1st 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 t
ProsGood, honest job supporting the government
ConsStaff treat as expendable, regardless of time working there or skill
Overall, a Good job and great learning experience. Work from home / remotely is a plus. Unfortunately there is a lot of downsizing.
I am currently a Technology Consultant at HP for the Bank of America account running the Data Center and Security department for the past 3 years. I am a US citizen living in Tucson AZ. I have been in management and customer consulting for at least 7 years and have an AAS in IT administration and have been accepted to the University of AZ to continue on to get a BA in TI Administration as well.
Due to the amount of work and special coordination needs required for these types of requests for the BOA account, I have been developing and managing the entire processes to implement connectivity needed from the BOA account. I have been hosting technical meetings over the phone and virtual rooms. I have been engaging engineering and regional operations for designing and implementing new servers and switches for the Data centers and for Security Services, including implementation of Firewall and Proxy rules, load balancing, HP network and DMZ switches, NAT IP Addressing, and FDNS installation. I have also been 1 of 2 people working on the MAC team doing the CEWA Data center power shutdowns, coordinating with the CNOC and regional operations for making sure that all the HP equipment was fully supported for the shutdowns.
Management; My direct supervisor is great, She handles anything i need and very helpful in assisting me in advancing.
Co-workers: there is not very much contact between my co-workers as we all work remotely and handle our own work separately. When
ProsGood Salary, Work for home, Great co-workers and management, Learning a lot.
A typical day at work performing this position consisted of interacting with enterprise customers of Hewlett Packard to assess what hardware and software requirements would be required for their new servers. Ascertaining if their servers would be housed and supported within their infrastructure; or ours.
From this point, I would have to gather any relevant information for any pre-existing Hardware servers or Virtual servers such as TCP/IP, VLAN, iLO/DRAC, Security and Management software, Data/Database requirements.
Based on the above I would then create a Design Proposal Summary and a Bill of Material for all the Hardware and Software being purchased by the client. This would then be presented to the client for their approval.
Once the client approves the hardware and software and verifies or corrects the configuration information I would then enter information gathered within the DPS and BOM I created into our engineering database. This information would be used by HP Internal teams to do their part in readying the Server/Virtual server for the client, Preparing billing, Installation etc.
Being that this job was performed remotely I did not have a lot of interaction with management and co-workers aside from monthly meetings. I would have preferred more interaction however my team consisted of a small group handling all customers in North, South and Central America so there was not a lot of time available.
The hardest part of this job for me was the learning
ProsRemote working, It was nice control the environment, increase productivity and concentration and to eliminate commuting times/cost.
ConsThis job was 100% hands-off, I really enjoy performing the work I design; rather than handing it off for others to perform.
As an ANGI/JSTARS FSET we are the primary POC for troubleshooting ANGI/JSTARS system outages and to return the ANGI/JSTARS system to operational status in the most expedient manner. Essential DOD personal will notify the ANGI/JSTARS(myself) FSET of any reported issues with operations. FSETs will work closely with platforms, MAJCOM Coordination Centers, Air Force cyber warfare activities, and SSC-PAC engineers as required in the event of a major system outage and its expedient restoral of services. ANGI/JSTARS FSET will provide standard Tier I and Tier II services and where required remove and replace defective component and process same for repair or salvage (abbreviated Tier III services). As an FSET, we reside at NCTAMS PAC, and I respond to the TT and attempts on-the- spot resolution for end-user systems and accounts. The TT consists of standard information concerning the incident, user, and system health. As the lead FSET, first-touch resolution is always the my goal. If the I determine the issue/incident is caused by an incident (e.g., leased circuit or crypto problems) I will refer the incident to appropriate Tier 1 engineers for resolution. I also provide Tier 2, in-depth technical support of ANGI/JSTARS systems. Tier 2 personnel are responsible for investigating elevated issues by confirming the validity of the incident and seeking solutions. I resolve issues that are directly organic to ANGI/JSTARS equipment at NCTAMS. However, issues can be referred to other Tier 2
4.0
Technical Support Representative | Pontiac, MI | Apr 7, 2016
Enjoyable place to work, Great people and a good environment.
For a typical day I arrive to work 30 minutes early and get my computer booted up and log into all the tools I use. I start my day by running a few reports and email reminders about open tickets that need to be updated to every agent on the desk. For the remainder of the day I am pretty busy taking call and assisting users, monitoring the inbox and delegating emails, ensuring that all emails are processed in one hour, and monitoring the Service Desk's ticket queue and assigning or rerouting any tickets that get sent back to the Service Desk. During any free time I have from my regular duties my Team Lead usually has side projects for me to do, ranging from creating new Knowledge Articles to building new reports to pull specific information about the types and numbers of tickets we receive on a specific day.
