Avoid working for HP at Washington Navy Yard in DC. Here is why
Site Manager:
Unpredictable, moody, disrespectful and unprofessional. She has no problem yelling at people and later giving them a hug. She made up roles as she pleased and if asked about it she would say it’s from higher ups and it’s not her. One day she is in a good mood the next day she could be angry and be yelling at people. Yes, yelling and I am not kidding. I heard her yelling at people several times. Her anger and insults were usually over something minuscule.
She not only mistreated her employees (mostly sub-contractors) but was the same to her leads or Q managers. One case in particular, I thought she was threatening one of the Q mangers really badly to a point of being extremely disrespectful.
The site manager played favorites: If you were a full time HP employee you were treated a bit better most of the time, although that depended on her mood or the kind of day.
Example: An HP employee came back from sick leave and she barely did any tickets. We saw her several times in her car resting /smoking. Her name was not mentioned in weekly ticket count report. However, she was still working and the manger had no problem with her. However, if any of us didn't perform as expected and did fewer tickets, we were briefed and would have to explain as to why we were not doing more tickets. Yet, the HP employees like this one and others could walk around and be gone for hours and no questions were asked. If someone inquired directly or indirec
A typical day at work, started with logging into all my programs. Then I would log into the phone system. I would then start to take call after call after call; the call volume would slow down near 7pm. I would come into work at 2pm-10:30pm. When the call volume started to slow down I would be able to do extra training provided by the company. After the training was completed, I would work on my "loopbacks" Witch would be tickets that needed a follow up or were sent to the wrong desk. Once I had completed my "loopbacks" I would then start on the "level 0 Tickets" this was a ticketing system that was sent in by end users that needed to be sent to a specific desk. That would usually rap up my day.
What I learned at HP, one of the main things that I learned at HP is how to refine my trouble shooting questions. In order to solve the users solution if I had the tools to do so, as quickly as possible; and to make sure that the issue was solved so the user did not have to re-contact the service desk. Another important skill that I learned at HP is the sense of urgency, to try and solve a user’s issue as quick as possible; while being as accurate as possible in the solution.
Management at HP, while I was employed by HP; I had 3 different managers with three very different management styles. The first manager that I had at HP was the manager that hired me into HP. His rule was that he did not care if you were late just as long as you came into work, his style was if you did somethin
Proswas able to take personal calls if needed, was able to get up and talk to agents about solutions to a hard issue.
Constimes bathroom breaks, breaks were considered a privilage
My job was to manage the people who installed the HP Enterprise equipment throughout the Southeast US. The equipment was servers, storage, networking...all the equipment that was installed into the customer's data centers. The territory was NC, SC, GA, AL, FL, TN and small parts of MS, KY, AR and VA. We were very busy. HP was selling more equipment every year. The best part of my job was experiencing the growth our my team in terms of wisdom, handling customers and gaining technical skills. The second best part of the job was meeting with our customers and discussing what HP Services fit best with their goals. The worst part was the amount of time that the job required. My work/life balance was far too heavy on the work side of the equation. As I matured in my role I was able to get the work/life scale closer to balancing. But there were always times when the scale would lean heavily toward work. Especially as HP kept having Work Force Reductions (layoffs) reducing not only my staff but staffing nationwide in the services sector of the business. But as a manager you know that changes such as that are always possible and practically a certainty. So you learn to adapt and teach your team how to adapt. And how to become more efficient with your time and how you manage your time and your customers.
There were plenty of places to advance your career if you would reach out to other sectors in the company. You always had to look a few years out and predict where th
Great way to get some hands on training. That is about it anymore.
