This is syphilitic nonsense. His defense of bad internal mobility policies spoiled the whole thing. It seems like he's trying to defend moronic decisions made i

This is syphilitic nonsense. His defense of bad internal mobility policies spoiled the whole thing. It seems like he's trying to defend moronic decisions made in large companies as if there "must be" a decent underlying reason for them. Sometimes, there's not. The Just World Hypothesis is a neat way to trick yourself into believing some insane shit that has no basis in reality. If you're not an execrable fascist, you realize that performance review history part of the transfer packet is a Bad Fucking Idea. This Enron-style "innovation" was intended to intimidate people into working harder. What it actually did was give managers incentives to give inaccurately bad reviews: keep the fuckers captive with negative ratings. Bonus points if people don't know what their exact ratings are and therefore can think they're receiving acceptable ratings (cf. Google's secret calibration scores). I'm sorry, but the absolute first thing you need to assess when it comes to process is: how will this shit be abused? If the system entrusts a single individual (in the internal mobility case, an employee's manager) to be ethically decent, with serious consequences to others if he's not, it will probably fail. The real purpose of these bad HR practices (transfer blocks, global stack-ranking, political-success-I-mean-"performance" review history as part of the transfer packet) is to create a false objectivity that leaves badly-treated employees falsely believing they have no legal or publicity recourse. The vast majority of terminations don't go to court, but companies want to avoid bad publicity as well. The real purpose of a severance is to leave the employee feeling good about the company, despite the separation. The purpose of a PIP is to make the employee feel bad about himself. This is because people are most likely to seek recourse when they perceive a sort of moral superiority. HR's job is to frame events so that people don't have this sense of righteous indignation. A severance brings the company up; "we can still be friends". A PIP brings the employee down; "you have no recourse, because you're shit and I'm champagne". People who look at bad HR practices and ascertain noble or neutral intent are missing the bulk of the picture. Most powerful people in most companies are just bad human beings whom a less emasculated society would do something about. It really is that simple.