Hewlett-Packard

  www.hp.com
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Dead Company, Brain Dead Management

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Engineering Director  in  Plano, TX
Former Employee - Engineering Director in Plano, TX

I worked at Hewlett-Packard full-time for more than 10 years

Pros

Can't think of a thing. HP acquired my employer, so I didn't choose to work for this broke di** company.

Cons

Aside from the globally known fact that HP has been without a good CEO since the 90's, the list runs for paragraphs.

I'll condense it to this: Out of the companies I have worked for, or even been close to as a partner, or a vendor to, HP is absolutely the worst. We will look back at HP's end, prior to 2020, and wonder how it stayed in business while it self destructed.

Advice to ManagementAdvice

Ray Lane - step down, let investors bring a decent Chairman in. Meg Whitman - face it, you blew it big at eBay and they survived despite you. You don't have what it takes to save HP, so follow Lane into the same sunset and give HP a very tiny chance at surviving.

Doesn't Recommend
Negative Outlook
Disapproves of CEO

8760 Other Employee Reviews for Hewlett-Packard (View Most Recent)

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  1.  

    Lacking in leadership and integrity

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Technical Solutions Representative  in  Tulsa, OK
    Current Employee - Technical Solutions Representative in Tulsa, OK

    I have been working at Hewlett-Packard full-time for more than 5 years

    Pros

    Ability to learn about a variety of equipment; Depending on the client that is being supported, you have the potential to learn and work with Windows Server and desktop products; Free MSDN account; Free Microsoft and Adobe software for HP internal use.

    Cons

    Bad leadership on the Service Desk; Some people have incorrect job codes/salaries for their positions, and management refuses to update either one; Unethical practices regarding modifying statistics to meet SLA requirements; Metrics used to measure performance are irrelevant to some jobs.

    Advice to ManagementAdvice

    Pay people what they are worth, and adjust the job codes and salaries of those who aren't making the correct amount for their job responsibilities. There are many agents with incorrect job codes and who are underpaid by at least 25% when compared to fair market salaries for their positions. Veteran agents shouldn't be training new inexperienced employees who are making over 10% more than the experienced veterans. Managers and supervisors need to lead the team rather than having "lead agents" stand in for many of their duties. They also need to stand up for their employees when unfair policies come down the pipeline--this builds trust. The quality of Service Desk employees has degraded over the past few years, and as a result, the atmosphere in the office has as well. The environment is oppressive. The quality mentoring process penalizes agents for inconsequential clerical errors, but leaves important things unchecked such as "Is the problem completely resolved?" or "Did the user have to call back for the same issue?" This results in unfair scores that are indirectly proportional to the level of customer service being provided.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  2.  

    Too big with not enough consistency in senior leadership or accuracy in financial accounting.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Director, Software QA and Testing (4th Level Vice President Management)  in  Roseville, CA
    Former Employee - Director, Software QA and Testing (4th Level Vice President Management) in Roseville, CA

    I worked at Hewlett-Packard full-time for more than a year

    Pros

    Great access to deeply skilled software development resources. Some of the best people in the business.

    Cons

    Not enough consistency in vision coming from senior management. Any vision that does get set consistently never gets communicated accurately to the people in the trenches who must perform the implementation due to the # of leadership levels in such a large organization. I was in Enterprise Services, which has great potential and great sales, but due to inconsistency in leadership across the company, and poor communication, the entire division is completely dysfunctional. Furthermore, the organization’s vision within Enterprise Services has changed so many times since HP purchased EDS that the internal accounting systems have not - and cannot - keep up with the personnel and organizational changes that have occurred, and thus no middle manager or senior leadership can ever get an accurate account of the financials (P&Ls) for the organizations they are responsible. There is virtually no accuracy in the financial accounting systems anymore, and everyone in the company is making decisions based on completely inaccurate or absent financial data.

    Advice to ManagementAdvice

    Pick a business strategy, and stick with it for the long run. Minimize senior leadership changes. Declare war in the accuracy of the financial and accounting systems. Improve communication accuracy up and down every connection in the leadership chain.

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
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