Thursday, 27 June 2013

UK Restructuring - Special Comments Page

As there are so many comments appearing in the blog about the restructuring, i.e. firing of staff, in the UK, this page has been created so that anyone interested in this can post a comment where it is easily accessible.
Cassandra has lost track of what is meant to be happening in the UK due to the many and various announcements, and non-announcements so perhaps the requested comments will shed some light on the matter.

35 comments:

Anonymous said...

What has happened to the values and ethics of this once great Company ? Where is the influence of HR ? Why has management behaviour deteriorated so badly ? Where has the respect for people gone ? Why do I hear so many stories of long serving employees being treated disgracefully ? Wake up Management. Remember what happened under Laphen and The Poison Dwarf ? Bad behaviour and lack of respect nearly destroyed CSC.
Your people are your most important asset. If you continue to destroy them, confuse them, insult them.......you will lose them. No-one wnats to work in a company like that. HR needs to change Management behaviours now, before it is too late.....or maybe it already is......

Anonymous said...

CSC has an HR department?

Anonymous said...

They have an IR department, Inhuman Resources.

Anonymous said...

CSC has all but dissolved it's HR function to "People Managers". The actual HR staff, if you can find one, cannot answer even rudimentary employment questions, and only appear on all-hands calls to make sure the person given the honour of delivering the usual good news doesn't say anything that could get the company into hot water

Anonymous said...

UK Restructuring (or is that "firing"?) I bet everyone can draw up a list of favourite targets.

My work involves "fixing" (sometimes non) technical items for a company (yes - that's narrowed it down a bit - and some of the "non-technical" items are along the lines of "have you tried switching it off and on" as per the IT Crowd on the TV!)

There is a vaguely adequate on-line system which - when it's updated meaningfully with real names, addresses and contact numbers - can be used as a list to "work out" where the work is and what needs doing. I consult this regularly. It's a big list and if I don't know what's required of me it's because a) I'm not at work. b) I'm intensely busy fixing one of the listed items. c) I'm in the car travelling between two of the items in the list because there's a big area of work to cover.

Occasionally I will receive a phone call or email along the lines of "What are you going to do about THIS PROBLEM at THIS PLACE for THIS PERSON?" (doesn't matter where the phone call comes from - unless you need to measure the time it takes for me to understand what the caller is babbling on about)

Remember - either a) or b) or c) applies above. So...how does phoning me up and telling me what I already know, or currently can't do anything about, help at all?

Now - where was I?
Oh yes - "Restructuring and Firing"

So - who shall we aim for first?
No..... don't spoil it and tell me....give me a minute and let me think!

Anonymous said...

yes. It is the acronym for Human Remains (HR). They are there to sprout the Company line and get paid a lot to do that. I hope you didn't think that they were there for the employees.

Anonymous said...

Human Remains.....scope is to assist the Company in sprouting the company line.....whichever line you want to take. It's not for employees. Its to ensure CSC does the minimum to meet legal requirements. Like the annual surveys and last years survey which, after you remove the statistical "outliers", you are left with a "bell curve" and then the spin doctors come in and say why it is so good and management then give themselves a pat on the back and start again.

Anonymous said...

I am really struggling with these comments! I walk around RP and still see people doing very little, adding little value, considering the company owes them a living. Frankly, I am fed up with working hard to carry these people and think it about time the organisation did something about it. Clearly change is never nice, but it is obviously necessary and the company just needs to get on with it asap. That will hopefully involve change at all levels of the organisation.

Anonymous said...

CSC CEO Lawrie raked in $21.29 million in 2013

http://www.bizjournals.com/washington/blog/fedbiz_daily/2013/07/csc-ceo-lawrie-raked-in-2129-million.html

Are we all in this together?

Anonymous said...

With the amount of people leaving CSC globally.. where do they go?

Some will retire, some will take the opportunity to pursue careers outside IT, some will become long term unemployed, some will become sick with depression and stress, some will remain within the IT industry and some will have positions of authority and decision making within that industry.

So CSC who is not a branded product provider (they say they have intellectual property but I do not hear of anyone going and buying CSC products to put on home PC or IPAD) and rely on IT contracts from companies. The very same companies that may have some disenchanted ex-CSC employees.

They will reap what they sow, in the years to come ex CSC people will I expect in a subtle manner ensure the companies they work in do not become customers of CSC. May well be after a long bid process... poor CSC - downward spiral...

Lets face it Lawrie and co bringing in the money, whilst all of us holding onto careers at CSC lose sleep over how long before we get the pink slip of doom....

Anonymous said...

they are busy fighting over the remains and choosing who can go and who can't...

Anonymous said...

Also the people manangers have not been given any formal face to face training ...and also no WBS code to perform their new roles...

Anonymous said...

RP - biggest worry they had was when the excellent food in canteen prices prices went up by a few % last year.... still dirt cheap for a hot meal whilst people in the provinces have either no option or make do with third rate provisions....

