Hewlett-Packard

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Excellent position for gaining experience but little room for growth.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Anonymous Employee
Former Employee - Anonymous Employee

I worked at Hewlett-Packard as an intern

Pros

While at HP I learned a lot from experienced people in the company. It was also great exposure as a college student to how industry really works

Cons

As an intern I understand their are boundaries as to what responsibilities I can take on, but I felt like I was trapped. No option for employment after the internship.

Doesn't Recommend
Neutral Outlook
Approves of CEO

Other Reviews for Hewlett-Packard

  1.  

    Learn a lot, but not much for the salary after the second year.

    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Hewlett-Packard

    Pros

    Technology and administrative matters are very well organized, like a well oiled machinery.

    Cons

    Technical experience is not frequently valued and requires from the employee to work hard in order to take advantage of insights.

  2.  

    HP: Good for average sales reps; Poor for the best reps

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Sales Representative
    Former Employee - Sales Representative

    I worked at Hewlett-Packard full-time for more than 8 years

    Pros

    HP provides the training and time to come into your own and the support to maintain good performance. There's an opportunity to move about in the company and experience multiple positions across a 10 year span.

    Cons

    In sales, great performance is not commensurate with great commission. If you're an average performer, you can reliably hit your OTE +/- 5%. However, above OTE, they find a way to limit your commissions. If they don't do it in year, they'll get you on your next year's quota. In addition, they love to micro-manage, and frequently come up with ad-hoc reports that will need to be submitted. This takes away from your time spent working on sales.

    Advice to ManagementAdvice

    Richly reward success. Don't punish over-achievers. That will only incent your best to seek work elsewwhere. Middle managers: push back on the senior executives that come up with more reporting for sales to do if they year is going poorly. That only exacerbates the downward spiral.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
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