Archived AE 2017

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Rock Lobster said:
Yes, in all actuality there might be some good changes this year. I have not personally heard anything official, but I do trust the changes our current CEO is making over past (it was seriously just cutting without worry of the consequences with Greg). I always said HR/GE combo would make sense at those levels. Most of the GE workload is about people management and scheduling/staffing anyway.
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My ge does nothing but run circles putting out fires in one corner and causing them in another. No way could she take on hr as well.
 
greatteam said:
Anyone remember AE2012 (I think it was)? The big ETL/TL position cut year? When a lot of stores started doing 7am and 6am unloads?

That was fun.

Remember how they said it was a good thing because those hours would be coming back to us in the form of more salesfloor hours?

Remember how we never saw those hours?

Good times. Gooood times.
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Pretty sure it was AE13. I remember an ETL telling me it would be a great way to develop as a leader. There's so much development to be done when you're pushing abandon and pulls and have no sales floor team!
 
signingminion said:
My ge does nothing but run circles putting out fires in one corner and causing them in another. No way could she take on hr as well.
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True but my HR could be the ETL GE. Heck she writes the front end schedule.

Our ETL GE is a glorified GSTL.
 
HRZone said:
True but my HR could be the ETL GE. Heck she writes the front end schedule.

Our ETL GE is a glorified GSTL.
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Same. I think a Sr. GSTL could fill our ETL-GEs responsibilities completely.
 
Considering that we cannot keep ETL SF GE to save our own life, it is very concerning to have that combo in our store. I cringe even more to the thought of having our GS SrTL moving to an ETL HR/GE. That shit is straight out scary.
On the other hand if our SF SrTL were to take over ETL HR-GS I would be overjoyed.
 
I could see HR/GE being somewhat feasible, but my biggest concern is that then HR would be deirectly responsible for performance management of all front end team members. I think aspects of the job like scheduling and owning myGuest seem reasonable. my concern is that it could turn into a situation where TMs don't trust HR because HR isn't impartial anymore and is having to coach them and initiate CCAs for performance based reasons and not just conduct. Granted, if the HR is a fair and consistent leader, then it may not be too big of an issue. The combination of these roles might just seem to blur the line between the role of HR and every other leader.

At least with HR/AP they are the direct supervisor of the least team members of any etl, and most matters involving other team members will be conduct based.
 
sigma7 said:
I could see HR/GE being somewhat feasible, but my biggest concern is that then HR would be deirectly responsible for performance management of all front end team members. I think aspects of the job like scheduling and owning myGuest seem reasonable. my concern is that it could turn into a situation where TMs don't trust HR because HR isn't impartial anymore and is having to coach them and initiate CCAs for performance based reasons and not just conduct. Granted, if the HR is a fair and consistent leader, then it may not be too big of an issue. The combination of these roles might just seem to blur the line between the role of HR and every other leader.

At least with HR/AP they are the direct supervisor of the least team members of any etl, and most matters involving other team members will be conduct based.
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IMO the HR and AP trees are rather jumbled up anyway. ETL-HRs and ETL-APs really are there to keep up an appearance of control, but as ETL's they are generally expected to not be in their workcenter all that much. If Target wanted to do what was best for these workcenters, they would remove the ETLs from a majority of stores and replace them TL/Senior TL positions designated for AP, HR (like they do for PM). The payroll should not be tied to store payroll. They should then increase the amount of BPs back to one per district and have the TL positions answer directly to them and not to the STL or ETLs. The BP then should be in stores more often working with their TL group directly, and be there for concerns.
 
SFSFun said:
I'd really like to see some kind of Flex Fulfillment leadership position (at least in stores with higher order caps). If Target really wants to grow online sales, they need someone focused on getting results instead of a TL who has to worry about backroom/instocks/receiving/and flex. Maybe make a combined Instocks/FF TL.
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Goingstrong said:
Also heard of a SFS TL position in upper end buildings.
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For what it's worth, this is already a thing at I believe most ESFS stores. We have had a Flexible Fulfillment TL position since we were made into an ESFS store. I wouldn't be surprised if this year we see a general ramping up of the order cap of smaller SFS operations, and with that some of the higher order cap non-ESFS operations being given a FFTL position. In smaller stores, I think there should be a FF Specialist position.
 
