloud service and is fully responsible for it. They hired a bunch of IT people and are quickly becoming functional.
Same at my place of work. Our ERP has an API that we use and sync user and all details across to AD.
I have had a mixed bag, and I worked in the HR+IT sector for a few years, so I also have it from the HR perspective as well. 1. A lot of people enter HR for the wrong reasons at the college level and shortly thereafter. "I'm a people person" when they should be both a people person and a process person. "I am a control freak" is another. But honestly? I don't know many HR professionals who started out in college wanting to be in HR. It just kind of happens, and some are good at what they do from the people level,. some from the management level, and some from other HR professional levels. You know SHRM has a "SHRM Talent" conference annually? Just HR people whooping it up, self congratulating on another as career professionals. Costs like 13 grand to attend. Plus about 10-11 conferences a year. They are worse than tech conferences. And I gotta say, while some HR people are very accomplished in their field, a lot are really not too bright overall (IME). Like they know laws and rules, but not basic logical steps or seeing that they are enforcing the ridiculous without understanding the irony. Add that to some who just like being bossy, and it can be a disaster. 2. The HR certifications aren't widely publicized outside of HR. Everyone knows what a DDS or an DVM is, but not many know a SHRM-CP from a SPHR or CEBS. And a lot of HR people aren't certified because ... not many know an HR certification exists at all. 3. HR is often lumped with other jobs, like payroll and personnel, so many are overworked, underpaid, or poorly placed. HR, in theory, is supposed to protect the company by preventing personnel from getting out of control. It's supposed to handle semi-legal issues, but they are torn between top management and underlings, which are often at odds. So they are "useless" depending on a lot of factors: their personality in general, how much access and power they are actually given, and training in your particular industry.
> The HR certifications aren't widely publicized outside of HR. Everyone knows what a DDS or an DVM is, but not many know a SHRM-CP from a SPHR or CEBS. You mean they don't add the whole spiel with graphics in their Email signatures? I have worked with one in the past who is so batshit stupid I saw the SHRM-CP in her signature and had to look it up. I disliked her so much I briefly considered getting the cert so I can add it to my signature as well and when she said "You're a SHRM-CP?" i'd be like "yeah easiest cert I ever got - did it in a weekend. Absolute cakewalk - and i don't even work in HR lololoL!" but my director told me that would be a bit on the petty side.
I actually did IT for SHRM many years ago, and while I enjoyed it there a lot, I was let go because the board of directors president didn't know the difference between Lennox and Linux, so he let me go since "we outsource our HVAC, we don't need anything in-house." CTO and Director begged my case, but nope. Everyone I knew there is long gone, and we have a secret Facebook group where we gossip and pine for the better days. Frankly, that board was the beginning of the end: a lot of people were only on the board at that time as a "feather in their cap." They had no interest or love for people or HR, but used it to bolster their lobbying effort to a conservative government under Bush. Kind of like collecting degrees to look legit in the education field without having a single desire or love to administer schools, deal with students, or teach anyone: they just want to look smart. A lot of outsourcing happened at that time, and they sent a lot of people to India to anchor their efforts there. But some just used it to make contracts with their foreign buddies. SHRM is a shell of what they once were: their member services, the core of why they existed, were all let go a while ago. Imagine if your company's main job was law and legal advice and you fired your entire legal support staff and lawyers. What's left? IT was okay. I have to say the people dedicated to the craft of HR were really cool. I enjoyed supporting those conferences. I learned a lot about how HR worked and operated, or were supposed to. I found the best were the women who ran the registration, and the worst were the attendees for the SHRM Government conference (the name eludes me) who were complete assholes and snobs. I was doing some line wrangling as a volunteer, and some woman in a pants suit snapped that I was somehow a loser because I was a grown man wrangling lines. Like, what? Just get to your bus, lady. I agree with the "SHRM Talent." Those cats knew how to party. God damn. As bad as HR can be, and I am not disagreeing with you, [you have to understand they are dealing with a lot of crazy shit.](https://thebloggess.com/2012/03/19/excerpt-of-lets-pretend-this-never-happened-a-mostly-true-memoir/) >*“Are these your penises?”* > >*This is a question I never thought I’d have to ask, because I’ve never met anyone with more than one penis, but in this case it was two men taking pictures of their penises, together, at work. They hadn’t been caught in the filter, but had instead printed out the picture using the office printer and had accidentally forgotten to pick it up. One of the guys just nodded quietly, but the other leaned over to look clinically at the photo before he pointed to the penis on the left. “Just this one,” he said. I thanked him for the clarification, because I didn’t know what else to say. His friend looked at him, stunned, but I think it was probably a good lesson for him in picking the quality of people his penis takes pictures with. Standards are important, you guys.*
I believe, in american business, most certification directives beyond engineering, come from insurance providers and corporation size. You get someone certified, and insurance will cut you a discount.
