u/Accomplished_Safe465

Anybody know why desk audits fail or succeed. Our Human Resource Analyst all did a desk audit to try to get to a human resources analyst 2

Do you think politicians, are sincere, when they say they are conservative or is it a way for them to win over voters?

Many people have pointed out that conservatives have gone quiet under Trump. Especially with deficits and wars.

So my question is, are these people who run as conservatives actually conservative or is it just an adjective they use to try to win elections?

All this said, is there really a difference in values between people who have conservative values and don't?

So hi, i've been trying forever to get a better paying job.I do work in human resources.Is it's a waste of time and energy?Just stick with my job?

It seems impossible to even get callbacks. And when I match the job description, I don't know if I don't ever get a call back.

I got a promotion to a ST7 from ST6 and am going to a whole new department. The question is, I asked for a desk audit at my old job and they are still working on that process. If that desk audit gets approved. How long is my window to get back to that job?

In theory, a (my) supervisor is there for me as a supporter. A supervisor’s core job is to act as an enabler—removing obstacles, providing guidance, and giving you the resources you need to succeed. They bridge the gap between upper management and frontline work to support your professional growth.

But she is not much help with the work. And can actually hurt me, as I don't trust her to help with my analyst job.

She should certainly be able to help me more.So her supervisors keep telling me to go to her for help. But I don't trust her, and if she does something wrong, and I miss it, I get in trouble because of veteran employee.

They keep putting more workload on me. Should not my supervisor come to my defense and say it's too much? Should I play the i'm going to be burned out card if I don't get help?

I along with my direct co-worker are trying for a reclassification. Does this mean our supervisor will also get one?

I am struggling to sleep at night. I have an incompetent supervisor who gets protected. I was just given a high workload from her bosses and probably will get in trouble for not making productivity. Are there any practical ideas or just bend over and take it?

Do the monsters, still think Boyd is dangerous to them?

Pretty much the same question in the body text. So, we all hear HR is there to protect the employer and not the employee, so i've been an HR specialist in payroll and FMLA for a couple years now. as a result of this, I think more about protecting the employee than the employer. Does this make bad for me to advance?

So I was just given more workload, and i've decided to start fighting back. My supervisor is incompetent. Unfortunately, she's the cousin of the boss. She has kind of bumped it up a bit. But she used to literally talk all day.And now her workload is just so small.

Well, here's the old story being told again. So someone at our job got fired. In the meantime, they would redistribute their job duties to me and one other co-worker. Me and the someone else, are both the best workers. I thought the extra work would be temporary until they found a replacement but no, it looks like I am gonna get the permanent workload.

I am meeting with my supervisor to let her know that my workload will be more than anybody else's. But I will still have the same pay and the same productivity standards. Despite a higher workload.

If it helps, I can explain what I do. I do FMLA paperwork. basically, our workload is divided into sections, and I got a whole new section at the time. They divided us up based on us.Currently, having an equal amount.But I will have one more section than everyone else. It may not seem like a lot more work. But over the long run, it will be. And this is pretty much the difference between a sprint and a marathon. I know my supervisors indicated that these numbers put me with everyone else right now, but that's just because the number of people taking FMLA at this time is low in some of my sections, but over the long run that will not be true.

I need advice when I talk to the supervisor?

Does this kind of conversation lead anywhere?