HP started in 1939 and is now a multinational information technology corporation headquartered in Palo Alto, California. HP's mission is to be an innovative, sustainable, high-tech manufacturing solutions partner that exceeds customer expectations, while its vision is to be recognized as an innovative high precision injection molding manufacturer. HP policies include complying with applicable laws and regulations, avoiding complicity in human rights violations, and promoting continual improvement through capability building for business partners. HP also maintains an open door policy and aims to approach every interaction with honesty while fostering openness and equality within the organization.

2. History
• HP started in 1939
• Hewlett-Packard Company or HP is an
American multinational information
technology corporation headquartered in Palo
Alto, California, United States.
• It provides hardware, software and services to
consumers.

3. HP Mission
is to be an innovative, sustainable, fast, high-tech
manufacturing solutions partner that will exceed the
expectations of our customers.
HP Vision
Is to Recognized as an innovative high precision injection
molding manufacturer.
Environmental Policy
The Environmental Policy of H&P Molding is to operate in
compliance with all applicable local and state, environmental
regulations; consider prevention of pollution in all operations and
business activities; and continually improve =operations and
business activities to protect environment.

4. HP policies
• Comply with laws and regulations where HP do business.
• Complete due diligence to avoid complicity in human rights violations.
• Promptly investigate allegations and pursue action to mitigate any adverse
human rights impacts.
• Promote continual improvement through capability building for their
business partners, terminating relationships only as a last resort.
• Report transparently on their efforts.

5. HP's Open Door Policy:
• it provides for a work environment where:
• open, honest communication between managers and employees is a
day-to-day business practice
• employees may seek counsel, provide or raise concerns within the
company
• Managers hold the responsibility for creating a work environment
where employees' input is welcome, advice is freely given, and
issues are surfaced early.
HP dealing with people:
• Employee engagement begins with a culture that is open and collaborative.
At every level of the organization HP are committed to fostering a level of
openness and equality that is changing their culture for the better.
• HP aim to approach every interaction with honesty.

6. Open dialogue with leadership :
Employees can ask questions of HP leaders and review answers to common queries
through the HP intranet Top of Mind feature, as well as in all-employee meetings
Most leaders meet regularly in town halls or coffee talks to share information and
respond directly to employee questions.
• Hiring in HP:
• Build competitive advantage by delivering best-in-class
solutions and services on the industry’s leading
technology platforms.
• Align to HP initiatives so you can focus on near-term
opportunities, as well as position your company for
optimal future performance.

7. Extend your sales and marketing reach by leveraging HP programs and
resources to supplement your own capabilities; connect to the tools you need
for successful sales and marketing execution.
• Maintaining work-life balance:
• HP offer programs to help there employees manage personal
and work commitments.
• Flex time Working a normal 8-hour workday, but adjusting start
and finish times
• Part time Working reduced hours on an ongoing or temporary
basis; about 2% of employees work part time
• Telework Working full time from home
• Flex work Occasionally working from home, but primarily based
on HP premises

8. Additional programs that help employees improve work-life
balance vary by country, including:
• Education resources
• Family and medical leave
•New parent leave
• Vacation and paid time of
• Rewards and benefits:
Compensation:
• After several years of tough business conditions, during 2011HP brought base
pay back to preproduction levels for the vast majority of employees affected
by pay cuts in 2009. We also reintroduced the Employee Stock Purchase Plan,
enabling employees to buy HP shares at a 5% discount.
Benefits:
• Health and wellness plans
• Income protection insurance covering risks from injury or illness
• Retirement and savings plans

9. Learning and development:
• HP provide development opportunities through face-to-face training, live
virtual training, and self-directed online courses.
• In 2011,HP aligned learning investment to business priorities with
increased focus on engineering and technology:
o Technical: 68%
o Sales: 21%
o Professional skills: 7%
o Leadership: 4%
Leadership development:
HP’s Executive and Leadership Development team designs and implements
leadership and management training for leaders at all levels.

10. HR Organization:
• Management Philosophy:
HP believes that the thinking of other people should not necessarily be
accepted without the most careful consideration and without some actual
testing in practice. It has developed a unique way of working with its people
tagged as “HP Spirit” which is the key to their productivity, leadership,
continuing progress and success.
“The HP WAY”. This participative management style supports even demands,
individual freedom and initiative while emphasizing commonness of purpose
and teamwork. The company provides direction in the form of well-defined
negotiated goals, shared data, and support of necessary resources and
employees are expected to create their own ways of working.