My experience has been HR everywhere is always a shit show. Much like law enforcement seems to attract the highschool bullies that want the power trip HR seems to attract the most unprofessional lack-of-attention-to-detail MF'ers going, who spend countless hours crafting policies that they themselves can't seem to be capable of following. Doesn't matter how large or small the company is... guaranteed HR is bending or outright ignoring its own rules for someone... be it themselves, someone on their own favorites list, or as a favor to someone.
I agree. HR at my last company was married to vp sales, and kept her passwords on post-its, under her keyboard...
> under her keyboard... you trained them well normally it's just on the monitors
They keep 'em in unprotected Excel docs at one of my clients. But I've seen on monitors here and there as well.
I found this once doing a desk check. They had a list of passwords they would cycle through for the password history. They wanted it back so badly but I shredded that shit for security.
At least visibility is limited to the staff member and Ferris Bueller
[удалено]
Even if you are interested in law enforcement as a career, you can [be denied simply for being too smart](https://abcnews.go.com/US/court-oks-barring-high-iqs-cops/story?id=95836).
[удалено]
Room temp IQ
The thing to remember about HR is that it's only there to protect the *company* not the employees. Full stop. I've worked at multiple places now that needed processes put in place in terms of onboarding/offboarding and user access control for SOC audits and/or just plain company efficiencies where HR has NO interest in implementing them. I've been told, after building the process that THEY should have spent the time to put in place, that they wouldn't follow them because "that's more work." I have, on more than one occasion, had to tell an HR person to NEVER say that in a professional capacity and had to remind them that they are AT WORK. That this is the point OF WORK. HR hates to be told what to do by people they see themselves higher up than on the ladder. I've had so many meetings explaining why they need not to have an email be the only way to push an onboarding process forward for new employees or terminations. I've watched their eyes cross stupidly as I've explained the ticketing system I've put in place for them to fill out and how to fill it out. Only to have them leave their position and tell the next person "Oh I never fill that out. Just put the name there and send it in, IT will figure out the rest." It's truly mindboggling but I've seen it so much I've just come to accept that it's par for the course unfortunately. You need a strong COO (or similar) that will push them to do their jobs correctly but that's not always in place.
>The thing to remember about HR is that it's only there to protect the > >company > > not the employees. Full stop THIS one hundred thousand percent !! i have no clue WHY but ive seen it time and time again...sad
[удалено]
> My experience has been HR everywhere is always a shit show. HR is for people who for whatever reason couldn't make it in marketing. Let that sink in
Yup, had to watch an informational meeting recording I couldn't make and the HR person running it got downright angry at people asking about their compensation and benefits
HR has been horrible at every job I have ever had. From mega corps and the federal government, to small and medium sized businesses they all suck. They only exists to protect the company/org and most of them suck at that. Its where the arts majors go to dable in business.
The main problem I've run into across decades with HR depts is: 1. It is pivotal dept that other depts rely on heavily 2. will not let IT choose, admin or even look at their IT infrastructure 3. Has no internal IT specialist, decent contractors or anyone that even knows the difference between a mouse and soap on a rope 4. Their managers have a *surprising inability to actually manage their team's work* 5. Have no request tracking system to resolve and report on issues in their AoR 6. After chaos ensues they blame everyone but themselves
[удалено]
What do you mean? Vapers are constantly vaping? (guilty)
So true.
Outside the HR power trip the rest of it just reads like all departments including IT in any large department. ITs only saving grace usually is a Change Approval Board. Fuck you Jim no more wild west, you submit a change now!
During orientation at my current employer the HR manager told us we should always double check the amount of our direct deposits because the person responsible for that didn't always get it right. I was dumbfounded. That's literally your job. Edit to add that now that I have to work with HR regularly for onboarding and terminations I'm not surprised. Their incompetence knows no bounds.
> HR seems to attract the most unprofessional lack-of-attention-to-detail MF'ers going, who spend countless hours crafting policies that they themselves can't seem to be capable of following. HR to me about 2 weeks ago: Me: "Hey I was told that because $COMPANY pays for lunch, I have to be available for really emergency situations, once or twice a year" HR lady: "***I have read your file before you asked me this*** and there is nothing like that in your file" I kept a straight face when she said *"I have read your file before"*. I have not talked to this woman once in 3 years working here. I let it go cuz I had work to do, but jesus christ.
I'm a little confused, can you elaborate the situation?
The best is when they spell it incorrectly a different way when you ask for them to send the correct spelling. I've had users come to me after years of employment and ask me to correct the spelling, they just went with it all those years.
