Hewlett-Packard

  www.hp.com
  www.hp.com
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1 person found this helpful  

Overall, educational and developmental.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Former Employee - Operations Manager  in  Corvallis, OR
Former Employee - Operations Manager in Corvallis, OR

I worked at Hewlett-Packard

Pros

Great pay and benefits compared to other companies in the Willamette Valley. Some positions have great opportunities for learning and promotion, especially within Engineering.

Cons

As the Inkjet business has declined in Corvallis and jobs have been shipped over seas, a lot of bad behaviors have emerged within the management team, leading to in-fighting and back stabbing.

Advice to ManagementAdvice

Hold managers accountable to performing in alignment with the HP Way, especially upper and middle management. Too many times managers are not held to the same standards as hourly staff, even though they should be held to a higher standard.

Approves of CEO

8810 Other Employee Reviews for Hewlett-Packard (View Most Recent)

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  1.  

    Good and getting better.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Manager  in  Boise, ID
    Current Employee - Manager in Boise, ID

    I have been working at Hewlett-Packard

    Pros

    CEO is making great strides turning things around.

    Cons

    Compensation could be better, but it's not bad.

    Recommends
    Approves of CEO
  2. 12 people found this helpful  

    How does this company stay in business

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Software Engineer  in  Houston, TX
    Current Employee - Software Engineer in Houston, TX

    I have been working at Hewlett-Packard

    Pros

    401k (now that they gave them back)
    Health Benefits
    Stock options (Now that they gave them back)

    Cons

    Company forces a team to identify the person to let go (bad rating), regardless of actual contribution. This creates a "Highly Developed Social Order". It no longer matters what you contribute, but who you know.

    Many groups have managers which have no clue on how to solve the problems that they manage.

    Specifications? Plans? Direction? Whats that?

    Lots of people swinging hammers with no blue-prints.

    They took away 5% from ALL employees in bad times to "save jobs". When times were improving and profits are up (even during the bad times), first year they gave you back your 5% a "a gift" (like it wasn't your money already). Second year they promised to re-instated the loss for "some" employees (local manager discretionary) for year 3, and used this to not give it back for year 2. Pretty cool cost-cutting measure...good job.

    In summary.

    Year 1: Got your 5% back
    Year 2: Too bad
    Year 3: About 20% employees now working for 5% less than they started with, not to be revisited again.

    Advice to ManagementAdvice

    Put competent people in charge and drive towards excellence. If a manger which leads a technical team has no clue about how to solve technical problems, they will drive the group to stupidity.

    Doesn't Recommend
    No opinion of CEO
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