ASM Rotation
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Captain_Morgan02

Matthews, NC

#43 May 28, 2012
DMxMD wrote:
Imagine a lowes where a admin associate keys payroll and helps with any HR busy work. Store managers open job postings based on the needs of the business and ASM's look at applicants and schedule interviews to fill positions in their areas. Department managers do 1st interviews and a ASM does a second and makes the hiring decision.

When associates have problems or want to gripe about their department manager, they use the open door to the next level, and so on, until they feel their concern has been addressed.

Department managers and ASM's can coach and put associates on corrective actions as long as they have all of their documentation in order. If they don't, when the associate inevitably open door's the CA to the district HR manager, it will be overturned. This makes managers responsible for HR in their areas and they must learn the right ways to do things without running every single thing by a store HRM.

ASM's become truly responsible for their people, while DM's run their departments. Tasks like LOA's, fighting unemployment cases, etc become a resposibility of the ASM, so they have a vested interstate in making sure things are done by the book. And of course, all along, in the background there is the district HR to answer questions and hold ASM's accountable.

That's a lowes that works without store HRM's. That is how almost every retailer works. In fact, the only other big box retailer I know of that has salaried HR's in every store is Target and they're unnecessary there too.
Oh how I wish this was the way we did it.

Since: Jul 11

Location hidden

#44 May 29, 2012
DMxMD wrote:
Imagine a lowes where a admin associate keys payroll and helps with any HR busy work. Store managers open job postings based on the needs of the business and ASM's look at applicants and schedule interviews to fill positions in their areas. Department managers do 1st interviews and a ASM does a second and makes the hiring decision.
When associates have problems or want to gripe about their department manager, they use the open door to the next level, and so on, until they feel their concern has been addressed.
Department managers and ASM's can coach and put associates on corrective actions as long as they have all of their documentation in order. If they don't, when the associate inevitably open door's the CA to the district HR manager, it will be overturned. This makes managers responsible for HR in their areas and they must learn the right ways to do things without running every single thing by a store HRM.
ASM's become truly responsible for their people, while DM's run their departments. Tasks like LOA's, fighting unemployment cases, etc become a resposibility of the ASM, so they have a vested interstate in making sure things are done by the book. And of course, all along, in the background there is the district HR to answer questions and hold ASM's accountable.
That's a lowes that works without store HRM's. That is how almost every retailer works. In fact, the only other big box retailer I know of that has salaried HR's in every store is Target and they're unnecessary there too.
Sure this could be done. The question is how far do you want to go in divvying up duties to other employees? It's not like everyone doesn't already have plenty to do, assuming they're doing what they're supposed to. I'm sure it's a matter of scale. Smaller stores may be perfect for operating with no HR. Following your theory, could you eliminate an ASM and spread their duties? I'm sure corporate has gone over the scenarios many times.

I only worked in one store, a fairly large one. Our HRM was a valuable and key member of the team and her efforts would have been sorely missed. Splitting her duties would have meant they were "technically" performed, but surely at the expense of overall store performance.
nedm

Pembroke, MA

#45 May 29, 2012
At the end of the day who specifically "needs" hr? Of course if there is harassment that is one thing but the volume of that is low. If the purpose is to simply get people trained that still doesn't work since the LLC's are just bad. After that moffet incident (see the video on youtube) it was illustrated that HR doesn't even pass files to other stores like they are supposed to.

When does any employee need hr? When does any customer need hr? I could spend days if not weeks without really seeing HR in the store.

Managers should be more responsible relative to hr because it can try to prevent harassment before it occurs. How is HR supposed to hear or see anything when they are in their office all day long? Heck how is HR supposed to even get job applicants when they don't even go to job fairs? I've been to one of the largest ones in Mass each year for the past four years. There's a half dozen stores within a half hour drive. Not once did lowes show up!

If HR was supposed to be the center for information then myloweslife pretty much ended that. Heck I could find policies faster than hr, people went to me before hr to find them!
MATRIX

United States

#46 May 29, 2012
Our HRM does register duty and many other things that the other management don't even contemplate.
Thatoneguy

Cape Girardeau, MO

#47 May 29, 2012
My hrm was out in my area over the last week watering and moving plants with the heat index at 102 degrees. Our store maintains the lead by example. I wish it were more common throughout the company. Thats why i do not think poorly of people on topix ranting about their stores, some are poorly managed and i feel sorry for their experiences each day. We are not all bad, but there are many stores that are and hopefully the new rotations can clear some of that up.
MATRIX

Cassville, GA

#48 May 29, 2012
I researched that rotation on connections and they only rotate out to other stores if nessary or to support another store. For the most part they will rotate within the store.
nedm

Pembroke, MA

#49 May 29, 2012
"Our HRM does register duty and many other things that the other management don't even contemplate."

That's nice to help out sometimes but it doesn't justify HR pay to do cashiering on a frequent basis.
alien

Mooresville, NC

#50 May 30, 2012
nedm wrote:
"Our HRM does register duty and many other things that the other management don't even contemplate."
That's nice to help out sometimes but it doesn't justify HR pay to do cashiering on a frequent basis.
is there any intelligent life on your planet. i doubt you are anywhere near the top of the evolutionary chain.
MATRIX

United States

#51 May 30, 2012
Ignore him hes infatuated with lowes, its the mistress je dumped but just cant forget or let go.
Cow Parts

Philadelphia, PA

#52 May 30, 2012
My HRM doesn't leave her office at all, except for lunch. She may be really busy back there. I don't know her job, so I can't speak about that part. I can say that I never see her on the salesfloor.

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