From working with HPE I have learned many things. Before working here I had only worked with Active Directory a little in school. Since working here I have learned to remove security groups, modify phone numbers, and move objects between different OUs. I had also never once used Microsoft Outlook before working with HPE. I now feel that I am pretty proficient at using and configuring Outlook.
The hardest and most frustrating part of my job is seeing coworkers make mistakes on common practices over and over again. It really bothers me that people will make the same mistake multiple times.
The most enjoyable part of my job is monitoring the inbox. I r
ProsVery nice cafeteria in the building, great people to work with, very good management team.
ConsAbout an hour drive to work every day, not very good healthcare offered, no raises - your raise is the experience you gain from working for HPE.
2.0
Field Service Engineer | Phoenix, AZ | May 5, 2017
Nearly 5 years of my life meant little.
Spent almost 5 years with HP/HPE and was run ragged in the field. Felt like the company and upper management thinks everything should be resolved by the field but was unwilling to listen to the field on how to fix and resolve issues. Administrative load from primary case tool and how system was run made work more and more difficult with each change and update. Upper management would ask whats wrong but would ignore requests and valid issues with tool. Direct local management would ask but then not do anything. I personally worked hard to keep my customers happy and informed but the bureaucracy keep me form doing my best.
Lots of training and advancement possibilities do exist but at the expense of sacrificing your personal life. Work life balance is not a priority within the culture at this time as it once had been in the past.
Regardless of how hard the field would try to meet metrics, regular changes in requirements always left us short someplace as the metaphorical carrot being chased. Yes there is recognition at times but always at some personal cost.
Nearly 5 years of "running to the fire", as my boss like to put it, with only to show being laid off, told that automatically I would be marked ineligible for rehire regardless of service record as company policy.
HP was a great company to start working for, HPE is but a distant shadow as it seems to continually shoot itself in the foot with how it goes about treating the field.
As a personal note, this j
Very flexible workplace, and a great place to start your career!
HPE is extremely flexible with its employees, which is their biggest pro in my opinion. Working from home is a fairly common occurrence here. If you're just graduating from college, this is a great place to work, as the flexibility will help you bridge the gap from school life to work life.
The pay is pretty average to start, but raises and bonuses are given very sparingly. The benefits are very good!
Low level management is good, most managers I came in contact with were very familiar with their branch of the business, and consistently made well-informed decisions based off of this. Upper management, however, has been constantly shifting things around, spinning off parts of the company, acquiring new companies, etc. This has left the company in a perpetually unstable state, which leads to my next issue...
HPE keeps their business in a constant state of layoffs. They are always looking to downsize their manpower, which has a HEAVY motivational hit to the people that work there. If your job is not secure, you can't focus on your work, and your much more likely to leave the company for a more stable job. This policy has to stop, or this company doesn't have bright days ahead.
HPE is also redoing their offices to follow a more "open concept" environment, despite the slew of research that has shown time and time again that this is a horrible move for employees and productivity. Technical employees get an education so they don't have to work in miserable call-center co
ProsDecent pay, good benefits, flexible hours, working from home
ConsHorrible new office layouts, constant layoffs for the last 5+ years, indecisive upper management leads to instability in workers' lives
Leadership will describe HPE as a great place to grow and learn how to sell. They tell you your upward movement is unhindered and they prefer hiring for management and field roles from within. In reality, HPE is a great place to learn the evils of a massive corporate entity.
I have never felt like I've been seen by HPE as anything more than another expendable cog in their machine. Morale has lowered every month I have been there as the attrition rate skyrockets. Nobody that works there truly loves what they do. Management exists to micro manage every process along the way. There is far too much focus placed on activity that doesn't lead to revenue generation. The entire time I have been there, I've never heard of anyone facing criticism for quota attainment, instead they constantly hound us for call volume and talk time, which encourages employees to inflate their numbers instead of driving sales. A vast majority of field reps and inside managers are hired from outside of the company, which would be totally understandable if we weren't told the opposite from the get go. The compensation system is also an absolute nightmare and is incredibly inaccurate (check out the businessinsider.com articles about it). The only positive thing I have to say is that the sales floor is full of young vibrant people who are willing to help each other out. It would be a very fun atmosphere if management wasn't as bad as it is.