"Being able to wear jeans would save me so much money" - Anyone who handles a decent amount of Cardboard, or finds themselves in the backroom for a good amount of time.

My guess for 2017:

1. We are all fired
2. We are all allowed to wear blue jeans
3. ETL-SF, GE, and LOG are all combined into SuperScrappyRoboTL (SSRTL) it rolls out of its charging bay each morning to update TMs on all the trends, and everything important that you already didn't need or want to know. It also rolls around as a mobile price scanner for the Guests, as well as batching POG Fills, however currently, unable to pull, backstock, or speak english, our spanish speaking guests will be thrilled because #SerEscandaloso.

English and other features may be added at a later date, from what I am told.
 
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Rock Lobster said:
IMO the HR and AP trees are rather jumbled up anyway. ETL-HRs and ETL-APs really are there to keep up an appearance of control, but as ETL's they are generally expected to not be in their workcenter all that much. If Target wanted to do what was best for these workcenters, they would remove the ETLs from a majority of stores and replace them TL/Senior TL positions designated for AP, HR (like they do for PM). The payroll should not be tied to store payroll. They should then increase the amount of BPs back to one per district and have the TL positions answer directly to them and not to the STL or ETLs. The BP then should be in stores more often working with their TL group directly, and be there for concerns.
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As an ETL HR, I can tell ya that I spend way more time on non HR things than I do HR stuff. Probably like an 80/20 split. I have a great team member though, so I'm freed up to support other workcenters.

I think keeping HR and AP etls in the stores but putting them in separate pyramids would be best. They should be focused on Human Resources matters and loss prevention. No LOD shifts. HR should really be able to be an impartial point of contact for all TMs, TLs and ETLs in the store.
 
EagleEye said:
I predict that AP is now only allowed one camera mounted on a drone. The drone has to have flashing lights whenever it's in use.

Also, new TPS uniforms are khakis with a white shirt and orange utility vest.
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Hahaha jokes on them. I'll bring back the DVRs if they cut any more cameras. as for the TPS uniforms they would also add "ask me if I can help you find anything" on the shirts.
 
sigma7 said:
I think keeping HR and AP etls in the stores but putting them in separate pyramids would be best. They should be focused on Human Resources matters and loss prevention. No LOD shifts.
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Second this. My ETL HR stresses TF out when she is LOD. She is the store mom but when she is LOD she gets all of a sudden really demanding and harsh.

I know HR and AP are supposed to have the fewest LOD shifts and at the biggest stores they avoid them altogether but I wish that was the case at smaller high volume stores. We have 8 etls, the other 6, our srtl and stl could handle lod duties.
 
sigma7 said:
As an ETL HR, I can tell ya that I spend way more time on non HR things than I do HR stuff. Probably like an 80/20 split. I have a great team member though, so I'm freed up to support other workcenters.

I think keeping HR and AP etls in the stores but putting them in separate pyramids would be best. They should be focused on Human Resources matters and loss prevention. No LOD shifts. HR should really be able to be an impartial point of contact for all TMs, TLs and ETLs in the store.
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That's how it used to be. When I started with Target, HR and AP couldn't be in the store alone as they weren't LOD trained. They didn't run the store, but simply focused on their workcenters. Target saw this as a big drain on resources and made them "operational" and thus they had to take on LOD duties. I wish we could go back to non-ops roles.
 
Goingstrong said:
That's how it used to be. When I started with Target, HR and AP couldn't be in the store alone as they weren't LOD trained. They didn't run the store, but simply focused on their workcenters. Target saw this as a big drain on resources and made them "operational" and thus they had to take on LOD duties. I wish we could go back to non-ops roles.
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Its a two part problem. They need a cost effective way to make the change. I think a BP for AP and HR for each district and a reduction of all ETL-AP's and ETL-HRs to TL positions would be more cost effective than the current setup. An HRTL can handle 95% of concerns at the store level, and for the issues that pop up that they cannot they have an HRBP who actually lives somewhat close to the store versus now you could be joined up with a district 7-8 hours away.
 
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