2013 Lowe's Store Staffing Changes

Since: Oct 11

Location hidden

#245 Jan 5, 2013
Brad Mason wrote:
HR managers aren't employee advocates. They work for the company to enhance and protect the store. Should they be knowledgeable and professional and willing to assist in explaining HR policy, benefits, etc. to employees? Of course.
Individual stores should have HR managers on premises based on their size. My uneducated guess regarding a Lowe's store would about 75-100 and up.
They used to be advocates for the employee. What I meant was there job should be to help with questions about benefits, someone the employee can talk to in confidence knowing that it won't make it to the floor, help with FLMA questions etc. Employees don't work with HR things daily so are not up on all benefits, contacts etc. Our HR hands you a telephone # and walks away. Sure they work for the store but as the title says they are "Human Resources"--a resource for the people, not just the ASM or SM.

If you have worked in Mfg all your life and not retail you don't understand how it is different. I didn't either until I joined Lowes.
DMxMD

Pinellas Park, FL

#246 Jan 5, 2013
Worthless................
nedm

Pembroke, MA

#247 Jan 5, 2013
"What I meant was there job should be to help with questions about benefits, someone the employee can talk to in confidence knowing that it won't make it to the floor, help with FLMA questions etc. Employees don't work with HR things daily so are not up on all benefits, contacts etc. Our HR hands you a telephone # and walks away. Sure they work for the store but as the title says they are "Human Resources"--a resource for the people, not just the ASM or SM."

I understand what you mean but after the whole myloweslife portal was made it basically eliminated the need for store hr. I can't think of that much that a hr would be able to say that cannot be answered there.

HR is for information and yes it could be argued that some might not know how to use the computer but at this time pretty much everyone has to know how to. Like I said earlier if lowes just copies hd and hd has cut theirs with little repercussions then what specifically validates the need for hr on the store level?

At the same point what does the credit coordinator/sos coordinator do now that sos has no commissions and it's largely with ATG? Asking what this position does usually gets a response from employees about the existence of bigfoot or searching for Atlantis!

It should also be clear that no one is specifically above doing general tasks in the store. I've seen zm's ring a register, hr at a register, sm getting carts out in the lot, rtm run a register, psa's doing general tasks. If there's a busy weekend there's flexibility with it. If there's no deliveries maybe the cdl driver might be in the store helping. You can never have a situation where people are somehow above he concept of doing more work or different work when the demand is there.

Since: Dec 12

Location hidden

#248 Jan 5, 2013
Yes, part of their job is to be impartial, but impartial doesn't mean on any certain side. There really shouldn't be "sides". I am an advocate for my employees. It's not like we're going around writing people up for no reason and they need protection from us. Walmart operates stores with 450+ part and full time associates with no store level Salaried HR. They have a personnel coordinator that does the administrative tasks and supports management. If you have a complaint, you go to the next level of management with the open door policy. That policy is taken SUPER seriously there, because it keeps employees happy and non-union. If management has questions about something discipline related they ask the market HR manager. FMLAs are approved and handled by the benefits company, the same as Lowes.

Basically, we as a company have inflated the duties to support the role of HRM, not created a position to complete work we need done like every other job in the stores. It's backward thinking and inefficient. However, I think it is pretty clear from the top, they want store HRs, because they're used to it. When a change in leadership happens, I wouldn't be so sure.

Since: Nov 12

Location hidden

#249 Jan 5, 2013
nedm wrote:
"What I meant was there job should be to help with questions about benefits, someone the employee can talk to in confidence knowing that it won't make it to the floor, help with FLMA questions etc. Employees don't work with HR things daily so are not up on all benefits, contacts etc. Our HR hands you a telephone # and walks away. Sure they work for the store but as the title says they are "Human Resources"--a resource for the people, not just the ASM or SM."
I understand what you mean but after the whole myloweslife portal was made it basically eliminated the need for store hr. I can't think of that much that a hr would be able to say that cannot be answered there.
HR is for information and yes it could be argued that some might not know how to use the computer but at this time pretty much everyone has to know how to. Like I said earlier if lowes just copies hd and hd has cut theirs with little repercussions then what specifically validates the need for hr on the store level?
At the same point what does the credit coordinator/sos coordinator do now that sos has no commissions and it's largely with ATG? Asking what this position does usually gets a response from employees about the existence of bigfoot or searching for Atlantis!
It should also be clear that no one is specifically above doing general tasks in the store. I've seen zm's ring a register, hr at a register, sm getting carts out in the lot, rtm run a register, psa's doing general tasks. If there's a busy weekend there's flexibility with it. If there's no deliveries maybe the cdl driver might be in the store helping. You can never have a situation where people are somehow above he concept of doing more work or different work when the demand is there.
As usual you miss the point as wander off on some loose tangent. Classic tunnel vision. When was the last time you worked anywhere?

