Torqueman

Romulus,

Just interested to know whether that includes getting the thumbs up from the ingrates that continue to work there who are more concerned about losing their positions to people who they know to be more qualified and better at their jobs than they are?

From what I am hearing, it's becoming a, 'team', that does not want to fit in with anyone else. While you go to great lengths to promote your welcoming and positive culture, there are other people going to great lengths to muddy the waters.

Some people are walking away from your company with a very bitter taste in their mouths, who would otherwise be great assets.

I think I see some rot forming.

No SAR No Details

And then....wait for it ......... you get told you haven't worked enough hours this week and we need you on saturday to make up for the hours we didn't roster you on for during the week.
You can stay on site but you wont be racking up the required hours.
But it all sounds sooooo good, go shopping, see the kids, see the wife, surfiing, horse riding (starting to sound like a tampon ad) all this in a 2 to 4 hr break between shifts whilst the kids are at school and the wifes at work.
Dont expect to see them on what you thought was going to be your day off.

Romulus

Ingrates?

Well how do I respond to that? Do I tell you to just **** off? Do I tell you not to bother applying given you clearly are a well balanced chap with a chip on each shoulder?

Or do I just wander on by.

I'm looking for the middle ground. Our guys aren't perfect but I'll back their attitude against anything in QF or JQ or wherever. We'll muck in and do what needs to be done, be in no doubt that is what is expected. Prima donnas need not apply.

Sometimes luck plays a part. And if there are so many better qualified people who want these jobs why didn't they appear when teh company was AAES and could have desperately used these advanced skills you think these people have?

Or is it that they now want in because JHAS is a fully financed company?

I realise this is a major change for some but we're after a good, positive attitude of getting the job done and doing it well. Long as teh guys can do the job that attitude is worth ten guys who may be technically brilliant but bitch and moan all day.

I'm happy with the guys we have, I'm not saying they're perfect (nor do I claim that for myself) but I'll take them ahead of the whiners any day. Hard part now is maintaining a crew who'll keep the positive attitude going as we add a lot of new people.


Same with migration - the AAES guys did a whole lot of multiskilling and took on flexible work arrangements to keep themselves going. That same flexibility helps us take on SIAEC and yes, ACS. The guys have had 5 years of not knowing when the last paycheck was coming in, now that they're JHAS they're entitled, in my opinion, to ask that any new team members adopt a similar working attitude. Why? Because they know as well as anyone that if we stick to the old practices then SIAEC and the like will end up with everything.

Pretty much every other industry has gone through it, AAES/JHAS has gone through it. Not pleasant but they have come out the other side tougher, fitter and leaner than the opposition.

And that means competitive advantage. I'll back our guys against all comers.

Would your management do the same?

Feel free to post some specific examples rather than just hurling mud at our guys.

Or alternatively, just remain the mouth that you are.

Except they clearly wouldn't be. Anyone who isn't prepared to speak up (in a logical, constructive manner) for themselves is not worth having.

If a LAME won't speak up for his concerns how can I know that he will speak up if a cockup occurs?

These people you speak of may be great assets in a QF environment, they may be great assets somewhere else. But if they don't have teh spine to stand up and be counted then they're not great assets to us.

Wishful thinking!

Romulus

Bap Bow!

Try again.

Hours are annualised, a weekly cycle is meaningless. When we first started the concern amongst the guys was that there wasn't enough work to meet their annual total. So for the first 6 weeks we lost plenty as we paid people when we had no work in the hangar so it cuts both ways.

Equally there are timelines for call in notice periods, and yes, if there's an emergency we expect people to muck in and get it done at wierd hours if necessary.

Yep. Of course, if you prefer you can have a fully free week when all the jobs disappear to Singapore.

I readily agree that a salaried arrangemnt isn't for everybody, feel free to apply if it works for you, if it doesn't then don't worry, plenty of other places work the old way.

Barring a bucketload of emergency work that just isn't going to happen.

It's amazing how you just have to focus on the negative. Sure, there are some but overall the positives are much greater. And as for seeing wife and kids on days off then YOU have the flexibility to go to school open days, concerts, whatever simply by oragnising with your team to ensure coverage is there. Of course, once your wife learns of this you won't have the excuse of "I have to work" any longer.

Imagine that, a 2 way street. My belief is that this will help us win a lot of work and bring it back into the country. And I don't have a problem with that.

satos

Romulus,hypothetical question for ya.What if someone applying for a job at JHG had a personal disagreement in the past with one of your current employees and that employee now dislikes this applicant.
When you do you 'so called' background checks and ask your employees what you think of this applicant and one of them says he is no good (due to a personal matter which happened in the past) do you go by his word or have you got other processes in place to deal with this matter.I'd hate to see someone loosing a job because of this.