Anonymous said...

HR at CSC - Hire, Fire. That is it... and deal with grievances and complaints......

Anonymous said...

A few %? I hope you dont work in the accounting dept ;)
It went up 79.5%, or 110.25% if you wanted one veg with it, or 141% with 2 veg.

Its a captive audience, it would be cheaper to walk the couple of miles to Morrisons salad bar.

Anonymous said...

Dirt cheap? It's now cheaper to go to Tesco than eat in the 'subsidised' canteen. Portion sizes are down as well.

Anonymous said...

So restructuring... people losing jobs, and look at the response. Two RP people bleating about prices (with exact percentages... ) - kind of sums up the psyche of UK head office ....

Fortunately with travel bans I have a good excuse not to visit on a regular basis now.....

ps.

Your more than welcome to try the delights at Chorley......

Anonymous said...

It was one person from the provinces "bleating about the prices" and two people from RP correcting them ;)

Anonymous said...

For me to bleat about the job cuts and restructuring I'd first need even some vague indication from UK HR about who my manager is, what my role is, and in which division. I might well bleat about that in due course. But as its only 13/14 months since Lawrie's restructuring began, it would appear thats insufficient time for UK HR to have worked out how it affects me and I need to cut them some slack.

Anonymous said...

CSC UK Recruiting - whilst we are wondering if still have a job!!!

I could not find this on internal job adverts, one for the UNION to sort out!

http://www.technojobs.co.uk/job.phtml/1374070


Recruiter: Experis IT
Listed on: 16th July
Location: Kent
Salary/Rate: £65000 - £75000
Type: Permanent
Start Date: ASAP
Reference: J280068A6564_1373947230
Contact Name: Liam Paterson

Bid Manager - UK Wide



Our Client is one of the world's leading consulting, systems integration and outsourcing company with presence in over 80 countries, annual revenues of over $16 billion and approximately 93,000 employees, including 7,500 in the UK, providing customers with strategic solutions that enable them to profit from the advanced use of technology.



Bid Manager - UK Wide

The Bid Manager is a key role in leading and developing winning bids. Working with the Sales Lead and Solution Executive in managing the relationship with the client, managing the bid team and the bid deliverables, assessing and addressing the effectiveness of the win strategy, ensuring on-going focus on opportunity qualification and the development of a coherent proposition. Primary purpose of the role is successful bid team leadership to achieve successful deal closure.



Responsibilities



* People: Take a leadership role with the bid team, accountable for resourcing and coordinating the efforts and interdependencies between multiple and multi-disciplinary teams to create an environment for people to do their best work and contribute fully to a high quality solution and proposal meeting client objectives and showcasing our client's capabilities.
* Process: Understand, lead and manage the opportunity through the Sales Framework, ensuring compliance with our client's processes, DoA and corporate policies.
* Business: Develop in depth understanding of client business challenges and work with the Solution Executive to translate the client opportunity to enable the definition of a solution which differentiates our client from competitors. Building effective relationships with all stakeholders and acting as the primary conduit for the client and our client. Initiate and coordinate review processes with our client/client teams and contribute to client negotiations throughout the bid.
* Resources: Apply knowledge of our client's resources to leverage our client's global subject matter expertise, technical & commercial experience, knowledge, support and assets to accelerate turnaround times and maximise quality of our client's responses.
* Professionalism: Take ownership, and demonstrate commitment, passion and drive to achieve success, concurrently applying the appropriate interpersonal strategies and self-awareness to adapt to and shape your responses to achieve delivery of the best outcome through others, in the context of sustained pressure.



Required Skills and Experience



* Minimum of 2 years Bid Management or Programme Management experience, working across industries in the commercial and government sectors
* Proven track record of successful bids with demonstrated knowledge and experience on deals: e.g. geographical span, multi-offering
* Experience and ability to deal with all levels of seniority from CIO to technical specialists across lines of business, geographies and ethnic groups
* Experience managing & controlling budgets and providing financial reports in a project environment and process of costing proposals and technical solutions
* Current knowledge and deep understanding of the competitor landscape
* Working with senior clients and stakeholders ideally in a global/matrixed organisation
* Client relationship management and internal stakeholder engagement
* Experience developing, presenting and explaining business cases
* Experience in customer facing roles e.g. Service delivery roles or program management of a program of work delivered and managed directly to/with the client
* Commercial experience including working with contracts or service level agreements in a commercial environment

Anonymous said...

That is highly unethical, assuming all his income is from CSC or CSC shares, particularly considering the failure of the company's turnaround.

The guy is an idiot, and all I see is more short-termism and a SIGNIFICANT lack of a strategic vision, other than to strip down and sell.

Even that tactic is failing due to all the bad press.

In fact, I don't even believe these idiots have got the foggiest idea how to restructure the company, so instead they're just raping and pillaging what's left before the stock market catches on.