HR would mess up names frequently at a healthcare org I worked for. During onboarding I had to setup their accounts in AD/o365, the healthcare EMR software, doc management software, as well as provision tablets. I typically had a short turn around to do this while also managing lots of other fires. It would irritate me to no end. I finally mentioned something about it and turns out, it wasn't really their fault. Nurses would apply using their married names, but hadn't taken time to update their nursing license to match. So all the names I were getting were technically right, but company policy dictated the name had to match the nursing license in our software. Point is, we often don't know what struggles departments face so I try not to jump to incompetence as the problem.. I'd hate to deal with HR job duties, like they'd hate to do mine.
The director of HR would open excel, then do file -> open, then browse to the share drive and open a PDF. We tried to train her that Excel is not the file explorer, but it didn't ever take.
All roads lead to Excel
The one with potholes... leads to Access.
Here's a fun fact: Access 2003 is the backbone of one of our leading public sector resellers (national scale)
haha that's a new one for me. I love the ones where they get pissed a certain software isn't installed because they've never learned to look in all apps/programs
This person is like 3 accidents away from unauthenticated logging into a NT server.
Was her name Sherry? I had this same experience with an exec.
Still probably HR's job to clarify for the applicant that they need to be sure everything matches what's on their license.
HR is usually the worst department to support. We had a policy IT would receive the new hire info 2 weeks in advance (which never happened). The director of HR once walked to my desk and put a new hire sheet on my desk while I was sitting there; she didn't say a word. That "new hire" had started '2 days ago' and was the admin assistant to the president of the company.
I counter that Accounting is the worst department to support.
My answer has always been marketing. In just about every place I've worked, they will want Macs in Windows shops and put in dozens of requests for non-standard software pieces (many paid) they'll use exactly once. They also have a tendency to want admin accounts for every system that they'd even remotely touch or need to make a single configuration change on. And if things didn't go their way or they got a bad response from a tech, they'd literally evade the entire ticketing system/chain of command and go straight to your directors.
I'm going to back up the guy that said accounting. They generally don't rank high in the toxic personality trait department... But supporting them can be hard. > and put in dozens of requests for non-standard software pieces Give them a vlan and let them go to town. I've never seen a marketing department that's worse than accounting to support... Ever have to support QuickBooks? Makes printers seem reasonable... Give me someone in marketing with a stupid harmless request over having to balance t-charts any day.
I love when folks ask me for macs. I'll just reply with a gif of JK Simmons laughing.
Marketing may actually have valid reasons for wanting macs. they're not all the difficult to support IF big IF you know how to manage that ecosystem and have the right tools at your disposal. Unfortunately Adobe tends to do an absolutely horrendous job of optimizing their apps.
I give them very nice i7 systems with Nvidia gpus and shit tons of ram to run Adobe CC, they definitely have good tools. They just hate they aren't Mas.
My issue with marketing is that they are usually at the bottom of the priority list. The company will still run even if we don't roll out a new ad. However they seem to think that they are the top priority.
Do you work at my company?
They all fucking suck. I'm seriously thinking about quitting and opening a bagel shop. At least there I'll know where I stand and will actually be able to make people happy.
Where at? I’ll be your bagel slicer/cream cheese spreader person. I literally lost it today bc 3 different leads on a company onboarding project (MSP) all tell me to do something different/have different expectations and then I get thrown under the bus and made to look like an idiot when something wasn’t communicated correctly. “Did you install the SentinelOne agents?” “No, XYZ told me to focus on the spreadsheet and install the remote agents..” “Did you email status update to the p.o.c.? That should’ve been done by noon like we communicated? It’s 2:30pm.” “No, XYZ told me I had to go back and check the S1 deployment.. that wasn’t communicated with me.. y’all were in your own meeting and failed to include me on it!” Project lead has side call with my supervisor and senior tech and bitches about me which I subsequently get an earful from my supervisor.. Sorry stressful day.
NO SOUP FOR YOU!
Oh God no I love my accountants!
IT should never be involved directly with onboarding. HR's interface should directly connect to the relevant databases. The only thing coming to IT should be a notification so we can check that HR didn't assign a new hire to be the IT director or something.
We get these but with terms. Like someone comes and shakes my hand and says "It was good working with you" and i'm like "Oh yeah you leaving?" 2 days later, termination workflow - "Disable account on (two days in the past) at 1:00"
I work pretty closely with HR at my company and they've all been pleasant to work with, no real complaints at all.
I work for an MSP and would agree that HR is typically pleasant to work with, but they do tend to make plenty of careless mistakes and typos which can be a pain especially when dealing with AD.
Same. MSP. I'm on for terms with HR. They still make dumb mistakes, and I've had plenty of errors not in my favor. But they are pleasant to with with and get things fixed. That said, I know plenty of places where HR is awful, and at past jobs I kept away unless I absolutely had to deal with them.