Of course other people in an organization can perform HR duties. My plant manager can clean bathrooms. It's not the best use of resources to have him do so.
nedm

Pembroke, MA

#250 Jan 5, 2013
Well not all walmarts have a hr. Super ones sure but not all of the smaller style.

You need HR in areas where people have to deal with others doing the same tasks and are not able to leave. At any moment someone can be called to do something else in another part of the store. It's not like it is a corporate park office environment.

HR at lowes can't really do much of anything. They do not train anyone, they do not coach anyone. If there was say a civil service or a union in the place maybe they'd need hr but I just don't see the demand. If it is to prevent harassment well that's hard to validate company wide. Maybe that might have made more sense when the vendors were around as they were contracted with other companies.

If the customers and the employees don't need hr then what specifically is the point of them? At least with a asm if someone wants to speak with a manager then they are there. Who really needs to talk or deal with hr? Myloweslife has pretty much everything they'd give out. If this was 15 years ago when people had dialup and not many were online sure they'd be needed. Now you see 11 year olds with kindles walking into the place and smartphones are pretty common.
space cadet

Mooresville, NC

#251 Jan 5, 2013
nedm wrote:
Well not all walmarts have a hr. Super ones sure but not all of the smaller style.
You need HR in areas where people have to deal with others doing the same tasks and are not able to leave. At any moment someone can be called to do something else in another part of the store. It's not like it is a corporate park office environment.
HR at lowes can't really do much of anything. They do not train anyone, they do not coach anyone. If there was say a civil service or a union in the place maybe they'd need hr but I just don't see the demand. If it is to prevent harassment well that's hard to validate company wide. Maybe that might have made more sense when the vendors were around as they were contracted with other companies.
If the customers and the employees don't need hr then what specifically is the point of them? At least with a asm if someone wants to speak with a manager then they are there. Who really needs to talk or deal with hr? Myloweslife has pretty much everything they'd give out. If this was 15 years ago when people had dialup and not many were online sure they'd be needed. Now you see 11 year olds with kindles walking into the place and smartphones are pretty common.
Did you smoke some crack. That made no sense

Since: Dec 12

Location hidden

#252 Jan 5, 2013
I Agee nedm

Since: Nov 12

Location hidden

#253 Jan 5, 2013
nedm wrote:
Well not all walmarts have a hr. Super ones sure but not all of the smaller style.
You need HR in areas where people have to deal with others doing the same tasks and are not able to leave. At any moment someone can be called to do something else in another part of the store. It's not like it is a corporate park office environment.
HR at lowes can't really do much of anything. They do not train anyone, they do not coach anyone. If there was say a civil service or a union in the place maybe they'd need hr but I just don't see the demand. If it is to prevent harassment well that's hard to validate company wide. Maybe that might have made more sense when the vendors were around as they were contracted with other companies.

If the customers and the employees don't need hr then what specifically is the point of them? At least with a asm if someone wants to speak with a manager then they are there. Who really needs to talk or deal with hr? Myloweslife has pretty much everything they'd give out. If this was 15 years ago when people had dialup and not many were online sure they'd be needed. Now you see 11 year olds with kindles walking into the place and smartphones are pretty common.
I don't know about Lowe's, but our HR Manager, in a facility of 75-90 employees...

1. Schedules and conducts 1st interviews with recommendations to plant manager.

2. Coordinates and executes new employee training.

3. Explains and enrolls employees for benefits to include health, life and disability insurance.

4. Handles and coordinates claims for above.

5. Monitors safety training as well as documenting injury reports.

6. Trains and oversees drug testing resulting from above.

7. Processes payroll and administers associated employee questions and concerns.

8. Monitors and maintains MSDS and OSHA postings as well as Federal, State, and Local labor policies and notifications.

9. Coordinates and monitors employee grievances on all levels.

10. Ensures compliance and record keeping regarding payroll taxes, etc...

11. In her spare time generally handles what needs to be done.

As you can see, our HR Manager is a valuable asset. If a Lowe's store of comparable size doesn't have an equally valuable employee, they have the wrong person.
nedm

Pembroke, MA

#254 Jan 5, 2013
Some of what you said is basically typical of hr but other parts you can see a asm.

