Hewlett-Packard

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Fortune 500 expirience

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Former Employee - Technical Support Engineer  in  Markham, ON (Canada)
Former Employee - Technical Support Engineer in Markham, ON (Canada)

Pros

you can learn and work with newest technologies.

Cons

Senior Management and directions changes frequently.

Advice to ManagementAdvice

Take care of experienced and loyal employees.

Approves of CEO

Other reviews for Hewlett-Packard

  1. 4 people found this helpful  

    HP is no longer the Company Bill and Dave built... Mgt cares more about themselves, not customers, shareholders, emps

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Anonymous Employee  in  Cupertino, CA (US)
    Former Employee - Anonymous Employee in Cupertino, CA (US)

    Pros

    Some good management still exists. Be mindful about the organization... Listen for "we," not "I"...

    Cons

    Way tool large of a company. Culture is not cohesive. Lacking in strong strategic direction. Hurd did so much cost cutting that now the company is not able to lead in areas most important to drive growth. Management is now trained in "manage by fear.". Strong talent has moved on to other opportunities.

    Advice to ManagementAdvice

    Focus. Think customer first. Respect and treat employees well and they'll go miles for you!

    Doesn't Recommend
    No opinion of CEO
  2.  

    Starts off great, but you end up disillusioned

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Operations Manager
    Former Employee - Operations Manager

    Pros

    - competitive atmosphere amongst employees (true for the Malaysia location)
    - comfortable work environment, facilities-wise
    - "brand name" recognition on your resume

    Cons

    - company has suffered overall from poor leadership over the years
    - constant directives to managers to cut costs by headcount reduction, non-renewal of employee contracts, hiring freezes every 2 quarters
    - cost-cutting extends to bureaucratic approval process for hiring approval, resulting in position approval taking between 3-6 months to replace a employee who has resigned
    - very limited bonus/increment structure
    - managers often forced to grade employee performance according to distribution curve rather than based on actual employee performance ( contrary to official company policy)
    - hub-based organizational structure results in accounts within HP pinching employees from each other
    - different benefits for employees on different accounts doing the same role, resulting in disparity and employee unhappiness
    - no work-life balance, especially for management level-staff
    - Very restrictive Standards of Business Conduct (SoBC) prevents you from recommending colleagues on social media sites such as LinkedIn
    - progression through the ranks in terms of job responsibility/promotion does not go hand in hand with salary increase, which is often delayed by 6 months to a year.

    Advice to ManagementAdvice

    - Senior leadership team needs to understand that employees have become disillusioned over the years with CEO changes (Leo, Mark Hurd)
    - Focus on building core business rather than acquiring business HP has no experience in ( like the Palm fiasco)
    - Understand that salary ranges have increased even in markets like India, Malaysia
    - Reduce dependency on short term moves to make the books look good, like delaying Overtime payments to the staff and hiring freezes
    - Ensure that key performers are rewarded (training, advancement opportunity) rather than trying to keep them in one place so they can keep delivering for you. People inevitably grow bored and leave.

    No opinion of CEO
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