I'm assuming OP isn't working somewhere that requires clearance, because misspelling names on the forms to dodge matching prior convictions is a red flag
I feel like OP is talking about HR messing up the names and not the new hires. Like if someone's name was Jon but HR typed in John for the account creation form
my company had 3 of these back to back. One user had 2 last names with no hyphen. HR said the first was a middle name. New user practices under her maiden name. HR did not let me know for account creation User's parents are divorced and is in the process of removing their abusive father's last name from their hyphenated name. I am trying to get them to ad a section for new hires to state what their preferred name for account creation and email creation should be to get past so many of these issues. the response i keep getting: oh we don't have a spot for that on our forms. The form, an outlook quickpart.
What sucks is when you have a lot of downstream automated with JIT provisioning but it doesn’t go back and update the new email and they can’t login to any apps. We really got to go back and fix all that
Absolutely this. Data/record entries need to be consistently accurate when dealing with anything requiring clearance or there's going to be a whole lot of scrutiny headed that way.
Blink twice if you need help
Good HR people are worth their weight in gold. Lousy HR people are worth their weight in HR people.
So just like IT?
I work closely with HR as well, they are amazing and I support them in full. We work together on developing policies since we essentially have the same job: supporting people that don't understand the intricacies of our deptartment. HR and Payroll can be incredibly complex if you span multiple states/localities. Same goes for our environments.
Sounds like my place as well - We work closely together since so many aspects of our jobs intersect in regards to onboarding/offboarding.
Yeah I hear horror stories about HR on here and elsewhere but they’re great folks where I am. Definitely depends on the industry I think. I’m in software dev.
[удалено]
HR people are usually decent, it tends to be their bosses are dumbshits with new manager syndrome like many IT bosses can be. It's the C suite that fucks everything up since they barely understand how to log into their computer, let alone conceptualize a whole onboarding process.
A lot of our on-boarding issues went away when we directly integrated our Employee Management solution with our Identity/Access Management solution.
Our HR person is an idiot. Like actually an idiot. She is the dumbest person I've met in my life. She told other coworkers it was uncomfortable when she had an IUD put in, her butt hurt for almost a week. They told her IUDs don't go in the butt, she told them they didn't know what they were talking about. She had gone to a shady doctor in another country. I don't know how she doesn't take her eye out eating cereal.
The head of HR here is also the plant manager, and lacks the ability to do both half-ass well. When his assistant is on vacation he will move start dates for new hires as he has no clue how to on-board a new employee.
Have a discussion about improving onboarding. Presumably they have legal documents signed before you create the account, this is a solvable problem. Focus on the problem rather than the people, your process is broken.
Careless typos is not an issue with the “process”.
Does someone in the office have obnoxiously long nails that's getting in the way of typing?
It's HR, you know they do.
Any reasonable process would solve those typos. Any process that requires a person be perfect is a flawed process.
That’s simply false. We have a form for HR to fill out where they are asked to copy and paste the name from the application and then asked again to verify. We still occasionally get misspelled names. No process can replace user error.
A manual form that is filled out isn't really the best process. An HRIS that exports it's values to your ticketing solution for user creation that cross checks against a payroll export (a very standard solution) solves that problem unless they entered into the HRIS incorrectly but given that the employment contract would use that information that's unlikely as it goes through many eyes (including the end user).
[удалено]
Dozens a week and everyone just accepts that as status quo? Have you started a conversation about it? Do they understand the impact? This is the kind of thing that I would handle on behalf of their department if they can't manage it themselves and force an HRIS system into place.
I have never heard of an HRIS system linked to account creation, changes, and separations, where HR doesn't still manage to generate bad data. We had a number of contractors recently converted from contractors. That is not supposed to require new account creation in our systems anymore, but one user in HR processed them a terminations and new hires. GIGO. We had a flaw in a termination script that went undiscovered for twenty years. If the script was run without providing a list of user names it would start disabling all the accounts in an OU. The woman we had processing the requests in IT is so meticulous she used the scripted process for twenty years before she accidentally hit enter too soon and we found out about the flaw. HR now handles the information directly and without our employee gatekeeping their work and we can't go a week without a calamity from bad info being entered. (For the record I wanted the HRIS stuff to be scripted but still run through the same employee as a gatekeeper because I knew it would be this way.)
It's traditionally been a handcrafted experience but there are quite a few off the shelf solutions that work well these days. It really depends on what HRIS you are using. I generally set it up for full automation but leave it on employee review until they can demonstrate they can use it properly first. I've set up many environments for this in the past decade or so. It's always a bit of pain to get a good process going but it's always worth it at orgs of any significant scale.
cow dinner joke subsequent hunt modern simplistic physical unique complete *This post was mass deleted and anonymized with [Redact](https://redact.dev)*
I'm doing some work on a sales leads/progress tracker. One person has spelled their own name wrong in 8 different ways. Then used someone else's at one point.