New employee training is pretty much non existent at lowes and they have no one to really blame but themselves.

msds and osha postings generally don't move in an employer so that is more of a fixed cost

Injuries were pretty rare when I was at lowes. We actually went months without an accident.

Taxes are more on a payroll/corporate side but time to time there might be a screwup.

If stores had say 200+ employees maybe it would be worth it for lowes but not at this time.

Since: Nov 12

Location hidden

#255 Jan 5, 2013
"msds and osha postings generally don't move in an employer so that is more of a fixed cost"

That makes no sense. Typical of your postings.
DMX

Laredo, TX

#256 Jan 5, 2013
I don't know about Lowe's, but our HR Manager, in a facility of 75-90 employees...
1. Schedules and conducts 1st interviews with recommendations to plant manager.
The HRM does do this. An hourly admin associate could call applicants. Target does this for example.
2. Coordinates and executes new employee training.
The HRM does do orientations. However, there are few except during seasonal hiring, and an hourly personnel coordinator could do this too. Same as Walmart.
3. Explains and enrolls employees for benefits to include health, life and disability insurance.
All benefit enrollment is done online.
4. Handles and coordinates claims for above.
All claims are handled by calling a 800 number.
5. Monitors safety training as well as documenting injury reports.
The learning and talent center program places responsibility for training directly on the employee and their direct supervisor.
6. Trains and oversees drug testing resulting from above.
The ASM that puts in an accident report does the drug tests.
7. Processes payroll and administers associated employee questions and concerns.
Payroll is calculated and paid by the CSC. The ASM admin and SM are ultimately responsible for payroll budgeting.
8. Monitors and maintains MSDS and OSHA postings as well as Federal, State, and Local labor policies and notifications.
We have a poster in the break room. That is all.
9. Coordinates and monitors employee grievances on all levels.
I guess. Sounds like an ineffective open door policy if this is needed.
10. Ensures compliance and record keeping regarding payroll taxes, etc...
The CSC and Kronos do this. HR shared services and the compensation team at the CSC have to be contacted for anything dealing with this.
11. In her spare time generally handles what needs to be done.
As you can see, our HR Manager is a valuable asset. If a Lowe's store of comparable size doesn't have an equally valuable employee, they have the wrong person.
Our systems and policies on what is covered by who have made the position, as a salaried role, obsolete. The necessary duties could be split up. The only part we really do need help with and the only time HR is really busy with essential tasks is during seasonal hiring.

Since: Oct 11

Location hidden

#257 Jan 6, 2013
I disagree with you-I don't believe ASM's have the time or the skills to do some HR duties.

Lowes has relied on the computer for way too much stuff-training, questions regarding benefits etc, scheduling etc. Computers are a nice asset but they will never replace a warm, knowledgeable person. If you don't believe me-how many of you get frustrated with the automated phones when you call for help? Press 1 for English, 2 for Hardware, 3 for credit etc. Then you hear "your call is important to us, all our operators are busy helping other...". Our HR is not much different-walks around all important but has few answers-just phone numbers and points you to MyLoweslife. Sorry, sometimes your valuable "Human Resources/employees) need a knowledgeable, warm blood person instead of automated 800 number and a at times cumbersome computer program. Lowes keeps moving things around, deleting things and it is hard to find some things.

Brad describes the HR function I remember.
nedm

Pembroke, MA

#258 Jan 6, 2013
"msds and osha postings generally don't move in an employer so that is more of a fixed cost"

That makes no sense. Typical of your postings."

Does not make sense? How hard is it to post a document in a given building? The breakroom or hr room is usually where osha documents are posted. MSDS are where chemicals are posted. These are items that can be found at a staples for $20 (osha that is)Lowes does not move around breakrooms or chemicals. There's also the msds hotline which has been around for more than a decade.

There is less demand today for hr then there has been in the past. It has never been easier to get information by yourself without instrution.