Romulus

Yep, I just wanted to be very clear that to be on those $ it's a very demanding work environment. We're happy to pay for the flexibility, equally we're very clear that we have no problems calling on people to provide required coverage.

Romulus

Depends on what the matter is. If there's a history of violent behaviour for instance then that's an automatic no. If there's a history of arguments based around logic or standards or somesuch then that's not a problem.

It's not as simple as the old "black ball" method, if someone suggests we don't employ a person then they need to be able to justify their reasons. Personality clash isn't a valid reason, heck, if that was a problem I wouldn't be here....

In some ways it's subjective, that's the problem of dealing with people, very rarely are any of us totally consistent. Very easy to bluff me or Jenny or anyone in an interview, much harder to have bluffed the guys and the entire industry during your entire career.

satos

Thanks romulus for answering the question.
Cheers.

chemical alli

hey romulus and all the guys and girls posting about jha, including my good self, how about if we want to continue with the two and throw of negatives and positives we start a new thread titled. (work place reform jha style) then romulus can continue to post how great jha is and all those that dont work there and have no idea can slander until the cows come home.then this thread can get back to 380 outsourced maintenace issues ,instead of nz winglet conversions

Torqueman

Let me qualify my previous statements and clarify a few things.

I have not applied for a position to your company.

I am really disappointed for those who did and have been treated in this fashion.

I think it is a low act from the guys on the floor to have sunk their chances at a future with your company for none other than personal/childish reasons. Luck had nothing to do with it.

I think it speaks poorly of the management for allowing it to happen.

That's my opinion. Like it or leave it.

Oh and by the way I am speaking up and trying to inform you of something which you may not be aware of.

I am quite happy with my current employment. They're not perfect either. But I let them know too.

Sorry to have offended you. Not my intention.

I was trying to point out what a good culture you were trying to manifest there. Don't let other people bring your work undone.

Romulus

OK, I'll bit and say I'm concerned. Feel free to PM me some details and I'll check it out. Have to say I can't see it myself and I will be more than a little unhappy if this proves to be the case. Equally there's nothing I can do without information, please either pass on, or ask others to pass on, details of such discrimination.

NAS1801

Guys,

since most threads that bring up the subject of JHAS turn into a bashing, I posted a new thread...

http://www.pprune.org/forums/showthread.php?p=3685868

If you work for JHAS, please go to that thread and give us an honest report on how you feel about working for JHAS.

If you have negative stuff to say, keep it elsewhere.

satos

Talk about hijacking a thread.The questions most people have been asking romulus are perfectly legit.He has done his best to answer most of them except for JHAS replying back to applicants regarding their applications.Most companies I have applied for jobs in the past have replied back quickly except JHAS.Is it that hard to send an email reply that your application has been received.I wouldn't think so.

NAS1801

read carefuly.

I was refering to the thread that I started calling for JHAS employees to give us their version of events. I think they are better positioned than Qantas staff to tell us what things are like at JHAS.... don't you think so?

By all means, keep the negative stuff going in this old thread!

Big Unit

Rumour has it, QF to start training for a380 monday week. Only initially training approx 5 people (supervisor level and up) and will be working in conjunction with john holland (including john holland ame's). Can u shed any light on this Romulus?

The hits just keep on coming.....

domo

Read a circular from "M" that acs has droped some customer terminal aircrat to concertrate on amoung other things A380

romulus some operators require ground handling in sydney

LME-400

Is this a JH advertisement... http://seek.com.au/users/apply/index...74&cid=jobmail

Romulus

Bashing?

Nah, not yet. Sometimes the only way to get to the heart of things is to have a system that everyone knows is truly anonymous. Then the trick becomes sorting the BS from the fact. That's the hard bit.



Well, I'm happy to answer questions (within limits) anywhere. Would you prefer I stay out of that thread? LEt me know, or alternatively if people want to include something along the lines of "R please answer this" I'll do my best.

Romulus

Agreed.

Much as I hate to say it, these days with the volume of internet responses and the mass posting of resumes in a speculative manner most recruiters don't even bother with that much.

And I agree that it's wrong.

Jenny has an updated process in place, all emails will be requested to go to a new dedicated inbox (again, my fault this wasn't done earlier, the volume of applications has been way beyond my expectations) which will mean that rather than Jenny sorting through her email and answering emails directly the entire HR team will have access and the ability to respond.

That SHOULD help with response times, at least for the initial response.

NAS1801

Romulus, the whole point is that there are quite a few people here posting a lot of things that you yourself dismiss as not true.

what some of us would like to see, are some facts from the people on the floor.

No offense Romulus, but you are based in the office. We are engineers and it would be great to get some reports from JHAS engineers.

I am not hijacking any threads... I have simply started one for us to hear from the guys who would best be able to give us the story of how things are.