tag:blogger.com,1999:blog-33004692.post5196850678331154061..comments2023-10-31T12:58:36.729+01:00Comments on Evil HR Lady: Should I Stay or Should I Go?Suzanne Lucashttp://www.blogger.com/profile/07129772885673695447noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-33004692.post-47180244751916800932008-09-03T12:58:00.000+02:002008-09-03T12:58:00.000+02:00"...the people who need to attend training are not...<I>"...the people who need to attend training are not coming anyway..."</I><BR/><BR/>I have a couple of tangential comments, none of them related to changing jobs. I know a few things about what people like to call "training."<BR/><BR/>(To save time, stop reading this comment and get a copy of Robert Mager's <A HREF="http://www.amazon.com/Every-Manager-Should-About-Training/dp/1879618192" REL="nofollow"><I>What Every Manager Should Know about Training</I></A>. It will take you less than three hours to read, and at the end you will know more than 80% of people inside the training field, and virtually everyone outside that field.)<BR/><BR/>"Training" means (or should mean) helping people acquire the skill and knowledge they need to produce desired results on the job. If people can already produce those results -- even if they only do so when the boss is standing over them -- then "training" in the sense of courses won't do a thing except annoy them. Or, possibly, give them a break from the regular job.<BR/><BR/>Training should not be an outside event like a golf tournament for the sales staff. The training function in an organization should not be the Little Corporate Schoolhouse with a schedule of classes, records out the wazoo, and no ability to show whether anyone in the history of the corporate ever improved his performance as a result of "attending."<BR/><BR/>What matters is not training courses but an integrated approach for identifying worthwhile performance and figuring out the barriers to that performance -- which often include poor standards, bad job design, lack of feedback, organizational silos, misplaced priorities, and disconnects between the organization and its customers. <BR/><BR/>None of those will be solved by better attendance at training courses.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-73562469996163613462008-09-02T06:37:00.000+02:002008-09-02T06:37:00.000+02:00Milk the system, everyone else does it.Milk the system, everyone else does it.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-45217712436451386482008-09-02T01:12:00.000+02:002008-09-02T01:12:00.000+02:00Stay put.You don't really know what you want to do...Stay put.<BR/><BR/>You don't really know what you want to do before you have your first baby. What is now an under-challenging full time job could be a great part-time job later. Great part-time jobs are rare, and the longer you have been with an employer, the more likely they are (assuming they like you) to be accommodating with a flexible schedule.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-85139859738896615842008-09-02T00:45:00.000+02:002008-09-02T00:45:00.000+02:00Apply for the job but don't mention that you're tr...Apply for the job but don't mention that you're trying to get pregnant. <BR/><BR/>Should you get an offer then you need to decide where your priorities are. It's obvious that your current job would be a better fit during and after your pregnancy. However, the other job offers you career advancement. It's not a choice between family as the second career could make you happier long term thus enabling a healthier family dynamic. You just need to decide what is more important in the now, should it come to that.Rachel - former HR bloggerhttps://www.blogger.com/profile/13504902980684871964noreply@blogger.comtag:blogger.com,1999:blog-33004692.post-91933519473903704482008-09-01T19:26:00.000+02:002008-09-01T19:26:00.000+02:00A couple of questions came to my mind. Have your a...A couple of questions came to my mind. <BR/><BR/>Have your approached your current boss asking for more work? Is he/she aware of your down time? Do your colleagues need help? <BR/><BR/>Second, if I am a hiring manager and I have someone approach me with this: <I>I am interested in the job, but will take some time off hopefully sooner rather than later, don't know how much time I will want to take, don't know if I will come back and I may only want part time</I>....I may give your candidacy a second thought. Not because of your hope to be a parent, which is terrific; rather I would question your interest and commitment to the job. It's a significant investment to hire someone into a position and I want someone who is equally invested. <BR/><BR/>If your current position is such that it would allow you that flexibility you seek as a parent, it may worth it to stay put.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33004692.post-5978571088426072102008-09-01T17:19:00.000+02:002008-09-01T17:19:00.000+02:00When I first moved into my training role I was use...When I first moved into my training role I was used to working as a management consultant - 15 hour days, deadlines etc. It was quite a change to find that I had much more control of my time and it took about 1 year to really adjust.<BR/><BR/>I have been able to focus on the areas that are of most interest to me (talent management and training delivery) which is a real luxury. As a result I have a job where I do the things I like and have reasonable control over my time.<BR/><BR/>It sounds like you have a similar opportunity if you want to take it?<BR/><BR/>Chris<BR/><BR/>http://learn2develop.blogspot.comChris Morganhttps://www.blogger.com/profile/12415768801378147250noreply@blogger.com