Overall, I would not recommend this role. The inside sales prog
ProsLots of free food, young fun employees
ConsBad management, terrible comp tool, micro-management, metric heavy
Knowledgable Colleagues, Team Atmosphere, comfortable work environment
On a typical work day I worked with several external customers identifying and resolving customer outage, performance, configuration issues and general user application questions. Customer issues needed to be resolved or elevated s quickly as possible. We worked independently but also collaborated with colleagues and Senior Techs to address complex issues.
Our Management depended on our ability to make our own decisions, but were always available to address escalating customer issues, process bottlenecks etc. They were primarily hands off but definitely available when needed.
Our workplace was a open, friendly and casual environment. Everyone knew each other, even between different work groups. Everyone made themselves available to assist in any way they could.
The hardest pat of this position was the constant change and continued development of new and differing customer issues due to new releases or differences in customer configurations. As a team we handled this well by sharing of knowledge and skills and constant communication.
The thing I enjoyed most was the comradery and open team environment where we shared knowledge, skills and were always ready to assist each other. This was accomplished via various Chat Rooms. This type of support environment helped reduce stress and contributed to team building. We truly functioned as a Team.
ProsFrequent BBQ's in the Summer Months, Holiday Team Celebration & functions
ConsConstant change in processes
2.0
Senior Business Analyst | Roseville, CA | Apr 6, 2016
Grain of Salt
The culture at HPE is variable depending upon the account and reporting structure. My overall opinion is that there's an imbalanced combination or model of employees; some very excellent driven achievers intermixed with some who are happy with the status quo followed by a new culture of employees who only want to do the minimum, but expect to be compensated as well as the top performers.
The corporate culture is focused on short term quick profits where quality is no long in the mix (but used merely as a buzz word). For HPE, the customers true needs and expectations are not met, nor are they important since the organization (HPE) has abandoned any real medium and long term goals.
The culture of New IT, is in my opinion sloppy and views clients from the eyes of the "used car salesman". Unfortunately this is the new trend with many companies. The customer or tax payer (if government contract) ends up with a system that partially meets their needs/expectations and is "stuck" for maintenance with HP usually because there are no other competitors that can take over, or fix the issues with out another long term investment.
Additionally the recent objective for an 80/20 staffing model will hurt HPE (even if the CEO sells of each piece) and its current customers.
80/20 (80% offshore/20% on shore model) is strictly short term cheap money that benefits only the big shareholders. Everyone else loses. Remember the Yugo...why is it not around today?
Buen ambiente de trabajo, carencia de vacantes permanentes en empresa cambiante.
Asistiendo a los empleados y terceros en sus diferentes peticiones hacia Recursos Humanos aprendí a trabajar aun mejor bajo presión manteniendo una actitud positiva pero asertiva. Al proporcionar la resolución a sus peticiones o el contacto adecuado en caso de estar fuera del alcance de RH mientras a su vez se le explicaba la razón de porque RH no las maneja buscando siempre que sintieran empatía ha sido muy difícil pero gratificante de lograr, este punto es verdaderamente importante en el puesto debido a que se trata con empleados de todos los niveles de la empresa multinacional haciendo pues que cualquier disgusto pueda tener impactos graves.
Siempre me mantuvo ocupado de una manera entretenida. La empresa busca constantemente la critica para poder mejorar e invita a los empleados a adoptar estos mismos procesos para su persona y trabajo logrando una mayor identificación con la empresa a la par que mejora junto con su personal.
Manejar y absorber cantidades exorbitantes de información en poco tiempo ha sido complicado pero requerido, es sumamente placentero el poder dominar la información en poco tiempo para poder después asistir a otros con ella.
Lo mas difícil del trabajo tiene que ser la cantidad de bases de datos y sitios en las que está regada la información y herramientas complicando mas de lo que debe el tener un conocimiento y practica de todo lo necesario e impactando negativamente el tiempo necesario para realizar actividades ademas del desgaste provoca
ProsPrestaciones arriba de la ley, instalaciónes modernas, material de trabajo adecuado y suficiente, buen ambiente de compañerismo y cultura como empresa.