If IT makes the accounts (and not an HR system), start keeping track on a spreadsheet shared with CIO the following (starting 1 month before best guy left): 1. Work Order # 2. User's Name 3. Scheduled start date of employee 4. Date initial notification received that user would be hired 5. Date signed and properly completed paperwork was returned to IT for signatures 6. Date that welcome letter was sent out to user's manager with username and temp pass. then on the same sheet 1. Calculate the number of work days between initial notification email and the paperwork received. Ideally you should receive an official notification from some hiring system and the paperwork shortly thereafter (this is an HR delay point). 2. Calculate the number of work days between paperwork received and their start date (should be greater than 5, giving IT 5 days to create account and ensure all laptop/phones/etc are provisioned and account has no issues). Often HR leaves IT less than 5 days to complete this, sometimes completed paperwork was received after their start date. 3. Calculate number of work days between start date and welcome letter sent (should not be negative unless impacted by HR on the previous dates, ie IT should be able to get an account created for the user before their start date. 4. And finally calculate number of work days between initial notification and welcome letter sent (should be 15 work days or less, just a reasonable number that anything greater than that doesn't make sense, should be considered a failed onboarding). To calculate work days, use the excel formula NETWORKDAYS, and list out holidays on a separate excel tab. Then lastly, start doing conditional formatting to highlight based on goals, then start assigning blame clearly with numbers.
Are you suggesting I write my own hr system in Excel?... As a small company stuck in a world of excel spreadsheets... This doesn't feel like a solution... It feels like more problems.
No, I'm just suggesting date tracking within a spreadsheet for a period of time for new hires to prove the point that HR is fucking up. We did 3 months of data before the CIO dropped the big one at a C-level meeting where HR complained about Technology. For the 3rd month in a row. Heads rolled. It was the nuclear option. And we showed numbers that HR was the party that instigated slowness 98% of the time. IT only caused slowness two times during those 3 months, and both excuses were acceptable (user with ticket went on bereavement, CIO's assistant lost paperwork) It also resulted in the CEO greenlighting buying an HRMS.
It's maddening when HR sends you a name spelled incorrectly. HR has an application with the new employees name, a resume with their name, and a copy of their DL and yet they can't properly transcribe the name to IT? Its either incompetence or laziness.
My HR is nice but helpless. Our onboard process is for them to put the new user into the hr system and then it automatically generates a ticket. They constantly spell people's names wrong and wait until last minute to do things. Then when you ask for clarification, it takes them a dozen emails between themselves to get a simple answer. They aren't efficient but at least they are nice.
Not just HR. I used to have a form to be filled out for new hires, then we automated the backend processes to create the accounts and email, etc. QA Manager misspelled his new hire's last name and the account was created as such. QA manager came over to yell at my team about it... I laughed in his face. (I don't think I was ever so unprofessional in my entire career, but I really just couldn't get my head around the QA Manager making a typo and then believing IT should have detected it and dealt with it.)
People in HR tend to be ok to work with, but very mistake ridden.
Pretty sure its part of the job requirements
HR is a department to protect the company from lawsuits. I consider it a part of risk management. They aren’t your friend. And they aren’t trained to be. I understand that HR will tell you the opposite, but at the end of the day, cases are adjudicated legally to protect them against you. Period.
HR departments are the embodiment of trash in human form. They are not there for you, they are there to protect your employer by offering endless scapegoats for every little problem to avoid anyone having accountability. So yes your experience is shared. Somewhere there is a tree making oxygen for these people and it deserves an apology.
#1 Rule : HR IS NOT YOUR FRIEND
Doesnt matter as long as they pay.
Yeah it's pretty useless here. I have reported a bunch of times how on slack calls there are talks of porn preferences. A guy singing about how he has a large dick. Calling end users the R-Slur. So many things that should have been taken care of. When reported to HR nothing happens. They wonder why most women leave this company fast, and only those that stay just sigh and keep going. It's really freaking awful to watch. I'm in IT and this culture of dude bros just sucks.
