I like to share this with you. The results of 15 years of complete mismanagement.
Shell has now degenerated so much that we have to endure nonsense like this. Brinded has always believed in processes regardless of the impact on business (mostly negative, remember Overpromise-Underdelivery?). Because nobody has dared to fire him, he has been around for eons and so his band of followers has increased and invariably Shell has deteriorated from a first class and caring organisation to a computerlike organism.
Staff MUST apply in a process called MOR (Managed Open Resourcing). The idea behind the much hated Open Resourcing is to generate competition and transparency. But if you take away the critical control mechanisms (= checks and balances), as has been the case since about 10 years ago, you have a system that is open to abuse and very prone to nepotism and cronyism.
One opens oneself completely by sending a well thought through CV that invariably contains a lot of personal information. In other words you become vulnerable in being transparent. Open Resourcing, and especially Managed OR demands that unsuccessful applicants receive feedback so they know where they stand in the picking order but more importantly, they know where the weak points are and how to improve those.
But MOR has become a total farce and you get replies like this below. Needless to say, this is for a very senior position. It feels like dealing with a call centre or worse, a Q&A session with a computer.
People are our most important asset ..
Please read the final sentence in the email below. And if I have received this, thousands of these messages will have been sent to others.
And before I forget, the incumbent in the job has simply been reconfirmed.
From: Duncan, Analies RB SI-HRA
To: Duncan, Analies RB SI-HRA
Subject: UPDATED: OR – Application for xxxxxxxx
Sent: Nov 23, 2009 16:49
Thank you for your interest in the xxxxxx job advertised as part of the EC-3 round.
We regret to advise that you have not been selected for this position.
Your application was reviewed by a Selection Panel consisting of senior managers, facilitated by HR. The Selection Process was set up and finalised according to the published People Principles. However due to the scale of the resourcing operation, the competition was very strong and you were not successful.
Should you need further clarification, please refer to the People Principles on the Transition 2009 website.
The scale of this operation also means that we have “system generated messages” like this one which can obviously feel not very personal but this is in no way meant to diminish the care and respect with which your application was handled.
Once again, thank you for your interest in the position and your effort for this application.
Please do not reply to this message as it is generated automatically.
ARTICLE ENDSroyaldutchshellplc.com and its sister websites royaldutchshellgroup.com, shellnazihistory.com, shellnews.net and cybergriping.com are all owned by John Donovan