Good-old-boys club reigns. If one manager doesn't like you, chances are good that your manager will get rid of you. The manager who won't play that game does exist at CNH, but is rare.
Yearly reviews are essentially a popularity contest. HR tells the managers that only so many people get good reviews, so the managers choose who gets the best reviews, and rank the rest by arbitrary and capricious rationing.
HR talks about career paths, but if you want to get really & truly promoted, or a pay raise more than once every 6-8 years, you have to change fields (engineering to management, etc...) or leave the company and come back after a few years.
Managers talk about wanting to make meaningful change, but that is only true if the change suggestions comes from the favorites. Anyone else is shot down.
Engineering management loves to make late changes to "the plan" which have huge impact on the projects, but refuse to change deadlines and expect people to move heaven & earth to "make it happen".