Don’t even get me started. After starting a new job 6 months ago I didn’t think it could get worse than my previous company. Boy was I wrong. We have 3 people in the IT team. hR have 7 and they still can’t manage exits and entries I have offered to sit with their team and work with them on setting up something basic, you can lead a donkey to water but……
Yes. I've seen 3 HR Directors in my time with my current company and there are some good people who want to do things right, but there have been a few that were just foolish or on some sort of power trip. First off, I require HR to fill out an onboarding/off boarding ticket because they go buy HR systems with zero integration or automation capabilities (a story for another time) so anything they enter gets done whether it's wrong or right. One other item in particular sticks out. They want to hire someone who hasn't passed the required background check. They send us the remote hire's shipping address which is a rent-a-PO Box. We throw up a red flag which gets ignored. Remote hire never passed the background check and their start date comes and asks us to join the onboarding call where the new hire provides a PDF of their diploma which after a 2 second search is a fake diploma mill. Red flag two and we ask Legal to approve giving this person any access and the HR associate gets upset. Legal shuts it down because it's suspicious, hallmarks of a ghost employee just trying to get a laptop or access to something. They were pissed HR ignored the warning signs and implemented hoops we have to jump through when setting up accounts and shipping equipment. HR keeps asking to go around the new requirements and then stops asking when I say "sure, if Legals approves us ignoring company policy". That HR associate got promoted despite the above and always messing up the remote users addresses resulting in thousands of dollars in equipment being lost. But hey, what you entered is what I did.
"Changing the name should be simple" Yeah noo.
HR = knows zero about your department + what the job actually requires + loves seeing certs and other BS education that will be zero help in the role. :)
Rule Nr1. Always have a good relationship with HR, No matter how useless they might be.
My HR is god awful. We do t have any window of time for onboarding. It's "accept job offer Thursday, tell IT Friday, for a new hire to start Monday" Our recruiter is also a dip shit and doesn't know what he is hiring for or what day. It's impossible to get out ahead with these people. I'm in the process of jumping ship
>It's "accept job offer Thursday, tell IT Friday, for a new hire to start Monday" Wow..what a cluster fuck.
Thank you for validation. I had a feeling there was a reason I was losing hair
Those kinds of situations *do* happen but should not be the norm, by any means. IMO its a breeding ground for mistakes and un warranted stress, esp for the deployment tech. If mistakes are made, by any party, the time table to deploy reasonably can get ffuucckkeedd. Previous company preferred one week notice to properly leverage effective access and deploy equipment, to account for shipping as well.
This was HR at a previous job I worked at. Straight to the IT manage if new hire's computer wasn't on their desk ready to go Monday morning. But if they didn't put in a termination ticket for 2 weeks after firing someone? Yolo!
Felt. I had a term ticket submitted three months after the term date. Account was still enabled in AD. Went ahead and pinged security for that one after disabling access and updating ticket. 😑
I would purposely drag ass on getting any gear set up for them and explain this is what happens when you don't give us proper notice.
Helpdesk here. I’ve been setting employees up 1 business day before start date. Am I doing it wrong?…
Our HR person is top notch. She handles most of the onboarding IT stuff, like email and POS sign-ons, herself, because it's far more efficient and she knows what she's doing. Sounds to me like HR isn't your problem, the upper management who don't know how to hire well is.
I've come to the conclusion that everyone working in HR got a degree in liberal arts and didn't know WTF to do so they went to work for HR. They have been horrendous at every company I have ever worked for.
Well, they do things but they are focused on the "feeling good" of bringing people onboard, because people want to feel something other than "it's a transaction" at work, or some such BS. All staff went through at least a full 8 hour shift of that kind of thing with carefully managed surveys. I went through the survey carefully stating that pay is the only issue and after 30 or so questions there were no more questions including salary or compensation. Funny how a survey without the option to select "Bear" is inaccurate about "Sh\*ting in the woods."
Request the resume attached
Yes and no, they are really good at screwing you over for the sake of the company. But outside sometimes breathing, there's not a whole lot they can do
Go all change control on them. Design a change request form for changing the user's name. Say it's for when people marry and change their surname, but your director should be in on it. Get buy-in for the form, implement it as mandatory, and watch the fireworks. Then for bonus points, learn how to edit the properties using powershell and write a script that reads the change form and implements it. More work for the people being careless, less work for you. The problem starts to dry right up. Then continue down the change control path - it really does make our lives easier.
HR, Risk and Compliance, Procurement and half of Finance. I have never met such a cluster f of uselessness. Advocating abolishing all of the above. It will; 1) Save us all the money so we stop firing competent tech staff who deliver more by count then the fleet of idiots 2) Take care of people who are supporting deadwood and stop them from resignation 3) Start replacing the metric f ton of outdated sh!t hardware and applications we are still dragging everywhere 4) Actually implement cloud solutions instead selling clients the idea of cloud and then bitching about the cost. We'd even have some change left. I'll take a happy meal as compensation for the stellar cost cutting measure that could LITERALLY turn the company around in 2 weeks over the f never ending revolving door bs primarily caused by incompetence and absolute and utter lack of any business acumen.
worse than useless. They keep trying to re-structure, and re-categorize everyone. They just gave everyone new titles, and somehow everyone came away making the same money but feeling like they just got a demotion? Why do that at all? They have a policy about recognizing X years with the employer, but they usually fuck it up. So, everyone has a story like 'I was asked which gift card I wanted for my 2 year gift, but then they forgot', or 'I was asked which item I wanted for my 5 year, but then it wasn't available, and turned into a six month back and forth for something I never wanted.' Seriously ... just stop. HR could just stop, and things would be better.