Maybe once the shareholders actually wake up and smell the coffee, they might appoint someone with REAL pedigree rather than a slash & burn merchant.

CSC with its current leadership is a toxic investment, and the results do not show the real picture of the turmoil, confusion & general dissent in the ranks.

Anonymous said...

Couldn't agree more. Culture comes from the top. At the moment it is insipid and reminds me more of medieval politics than what claims to be a modern 21st Century company.

The shareholders would be wise to clear out this useless management team quickly, and replace it with one that has a strong LONG TERM vision, understanding of culture & human behaviour, and the flexibility & persistence to see things through.

Christ, it isn't that tough. Business building & re-building isn't that far removed from planning & executing a project, of which CSC claims to be so good (although some of the PMs I came across couldn't plan their way out of a paper bag).

I'd love to see the cigar packet that has Lawrie's business plan on the back of it....because that is about the measure of it.

Back to basics CSC, and you can start with:

A Vision for the Business
Key Short, Medium & Long Term Objectives
Existing Market Research & Defining the Market Opportunity
Innovation Opportunities - Can the company create a new market, or redefine one?
Understanding the Business's Constraints & Key Risks
A SWOT Analysis - yes knowing CSC's strengths, weaknesses, opportunities & threats might be wise. No evidence that the current management team have a clue.
Investment & Budget Forecast (I expect the current one is gradually getting smaller, however, investment is required to turn the company around)

Then having completed the above, the company might be ready to move onto the detail of a Programme Plan, organisation, governance & business process re-engineering.

Anonymous said...

Job advert - unbelievable.....

Anonymous said...

There never has been a cost / WBS code in which to record time spent managing people at CSC in my experience (6 years people management) . The time spent preparing, executing and recording appraisal / career development discussions is fitted around billable work for most managers and consequently can be a poor exercise due to the lack of visibility at senior levels as to how much time/ money needs to be invested in order to perform the process to an acceptable standard where it can deliver the mutually expected benefits.

Anonymous said...

aww you poor babies with your subsidised lunches. These stories are just heartbreaking. Why don't you get mummy to pack an extra sandwich in your lunch boxes?

Anonymous said...

expected to work 7 days a week , 10 / 12 / 14 hours a day then told to only "book" 7.5 a day , utter rubbish , hows this stand up legally when you put your car in a ditch on the way home because your so tired !

I've never been treated so badly or spoken to with such utter disregard in all my working life.

Anonymous said...

maybe it was part of the "get fit" program, Mike's account is certainly FIT ! , FIT to BURST !

Goes without saying some of the 1000's laid of could have done with a few quid to pay their mortgages, utility bills, car insurance, etc etc etc , nar, let old Mikey boy lord it up ! sicking to the pit of your stomach !

Anonymous said...

If I get told going at risk I am going to call this agency and apply for this job!! Propose other people do as well! It is a disgrace.. announce 750 more to leave and then a 65-75k job ...... I expect will come from HP, Fujitsu - seems a lot of dregs in UK come from those companies into CSC...

Anonymous said...

http://www.linkedin.com/influencers/20130731184447-462880-this-one-tweet-reveals-what-s-wrong-with-american-business-and-the-economy

Anonymous said...

Is EXCELLENCE officially dead in CSC. No one has mentioned UK Excellence Awards being canned too:-


No M&S vouchers for CSC staff as awards scrapped to save costs
'No financial comp, mention in employee e-card is best can do'
By Paul Kunert • Thursday 7 Mar 2013 15:04
Cash strapped CSC is scrapping the Recognising Excellence (RE) award for its top workers as it looks towards another year of austerity. The RE was based on a token system which awarded successful contenders £25, £50 or as much as £100 - those lucky staffers - which could be traded in for M&S, John Lewis and other store vouchers …
http://www.channelregister.co.uk/2013/03/07/csc_recognising_excellence/

Anonymous said...

A decent HR organisation would raise serious questions about about the wisdom of this decision. But nobody seems surprsised that CSC's HR organisation keeps quiet, once more.

Failing that, you would hope that one or some of CSC's Non-executive Directors would challenge the business sense of cutting out low-cost employee recognition programmes like Rewarding Excellence and similar while the CEO gets US$21.9million and the same Non-executive Directors voted themselves significant pay increases for 2013.

Anonymous said...

More redundancies have been happening in Australia for the last couple of week. At least 30 staff have gone already.
CSC HR staff are the most unprofessional.

Anonymous said...

Yes HR VP is in INDIA . Cause we can't have our people do the job we had to outsource that too. shame shame shame

Anonymous said...

Which areas are these in - have been hearing that GBS has low ute in some areas.

Anonymous said...

CSC HR are totally useless and unprofessional. I got made redundant and HR woman who didn't give me her details walked into the room with a book totally visible with names of people to be made redundant. Very unprofessional.

Most redundancies are in Melbourne/Wollongong/Newcastle/MacPark in Sydney