Over my time working with Hewlett Packard I have had the opportunity to learn quite a bit. I have been able to learn how their test process works. I developed my troubleshooting capabilities within a short time due to the variety of failures I was allowed to come across spanning several server designs. I have been fortunate enough to gain some leadership experience in terms of supporting some coworkers through certain issues. While under my leadership work flow was maximized and productivity through my test area increased. However I was not always the lead so this was something notable that was left unnoticed. Management doesn't exactly give credit where credit is due. A person who solves an issue isn't exactly rewarded for doing so. Though I remain one of the best technicians, I am rarely kept in an area to exercise my skills. I am often asked to train the new kids they bring onto the line, audit the work of others, and pretty much work with any situation that arrives on the go. I am rarely challenged at work anymore so it isn't exactly an environment where you can face new obstacles on a whim.
I would say that the most enjoyable part of the job would have to definitely be the opportunity to learn new skills. Server Rack Build is an exciting area to learn about the components involved in networking a single rack of units. However it doesn't stop there. You have to understand the customer orders involving cables of different lengths. You often run into situat
My typical work day would begin between 9 AM and 9:30 AM and most of the team would leave work between 3-4 PM every day. Many people would work from home when they were allowed.
Job training (to some degree) should be expected for anyone starting a new job.However, at HP, job training may or may not occur. High-level classroom or conference call training occurred frequently. However, one-on-one low-level training occurred rarely or not at all.
Communication between managers and employee leaves a lot to be desired. In my nearly-5 years at HP, I had two managers, both of whom spent 75%-80% of their days (every day) on conference calls or in meetings. I had a very decent relationship with my first manager, but I rarely (if ever) saw her in the office. My second manager was very bad about playing favorites. Those with whom he clicked were given preferential treatment and often provided with additional training or opportunities for special projects that allowed them to advance their careers.
I was laid off/let go from HP in February of 2017, I was a mere 3 months shy of 5 years. My termination came as a complete shock and I had no indication whatsover that it was coming. My manager had set up a one-on-one meeting, which happened regularly, so it didn't seem out of the ordinary. While we were walking to a conference room for our one-on-one, my manager was making friendly small talk, as if nothing unusual was happening. It appeared as if it were just a regular meetin
ProsWork-Life Balance, Flexible Schedule, Good Benefits, Excellent Pay
ConsLack of Communication, Manager Constantly in Meetings, Too Many Conference Calls, Toxic Culture
Overall, HP is probably the best 'inbound' call-center job I've every had in the past 5 years. It was a transition from technical support to sales, although I have a background in both. The company was terrific, even though I worked for them as an ETW (employed temporary worker) through Manpower; my sub-contractor.
The training was excellent as was "new product" training prior to product launches, seasonal sales, and the "cross-training" for add-on items to up-sale (such as computer security, software programs, accessories, etc). In addition, they offered the opportunity to become Certified with Microsoft and Intel.
At least once a month, employees were able to meet with various suppliers, in both a classroom setting and on a one-to-one basis, to learn about their product's background and how the product or service would benefit the customer, listen to their pitches, ask questions, and experience their products first hand.
The supervising staff (Supervisors and Managers) were the best I've ever encountered. Everyone was extremely supportive and they were always there to answer any questions or offer advice on closing a sale. The "one-on-one's" for feed-back with your supervisor were always productive and not condescending; even if you have made a mistake, it was gently pointed out and you moved forward. (like when I said "Welcome to Apple Technical Support"...ooops!)
For incentives, in addition to "spiffs," the company offered daily, weekly, and monthly contests for cash
ProsEverything! Excellent working environment, support, employee moral, wages
ConsETW, few full-time direct hire positions available
1.0
3rd Line Support Engineer | Newcastle, WA | Sep 29, 2013
No respect for staff - made redundant without any explanation
I worked for HP Enterprises for 4 years as Kelly Service contingency staff.
I was one of the most experienced, skilled and knowledgeable agents on the 1st line team and had been awarded 4 plaudits from customers for excellent service.
I felt not respected, not appreciated and that my skill and experienced meant nothing because I was easily replaceable by an unskilled person.
We were massively underpaid at 14.5k; far below the expected wage for doing our job and when questioning this we were constantly told our wage was "competitive" which simply was not true.