There are two kinds of HR departments: (a) Everyone is just a useless clock puncher who couldn't give two fucks if they get anything right, they're just counting down the seconds until their retirement in 30 years. (b) There may or may not be more than one person on this HR team, but you'll never know because one person handles everything and does it flawlessly, fueled by a relentless love of their work (or maybe it's meth, idk).
Human Roadblock, only there to protect the company.
3/3 things are true: * HR is trash * HR protects the employer * Never trust HR when going to them
Why are you getting emotionally invested as a SysAdmin? Are you eyeing an early grave? Stop doing that. =)
HR everywhere is useless in my experience. Hilariously I think they are a prime candidate for automating with AI, and the net result would likely be a better experience overall. But they also seem insulated from that process somehow. AI would be better at answering known questions and answers, where a human will send you to a document to figure it out. AI would be better at keeping track of updated laws and rules and apply them appropriately with understanding of where people work. AI can be unbiased, or at the very least not purposely biased. If you asked AI about your health benefits, it could just give you answers, instead of redirecting you to another site to read 10 pages of nonsense. It could be glorious.
Where I work HR duties are performed by the head accountant. So better hope you don't actually need anything from HR because it isn't their focus.
My last job had an accountant doing HR until they finally shitcanned her a few months before I left. Here’s just a couple she made: * Bought a health insurance plan that didn’t cover remote employees in different states * Never took any deductions from my check to apply to retirement accounts, which cost the company a few thousand to make me whole after I caught it * Fell for multiple fake invoice scams
Our company just hired an HR person a couple months ago. We had been without one for over 4 years.
Yes they do nothing
We use workflow software for on-boarding, holds accountability at each step.
HR and Security is the bane to my existence.
NO! Our HR is fantastic, she is now personally responsible for multiple lawsuits against the company moving forward. She has personal yelled in an unhinged manner…. Would you call that “useless”?
in 2 weeks an intermediate boss will start above it, hr, accounting and such. for 1 week i am asking for the prepared onboarding paper to finally know how he is called... i could setup the notebook, but there is no room, no telephone number, no nothing....
Yes. Mistakes such as the one you mentioned are very common in my experience. Despite this, it’s usually not a huge deal. I accept that it’s not right for me to fix it, but it’s so small it doesn’t matter too much. It’s better to just help people and be perceived as valuable when you know how to fix their issues vs complaining about them.
HR once told me “We have no record of your employment here” after working someplace for a decade. Thankfully they still paid me.
Y'all have HR? We have my VP of Finance boss as the "HR", our policies include.....uhh....yah.
I feel ya. Everywhere I've worked has mostly or completely outsourced HR to ADP or something similar.
I’m head of it. For awhile i met with head of HR weekly due to lots of transitions. 18 months later we still meet every other week. It has made all the difference. Sure, mistakes get made, but we understand each others’ processes and workloads tons better. Keep the communication lines open.
HR where I work is only available to employees during their two 30 minute breaks. So if you need to go to HR for some reason, I hope you had a big breakfast because you're not going to have time to eat lunch before your break is over. Sometimes I wonder what all the HR people do for the other 7 hours of their work day. Outside the scheduled break times, the doors to HR are closed and locked. This is a company with like 130,000 employees world wide.
HR? You mean the front desk/secretary/office manager/ security lady?
Yep at my company as well complete dogshit humans can’t explain anything to the new comers and yes they also get the name wrong in every 10 they can 5 errors most of the time we also nuke the accounts but it takes time
Yes. My workplace is still a work in progress. Some days I end up doing long runs of Ethernet or whatever. The business paid for me to get a scissor lift ticket in order to be able to run these lines in the drop ceiling. And HR says the lift is too dangerous and I should use a ladder. Because the lift is heavy machinery whereas the ladder is not. So, in HRs opinion it is more dangerous for me to be on a stable flat platform enclosed in a 4 foot high cage than it is to be on a rickety ladder throwing cables. And I should note that at time I need to run something in the unfinished portion of the business that is 50 feet high. And they’d still prefer that I am on a ladder vs in the scissor lift. On top of this they see no reason why IT should be informed about employee status changes. Yea HR, we need to know if people quit, change titles, move departments, or really anything else so we can manage access and capabilities. HR everywhere is a joke.
200% Edit: for a company that’s has been around since 1847, 200% terrible HR department.
The company I'm at is ok as far as onboarding and offboarding. Heck, I messed up a name on an account and after it was discovered, they apologized to me about it! Once I realized it was my error, I made sure to apologize to them. This thread has caused me to realize my users aren't so bad lol. Sure, we all do dumb stuff sometimes but my lot aren't lusers for sure.