ConsLa estabilidad laboral escasea a pesar de la falta de personal en puesto claves y generales.
meaningful company but very specific work environment
Theoretically, this company should be next big step in my career, but is not. Difficult to understand, to me as well prior I have started the work in HPE. Never before, I have met the situation when project coordinator/manager is required to start leading the project without knowledge about project details and possibility to get these details as well, in specific environment when no initial documentation is exist (!!!), only project plan and analysis later. Three projects assignet to me, just ongoing had no project plans and other documentation as well - never seen before. The reason is lack of time and not enough resources within the HPE, particularly project managers, and projects as a part of bigger programme started in 2012, and all projects managers there hired internally had previous experiences and big knowledge about the project and environment. The same requirements applied to external person, it mean me, gave the failure - impossible to catch details about project, when project is planned to be initiated in the future and analysis will be made after a month of working, by process managers. Other example is my position in Aberdeenshire Council/Scotland, where I had to take over few project at different progress level, but the project had typical documentation, quite often with some lags, but most of plans/descriptions etc was accessible - no problems with that.
Prefer more standard project environment in my future career, because I can get big challenge and lead
Empresa não tem conhecimento dos profissionais que contratam no seus clientes, Apenas os principais gestores de conta. Não faz visita periódica para ver como seus analistas estão nos sites. Bonificação ridícula onde só ganham quem tem afinidade com seus gestores. Muitos gestores aplicam a cultura do cliente alocado para os analistas cobrir, porem isso não está incluso VR, AM, HE. Projetos sem necessidade visando apenas o lucro financeiro, pois a cada seis meses esse projeto é refeito. Retrabalho é o nome forte em muitos sites, pois os gestores estão preocupados com faltas e atrasos do que com a solução do problema. Avaliação tosca pois você pode resolver milhares de trabalhos, mais se não chegar no horário e não mexer com as crias deles, sua meta não mudará em nada. Só cresce a panela porem quando a corda aperta a mesma mão que te puxa para cima será a mesma a te dispensar. Não existe plano de carreia em cliente, Todos os técnicos são Analista de Campo para poder Cobrar um valor abaixo do mercado. Todos exercem a mesma função, porem o salario não é o mesmo. Liderança não existe pois todos depende de uma pessoa unica pessoa para decidir qual caminho tomar. Se você tiver qualquer problema você é obrigado a assinar uma RNC porem isso não existe na cultura da HP. Gestores querem mostrar serviços, por falta de preparo criam regras que no final acabam prejudicando eles mesmos.
ProsPossibilidade de plano de carreira, embora seja muito dificil de conseguir atingir. Depende muito de qual projeto/conta se está alocado, mas em geral existe muitas opões e chances internas de realocação. Diversas áreas de atuação, em especial na área de TI.
ConsAlgumas injustiças, como pessoas que tem promoções enquanto outras que mereceriam mais não tem
Questions And Answers about Hewlett Packard Enterprise
How often do raises occur at Hewlett Packard Enterprise?
Asked Mar 18, 2017
Once a year at end of year evaluation.
Answered Nov 18, 2021
There are annual salary increases
Answered Jul 26, 2019
What is the work environment and culture like at Hewlett Packard Enterprise?
Asked Jun 29, 2016
Toxic. The sales environment at Aruba is far and away the worst I've ever been a part of. Constant, unrelenting push to sell, sell, sell. Never any questions or discussions about project details, strategies, etc. just a continuous shove from management to close deals. Don't expect to become an expert on anything other than being a sleazy salesman at this company.
Answered Oct 31, 2019
Very relaxed! Shorts and a T-shirt are totally acceptable work attire, and Nerf wars amongst the interns are common.
Answered Sep 13, 2019
How did you get your first interview at Hewlett Packard Enterprise?
Asked Jun 29, 2016
I was an intern at HPE. Internships at HPE can really boost your chances. I was also interviewing with HP, Inc. at the same time even though I didn't have an internship with them. I guess I just had a very well written resume.
Answered Nov 11, 2019
College Recruiter
Answered Mar 14, 2019
How long does it take to get hired from start to finish at Hewlett Packard Enterprise? What are the steps along the way?
Asked Jul 2, 2016
8 years ago it took me over a year to get hired, they just started in my state and I got lost in the shuffle
Answered Jan 5, 2018
I do not know the current day processes since I was hired so long ago (1980) Then it was a one day interview and you're hired or not on the spot> I was involved interviewing a few candidates about 10 years ago. Then they had you meet with 5 interviewers individually, the interviewers met with the hiring manager ti provide feedback, then the manager made a decision within a few days following.
Answered Nov 16, 2017
If you were to leave Hewlett Packard Enterprise, what would be the reason?
Asked Mar 23, 2017
I did leave, but only because I had to relocate to go to school.
