Hewlett-Packard - Great if you work in a low-cost country | Glassdoor
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"Great if you work in a low-cost country"

  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Business Analyst in Austin, TX
Current Employee - Business Analyst in Austin, TX
Doesn't Recommend
Neutral Outlook
Disapproves of CEO

I have been working at Hewlett-Packard full-time (More than 10 years)


- Line management supports employees
- Benefits decent (in the US, anyway) but declining


- Work in the wrong place, you'll get laid off and the severance package in the US is eroding rapidly; the Technology & Operations unit might as well be called HP-Bangalore because US/Europe employees are being shown the door with increasing frequency in favor of less expensive outsourced employees who are as innovative as a rock
- Bending over backwards for the millennials while canning experienced employees ASAP; cheap doesn't mean good
- Constant reorganization for the sake of reorganization
- Got rid of pensions a while back, promised 6% 401-(k) match, now cut to 4%, who knows what's next
- Raises? We don't need no stinking raises, at least that must be management's perspective as raises, even for top performers, may be a couple of percent. More often over the last ten years: nothing.
- Mandatory work in the office policy even if you have no team members in the same state or country (and they run butt-in-the-seats metrics)
- New senior management is once again being hired from outside rather than being developed from within
- Employee development - only if you pay for it or want to watch stiflingly boring canned courses
- Reward structure is heavily tilted in favor of the director level and above as they have a separate, far superior bonus structure. Line mgmt/employees *might* see an annual bonus of 2-4%; directors can easily see 10x that much, and VPs and above evem more. Crushing internal politics mean you have to be a savage with no concern for individuals to be promoted to these levels.
- A lot of lip service is paid to recognition; employees are encouraged to go to a web site to recognize co-workers, but your 'reward' is a PowerPoint certificate. Even major functions have recognition programs that provide nothing more than a plaque or some other small physical award in lieu of any financial remuneration. They seem to think attaboys are totally sufficient in and of themselves.

Advice to Management

Notice how more and more HP reviews are coming from people in low-cost countries? That's because Bill & Dave's legacy is nowhere to be seen, and it's all about the bottom dollar to the exclusion of all else. The company's focus is all about the shareholder and the executive ranks, and the individual contributor be damned. The company is now up to 50,000 layoffs this round, almost exclusively in the US and Europe, while numbers in India, China, Singapore, and Costa Rica continue to grow. If you don't work near a core location, you're subject to being laid off with a whopping two week notice; same goes if you work in a high-cost location like Palo Alto - well, unless you're an executive, in which case you can work wherever you want. Whitman recently announced an additional 16,000 layoffs to save the company a billion dollars a year in cost, but the company doesn't have any problem throwing nearly that much money out the door quarterly on stock buybacks and dividends to prop the share price up. Tell us again, what does share price have to do with innovation, customer satisfaction, product quality, or sales?

Unless you're in sales, US/European employees should run away from this company. You may last a few years, but the goal is to replace you with someone making one-fifth your salary or less.

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    There are newer employer reviews for Hewlett-Packard
    There are newer employer reviews for Hewlett-Packard

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