Combine the right mix of traditional IT, private cloud, and public cloud to achieve optimal workload placement.
1.6 million hours volunteered by employees in 2014
Hewlett Packard's 302,0001 employees worldwide are among our most important assets, and their innovation, diversity, and passion keep us at the forefront of our fast-moving industry. In delivering the new style of IT, our people enhance business and enrich society.
We monitor our progress relative to past performance and key technology industry benchmarks from the IT Survey Group (ITSG) Consortium. In 2014, 70% of our benchmarked employee survey responses were at or above the industry-standard.
Engaging our people
We continue to make long-term investment in programs that promote engagement and satisfaction among our employees worldwide. Through these opportunities, our employees grow professionally and personally, and connect to their communities. As measured through our annual, confidential Voice of the Workforce (VoW) survey, overall employee engagement remained strong at 70% in 2014, up from a company low of 57% in 2011. This high level of engagement results in more productive and committed employees and a heightened pride in Hewlett Packard as a great place work.
Attracting, developing, and retaining top talent is fundamentally important to us. We encourage all employees to build their careers with us, and we provide comprehensive, integrated tools and resources to help them achieve their professional development objectives. In 2014, we introduced two important initiatives to support improved performance management and job satisfaction:
- A new manager-employee interaction model that encourages ongoing performance review conversations
- A company-wide shift to Workday, a cloud-based human capital management software solution that enables easier information sharing and allows managers to analyze employee trends.
In focus groups and surveys, more than 40% of employees and nearly 50% of managers reported higher quality mid-year conversations as a result of these new processes.
The development of established and emerging leaders is a key priority. Our ‘Align and Engage’ programs support the next generation of leaders through robust learning and coaching opportunities, with close to 800 participants taking part in 2014.
We offer a range of training to help employees develop the skills and knowledge to excel in their current roles and develop in their careers here. In 2014, Hewlett Packard University’s second year of operation, employees completed nearly 5.3 million training hours, 97% through flexible, virtual sessions or self-paced online courses.
Supporting a diverse and inclusive work environment
We are committed to increasing the diversity of our workforce and creating an inclusive environment in which everyone can thrive. Together, our leaders and employees weave diversity and inclusion into the fabric of our company, helping to drive new business, fuel innovation, and attract and retain the best employees worldwide.
We require our people to treat each other with dignity, respect, and courtesy. Our diversity and inclusion policies and practices, overseen by our Chief Diversity Officer, lay the foundations for a positive work culture, often setting a higher standard than is legally required.
Reversing the underrepresentation of women in technology careers is a priority for us. In 2014, we continued to support and develop a pipeline of qualified female engineers, designers, coders, and technology executives within our company and throughout the industry. Internally, we invest in several programs and events to support women in technical positions, and to foster the skills and relationships that are vital to their professional development. More than 10,000 women employees have listened to broadcasts of our global Women in Technology speaker series covering various career-related topics.
In 2014, we supported a variety of initiatives to contribute to our diverse and inclusive work environment. These included:
- Cultural Navigator, a year-old online training program that just under 10,000 employees used to increase their cultural competence
- More than 150 Employee Resource Groups (ERGs) held over 420 diversity-focused events in more than 30 countries. These included a global webcast series on leadership with Hewlett Packard Executive Vice Presidents, school mentorship programs, the launch of more than 50 Lean In circles, and a 20-country LGBT equality campaign.
We were awarded the 2014 Corporate Citizenship Award by National Action Council for Minorities in Engineering, and the Employer of the Year Award by Careers & the Disabled Magazine.
Recognizing and rewarding
We acknowledge and reward our people for their work through compensation, benefits, and recognition programs.
We make regular investments in salaries, bonuses, and other incentives, targeting an overall market competitive pay position across the company. In 2014, we delivered significant bonuses for fiscal year performance, salary increases, and long-term incentive awards. We are making progress in our comprehensive efforts to explain to employees how compensation relates to performance. From 2010 to 2014, our VoW survey showed a 51% improvement in employees’ understanding of pay practices and the link to performance. Our score continues to be well above the information technology (IT) industry norm.
The drive to contribute to society runs deep among our employees and is embedded in our approach to doing business. We encourage employees worldwide to use four hours of paid volunteer time per month, dedicating their energy, skills, and creativity to supporting non-profit organizations around the world and in the communities where we live and work. In 2014, 48,500 employees took part in volunteering activities, contributing 1.6 million hours of volunteer time in support of the environment, education, entrepreneurship, health, and other areas that support Living Progress.
Keeping our working environment safe
We have a responsibility to provide a safe working environment for our workforce. Keeping our employees informed about health and safety issues is central to our strategy. Our strong health and safety policies focus on risks particular to our business, and we provide training and education to help keep employees healthy, safe, and productive. We offer more than 150 instructor-led and web-based trainings to keep employees up-to-date on key health and safety issues and to comply with regulatory requirements. In 2014, we provided more than 900 instructor-led training events, up 8% from last year, and reached more than 37,000 enrollments in web-based training courses. Our focus on training, assessing and mitigating ergonomics risks helped us achieve an 8% reduction in our lost workday injuries involving the manual handling of materials and equipment over 2013 levels.
In 2014, we continued to review and improve our environmental, health and safety (EHS ) risk assessment activities, including processes to assess legal requirements, adapting these to regional and country-specific needs. We also continued our efforts to implement the Globally Harmonized System (GHS) of Classification and Labeling of Chemicals worldwide, which included creating teams to address regional and site implementation issues.
1 As of October 31, 2014.