There are newer employer reviews for Hamilton Sundstrand

1 person found this helpful

Cost Cutting at Expense of Employees

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Finance in San Diego, CA
Current Employee - Finance in San Diego, CA

I have been working at Hamilton Sundstrand

Pros

Hamilton is a large company with many opportunities for those looking to advance. Ther are no shortages of opportunities if you are willing to make the sacrifices.

Cons

Very little (no) emphasis put on employee satisfaction. The company just assumes that employees are happy to have a job so they keep taking away compensation. The earnings are increasing but only superficially given that it came from the employees. It is an extremely short term oriented business environment.

Advice to ManagementAdvice

Look towards the future (beyond one year). It may be that the decisions you are making in the short term will get you that nice promotion you are looking for, but ultimately the health of the organization is being compromised.

Doesn't Recommend
Disapproves of CEO
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  1. Used to be a truly great employer, but there is still the time and talent available to turn it around

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee in San Diego, CA
    Current Employee - Anonymous Employee in San Diego, CA

    I have been working at Hamilton Sundstrand

    Pros

    -Great people with a lot of talent
    -Interesting products
    -HS has products on the latest aircraft programs
    -Good training opportunities if you have time to take it and your manager has budget

    Cons

    -Too end-of-month bottom line oriented. Too much pressure to ship product regardless of its condition.
    -ACE is a potentially great program, but has been hampered by managers that have not received the proper ACE training and experience needed to lead the cultural change in an effective and efficient manner.
    -Pratt & Whitney is placed on too high a pedestal by management. PW has a different product offering and its organizational structure reflects that. You can't just cut-and-paste PW processes onto HS and get the same results.
    -Too political. Many managers make decisions based on what they think other people will think of them.
    -Not enough separation between home and work. HS seems to believe 50-60 hours a week is normal with no recognition or reward.
    -Severely understaffed. Management keeps using the economy boogyman as an excuse to understaff, overwork and underpay.
    -Programs do not receive adequate resources unless customers (Boeing, Embraer, Airbus...) personally demand better support from upper management. HS could maintain excellent customer service satisfaction levels if the program teams were supported with needed resource levels.
    -Everything is being outsourced except management. Suppliers are constantly being changed and the transition process is not managed correctly. Defects are becoming harder to track down due to rapid re-sourcing of parts.
    -Salary compression is bad. Starting interns' salaries are too close to what people that have 10+ years of experience and know what they are doing are earning.
    -The necessary money to fix known engineering problems is not made available to programs until the problems become out of control.
    -Employee Scholar Program has been severely cut back

    Advice to ManagementAdvice

    -Read the Employee Survey again and listen to what we are telling you.
    -If you want to manage like Toyota (in the TPS sense, not the way Toyota has behaved recently), you need to adopt all the principles. TPS is a system, not a loose collection of concepts that can be selectively chosen.
    -HS has great people and you are about to lose them. As the economy recovers, the talent will begin to leave. It is already starting. Morale is very low; lots of gallows humour in the hallways.
    -ACE takes time, training and resources to do right. Just repeating "use our ACE tools" is not enough. The staff need training, continuous refresher training and time to make the system work. The time needed to do DIVE is significant. You need to use it yourselves to understand what it is all about.
    -We need more people.

    Doesn't Recommend
    Disapproves of CEO
  2. 1 person found this helpful

    Hamilton Sundstrand has a great product mix and superb technical people working, but management is bottom line driven.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Project Engineer in Windsor Locks, CT
    Former Employee - Project Engineer in Windsor Locks, CT

    I worked at Hamilton Sundstrand

    Pros

    Good mix of products and customers. My immediate working level design and development team was very capable and cooperative, and made my efforts successful.

    Cons

    Senior management is detached from working level employees. HS aggressively recruited management from Pratt & Whitney and other companies. HS promoted legacy Pratt & Whitney transfers over capable HS people. HS prematurely promoted strong diversity candidates over capable established workers. Too much emphasis on Earned Value performance over any kind of technical progress. Too much reliance on ACE and Standard Work. Both of which should be used to supplement programs and tasks, and not to be confused with the absolute recipe for success. HS did really try hard to not layoff people with the administration of furlough days, but really did not think through the loss of experience and talent. HS did not provide financial reward steady performers through the PFT process, but preferred to "recognize" exceptional performers with special awards. When I saw raises dolled out in hundredths of a percent, I knew the raise pool was divided up to benefit a few preferred individuals.

    Advice to ManagementAdvice

    Get out of your offices and meet the people. Make an attempt to connect personally and professionally. And please don't make a big deal about it by giving a cute name or scheduling time for it. Keep it spontaneous and use your free time to enjoy the people who make you look good. Who knows, you may actually learn to like some of us. Note that Mr. Bellemare missed an opportunity to meet people when he snubbed the runners by not recognizing then at the United Way race last year.

    Disapproves of CEO
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