Since: Nov 12

Location hidden

#259 Jan 6, 2013
nedm wrote:
"msds and osha postings generally don't move in an employer so that is more of a fixed cost"
That makes no sense. Typical of your postings."
Does not make sense? How hard is it to post a document in a given building? The breakroom or hr room is usually where osha documents are posted. MSDS are where chemicals are posted. These are items that can be found at a staples for $20 (osha that is)Lowes does not move around breakrooms or chemicals. There's also the msds hotline which has been around for more than a decade.
There is less demand today for hr then there has been in the past. It has never been easier to get information by yourself without instrution.
I meant the sentence structure. It's hideous.

Since: Nov 12

Location hidden

#260 Jan 6, 2013
Sure, we could divide up our HR Manager's duties among the rest of the staff, but that would detract from their ability to do the jobs they already have. Plus, I guarantee they wouldn't be performed as well or accurately.

*Updating MSDS is a part time job in itself. For example, 31 machines cranking out various types of plastics that vary from shift to shift to shift. Plus the associated solvents, lubricants, etc. that change as well. Lowe's probably doesn't deal with that.

Since: Oct 11

Location hidden

#261 Jan 6, 2013
nedm wrote:
Well not all walmarts have a hr. Super ones sure but not all of the smaller style.
You need HR in areas where people have to deal with others doing the same tasks and are not able to leave. At any moment someone can be called to do something else in another part of the store. It's not like it is a corporate park office environment.
HR at lowes can't really do much of anything. They do not train anyone, they do not coach anyone. If there was say a civil service or a union in the place maybe they'd need hr but I just don't see the demand. If it is to prevent harassment well that's hard to validate company wide. Maybe that might have made more sense when the vendors were around as they were contracted with other companies.
If the customers and the employees don't need hr then what specifically is the point of them? At least with a asm if someone wants to speak with a manager then they are there. Who really needs to talk or deal with hr? Myloweslife has pretty much everything they'd give out. If this was 15 years ago when people had dialup and not many were online sure they'd be needed. Now you see 11 year olds with kindles walking into the place and smartphones are pretty common.
"HR at lowes can't really do much of anything. They do not train anyone, they do not coach anyone."

They could train, coach and help employees with questions and problems, but ours doesn't. They could create some internal training helps for Genesis, basic tasks like phone operation, making labels etc. They could be asking their employees how they could better serve them. There are lots of HR duties they could do but they don't. Not sure if it because of Lowes policy or their laziness or not knowing what to do.

If I was in that position I would create checklists for training for all new hires-things that are important when they hit the floor. I would work with DM's to create checklists that the DM's feel all new hires need to know to better work in the dept and have all DM's go ever each item with new hires-the checklist makes it so all employees are given what they need-it helps the new hire meet the DM and the Dm meet the new hire. Things that would be on my checklist: How to do an IRP, tasks that need to be done daily-downstocking, fronting, IRP's, cleaning, sweeping, emptying trash, how to use the phone for scanning, paging and dept specific things. We get new hires thrown to the floor with no idea on what their job is and if no one takes the time to work with them, show them around etc. it is very frustrating.

I would create a checklist for those going out on FMLA, Short Term Disability, pregnancy etc and would sit down with each person so they understand what will happen and who to contact. Yes, I can probably find the information on MyLowes Life but a face to face with someone who works with all the time is much nicer.(example-if I am having trouble with a computer program which is easier-reading the manual or talking to a live person who understands the program?) They could hold training classes on various topics. They could really be an asset to the ASM's, DM's, SM and fellow employees.

There are lots of things they could do IF they know how or have the initiative. I don't think they know how to do some of the things I talk about because they have never experienced anything like it-all they know is Lowes way-which is very inefficient and poor. I was in HR, training and mfg management previously so I saw how effective these types of activities are.
nedm

Pembroke, MA

#262 Jan 6, 2013
I'd say the biggest issue in the whole chain is the lack of training. Yes there's LLC but that isn't exactly that encouraging. emtp is long gone, mtp is gone etc.

On the job training is more of a joke itself because it means just screwing around. Here's an idea why not shut down a store early or late for a few hours of employee training?

Make some lists, cross them off etc. How much business is there 6 to 8 am or 8 to 10 pm? How about on a thursday?

ASM's could train other employees on issues so that way they don't get asked again and again for mundane things. Other chains I know close for a whole day for employee training if there is a holiday coming up.

Since: Nov 12

Location hidden

#263 Jan 6, 2013
"Other chains I know close for a whole day for employee training if there is a holiday coming up."

Name 3.
ooo k

Mooresville, NC

#264 Jan 6, 2013
CedricC wrote:
I Agee nedm
Yeah, I'm sure you. That's not surprising

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