When the AWR came into effect we all expecting to receive a 2k pay rise to match the HP salaries of staff doing the exact same job at 16.5k, but instead the HP salaries were reduced to 14.5k to match the Kelly Service wages and because one member of staff accepted that wage when being converted, we did not receive the pay rise.
As part of my job, I was moved from a more skilled position (of 2 years) onto the telephones where my skill set and experience was not put to full use and I felt undervalued.
I and other individuals were moved from our skilled positions onto the phones, because our jobs were being moved to Scotland. The Scottish location then continued to do that job to a low standard, making constant mistakes and this was never questioned or the work returned to us in Newcastle.
I spent the next 2 years asking to be moved from the phones into a better position where I could put my skills to f
ProsGood, honest job supporting the government
ConsStaff treat as expendable, regardless of time working there or skill
Great place to work and development for your carrer.
Manny has over fifteen years of experience as a Civil Engineer. Working as Project Manager in Pharmaceutical/ Electronic Industry (Civil / Mechanical / Electrical Projects). During all these years I have learned/coordinated the development of brand new buildings & utilities areas, manufacture area development/instalation, interior offices & common areas remodeling, and relocation of corporate Real State projects in LAR Region (organic grow, business funded, decomisioning, etc..).
Specialties:BSDCE, CBRE Certified PJM I, Construction Facilities - Projects Supervision, Project Engineering and Project Management.
PROFESSIONAL EXPERIENCE
Hewlett-Packard Caribe, Ltd 1996 - Present
Highway 110 North–Km 5.1 PO Box 4048 Aguadilla, P.R. 00605
Latin America Project Manager/ Project Engineer -
As Facilities Project Panager and Project Engineer for the HP Latin America Region with the following responsibilities:
• Program Manager for construction and maintenance projects being executed in the Latin American Region.
• Manage project costs estimate at each location.
• Manage creation of scopes of work with collaboration of stakeholders, and suppliers to obtain quotes.
• Manage selection of core team members based on projects objectives and scope of work.
• Submit purchase requisitions.
• Supervise projects to meet designer drawings, and codes and regulations (e.g. OSHA, ADA, NEC).
• Manage design - construction - inspection pl
My internship with HP was amazing. I learned so much and my manager was excellent. He knew how to lead and what it meant to be a true manager. After more than a year as an intern I was offered a position within the Public Sector of HP as a financial analyst (completely different organization and group than where I interned). This is where things took a 180 degree turn.
The interviews I had for the position led me to believe that there would be an enormous learning curve. I had just graduated with my MBA and this was emphasized frequently by me during my conversations with my future colleagues, supervisors and managers. Their response was always the same: "Don't worry, we will train you and make sure you understand every step of the way.. It will take at least 6 months for you to completely grasp and understand all the responsibilities and what the position is all about.." With that I felt confident and never thought for one moment that I would be thrown under the bus multiple times. How wrong I was.. I understood that having a government contract and customer is very demanding. I trained in the USMC so I know a thing or two about stress, time management and how to deal with uncertain situations. However, I was not expecting my colleagues and direct manager to be so difficult to the point that if a mistake could be avoided, my colleague would allow it to happen just to write me up about it later. My colleague who is supposed to be training me, left out tidbits of information
Proscompensation, intelligent colleagues, benefits, company culture
Consworkload, stressful, managers that don't know how to manage/lead (not all but some), unrealistic demands (workload, deadlines, grasping responsibilities)
1.0
Entry Level Tech Support | Conway, AR | Aug 23, 2014
worst place in the world to work at (please be warned)
I'm not even sure where to start so i will start from the beginning
Fact number one..when I was hired for technical support during training they advised us that it would be "a little" up-selling involved. That was a lie, in fact if you didn't get enough sells your were force to retrain to take advantage of "hone in" technique. And if you were one of the lucky people who sold a lot and got great numbers in the selling area then and only then would be considered for another job within the company. The moral of this is if u didn't sell enough u didn't get a promoted or advance in any way.
