Hewlett-Packard

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Has-been

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Senior Manager  in  Palo Alto, CA
Current Employee - Senior Manager in Palo Alto, CA

Pros

Global scale, breadth of portfolio and brand

Cons

Senior leadership, employee empowerment and innovation

Advice to ManagementAdvice

Empower employees more

Doesn't Recommend
Negative Outlook
Approves of CEO

Other reviews for Hewlett-Packard

  1.  

    My years of working in software at HP

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Software Architect  in  Roseville, CA
    Current Employee - Software Architect in Roseville, CA

    Pros

    good projects, stability, great people and values and the lower levels of the company. world class products and name brand recognition

    Cons

    slow to correct problems, low salaries, no raises, lack of trust in CEO. can't seem to get back on track after failure of Mark Hurd.

    Advice to ManagementAdvice

    Promote a leader with a proven track record from within HP instead of hiring an unknown

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  2.  

    HP - An American Corporation

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Technical Solutions Cons III  in  Detroit, MI
    Former Employee - Technical Solutions Cons III in Detroit, MI

    Pros

    HP has flexible work arrangements - Some departments allow employees to work at home. This was a plus as it's difficult to work 12- 14 hour days in the office.

    The casual work environment is a plus.

    Cons

    HP's Global Learning Division seemed to always be behind on adapting new trends such as mobile learning. There was little flexibility for implementing new ideas quickly.

    The various divisions of HP do not seem to be aware of each other; and there didn't seem to be much cross-collaboration.

    The sales and/or upper management of the Learning Division seemed to sign impossible contracts with daunting and sometimes impossible deadlines. We would work 12 to 15 hour days to meet deadlines; and sometimes, even with those hours, we could not meet the deadlines. Morale was low. People were burned out.

    Negotiate your salary up-front, as salaries do not increase; and sometimes, are decreased.

    It seemed that upper managers were not aware of what was going on down the chain. There is some kind of disconnect, but we were not privy to mid and upper managements' decision making process, contract signing process, and schedule setting process.

    Training was available for certain skills. But for the Learning Organization, there was little training. I had been paying for self-training for years just to attempt to keep up-to-date.

    It seems that HP will only focus on it's roots as a hardware company; it does not seem to know what to do with services and consulting; and from some recently corporate actions, it seems they have decided to shed such services as the expense of keeping good relationships and good faith with external customers. But, that is the nature of a corporate player: stock-holder focus rather stake-holder focus.

    Let us hope that some companies begin a new shift, toward focusing on stake-holders, if it's not too late to save the U.S. core technical and professional work-force.

    Advice to ManagementAdvice

    Get in touch. Focus on stakeholders, not stock-holders. A short-term view is myopic in my personal macro-economic view.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
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