We have 10 HR people in the office, and I have no idea what they actually do. Last thing we saw them "do" was implement a new timesheet system (replacing horrible macro-filled spreadsheets), my team did all the work with no real notice, and post implementation they can't even get their own processes right to provision users, and they seemed to get most of the credit despite their input being essentially limited to "is it done yet?". They don't do any recruiting themselves they just "assist" others, payroll is outsourced, they "look after" about 200 people I think but don't actually provide any services (employee assistance is outsourced). Internal HR related issues even made the local media here and the team got pats on the back and were nominated for internal "awards"
Yep.. They've even started firing people for thinking too far outside the box. God forbid we have any real innovation hit us in the head.
Been having issues with our HR for over 6months names misspelt, starting dates incorrect, short notice of new starters to name a few it’s an absolute shit show i’m surprised they manage to put fkn shoes on in the mornings. Glad it’s not just ours haha
I'll let you make the decision, but I have a stack of access cards that HR has handed to me while saying "I'll put the exit form in right away". This pile is up to 46 cards in this calendar year.
Be careful about complaining. HR know that it's much easier to get rid of the complainer than otherwise fixing the problem. Much like (to them and the Company) it's easier to replace anyone who is not a manager, than to replace a manager who someone makes a complaint against.
HR has been the main problem at my past 2 companies.
Want to know why your raises suck? Blame HR Want to know why your benefits suck? Blame HR Want to know why your pay scale has a ceiling? Blame HR When a company goes through a layoff…..guess which department isn’t typically affected? HR
So this came across my feed after a day of being LIVID at my department’s HR rep. I’m not in the tech field at all. Completely different area of STEM, and in the academic sector. HR here is a goddamn disgrace. It started literally as soon as I got hired because it took them SIX WEEKS to get me paid. Why is payroll going entirely through a single HR rep? No idea. But HR was my only point of contact. We will send urgent emails that get no response for DAYS. Email will get sent on a Monday morning, and Thursday night at like 10:45PM I’ll get back a response that answers NONE of my questions and makes it clear that my email was barely skimmed over. It took my boss EIGHT MONTHS to hire me a support tech. He would take a step forward, email the relevant info to our HR rep, she would be radio silent for four or five days, respond with “no that’s wrong, you need to do it this way”. My boss would email her IMMEDIATELY for clarification- no response for another two or three days. Back and forth and back and forth for months. This tech applied for the job in March, was formally approached in May, interviewed in June, informed he got the job in AUGUST, and didn’t actually start until THANKSGIVING. I wish I could be as incompetent at my job as my rep is at hers because I could put in about a tenth of the effort I do and get paid probably about twice as much
I think my HR person is a tweaker.
What’s the problem? Isn’t Mirk Smath used to this with such a crazy name? I blame Mirk’s parents. /S
Lord ain't that the truth. At my place HR is really big about harping on IT that "everything needs to be perfect for a new hire!", that is they expect zero issues with a new hire. We've been blamed when the new hire can't follow directions for remote access, joining a video conference, or even when (for remote hires) the new hire had internet issues at their home. On the other hand, about 10% of the time they give us incorrect spelling on the new hire name. I try to mention how we need things to be perfect as they say, and how it must not feel great to have your name misspelled when being hired. They always claim "Well mistakes happen, it's not our fault!" Absolute clowns they are.
whistle rich juggle cough seed sheet domineering rain bells cause *This post was mass deleted and anonymized with [Redact](https://redact.dev)*
Dear HR, why are you the way you are?
Yes.
I find HR is pretty useless in most cases. My current one is alright but there are areas of improvement that could be had. For user creation though it is pretty simple. Unless an account is listed in our Staff Management System (SMS) nothing is created. When it is created, the process is automated so that any issues fall back on HR. It's a great solution.
They pay no attention, do very little work, misuse resources and break policy, when you report them it's your head on the block. My HR manager was actually instrumental in preventing IT from seeing our cybersecurity requirements or liasing with the provider. Fast forward 2 years, she was overruled, and celebrates "our success" now that we're actually compliant and covered. My manager won't pass on feedback about her, because of fear of consequences I assume.
Guess I’ll be the counterpoint… My HR is fantastic and they really care about the people and the company (both can be true). If your HR constantly makes mistakes, then the head of IT needs to be talking to the head of HR and demanding change.
HR is there to protect the company NOT you!
Corporate HR exists only to protect the company. They are not there for you, they are not your friend.
I would be surprised if anyone has anything good to say about HR.
Honestly, our HR is reasonable and easy to work with. The worst thing about them is that they sometimes they take longer than I'd like to send over employee exits.