Fact number two....during the winter season... the "Head Honcho" advised us that if this was not america he would make us spend the night on cots in the call center as the overseas counter parts did. But this is america and they have laws against that. Just so we could be at work when and if there was snow or anything else preventing us from coming to work.
Fact number three.... during one particular "morning meeting" I was forced to sit a listen to the following as a inspirational/motivational speech
"paraphrasing the story which I listen to"
one morning a little girl saw some napkins in her mothers cabinet. the little girl asked her mom what the napkins where and the mother said that those napkins were for special occasions.....
(by this time I zone out cause i cant believe this male supervisor is talking about this, and i cant believe this is his idea of a inspiratio
ProsI am glad this call center is closed and they can longer trick people into working there
Consthis company is a joke i love HP as a computer product but overall the company sucks bricks
• OIM setup and configuration, provisioning, reconciliation, product customization using java, various connectors configuration.
• OAM Setup, Access policy configurations, single sign on implementation.
• To work with OIM project team on transitioning integration activities to BAU.
• Integrating the WLS server with Webgate.
• Create, configure and tune Weblogic domains/applications
• Weblogic Administration, Monitoring and Troubleshooting using Admin Console and JMX.
• Cluster Configuration - Single Cluster, Multiple Clusters and Deployment over clusters
• Server Performance Tuning - Thread Dump Analysis, Core Dump Analysis when Server crashes unevenly
• Troubleshooting, Load Balancing, Clustering, Deploying Applications, Performance Tuning and Maintenance.
• Writing Scripts to handle complex automation / administration
• Work closely across the project for application related issues
• Creating users, groups and roles based on security policies
• Worked on Fusion middleware components and OHS configurations
• Patching, application deployment and troubleshooting on Fusion Middleware components.
• Troubleshooting the OAS /OID/OAM Weblogic issues.
• Support Oracle Weblogic App servers/migration/upgrade efforts in HA environments
• To work with OIM project team on transitioning integration activities to BAU
• To assist support manager in estimating minor enhancements & customizations of Identity Management platform.
• To ensure remedy tickets are closed w
Questions And Answers about HP
How long does it take to get hired from start to finish at HP? What are the steps along the way?
Asked Jun 18, 2016
HP Start to finish Envy 7100 Series
A great to for WFH Ups operational intelect in performance of product. Copy Scan Photos App
Scan to email Google Drive Drop Box Quick Forms Updating View and Print Scan computer of memory device
Innovative technology for a transformation in highest of quality manufacturing. Offering endless savings in paper and ink.
Valuing the American dollar helping to make business production tracking and printed business forms in a higher standard of services
Award Winning Company of the Year
Answered Apr 6, 2021
Hp delivering on time in this rapid change of the service world for businesses.
Working hard behind the scenes for customer fulfillment Ups b2b
Class and prestige in doing whatever it takes to help businesses and school operate in these critical times
HP essential equipment moving the world forward in innovation
Answered Mar 7, 2021
On average, how many hours do you work a day at HP?
Asked Feb 7, 2017
9-10 hours per day which includes working through lunch. 100+ emails a day to have to wade through and meetings, meetings, meetings. This is a Worldwide job position.
Answered Sep 22, 2019
I worked 8 hours a day or less.
Answered Feb 8, 2018
How do you feel about going to work each day at HP?
Asked Oct 29, 2017
Going to work at Ups distribution center
everyday is a great feeling knowing we have high quality up to date operation equipment installed by HP desk tops, clarity crystal clear top performing manufacturing
HP Top of the Line Designs in 11738 Building
Answered Jan 21, 2021
Stressed, and troubled. I looked for another job every opportunity I got.
Answered Apr 2, 2019
If you were in charge, what would you do to make HP a better place to work?
Asked Oct 17, 2017
Yes on some project I was in charge. At HP you are just a number, and if you don't have a project by the end of the quarter your fired for understaffing.
Answered Apr 2, 2019
Rehire laid off employees
Answered Feb 11, 2019
What tips or advice would you give to someone interviewing at HP?
