Pros
A strong desire for fairness and encouraging teamwork. Also, working around some very talented people encourages growth. For newer employess, HP can be a great learning opportunity working alongside these veterans. After about five years, it is usually time to move on to another company where you can have some assurance of more steady career paths. Upper management strives to provide solid financial stability to the company.
Cons
Upper management treats the workforce as interchangeable cost units that can be moved from country to country. This means that you can be layed off (WFR) at a moments notice regardless of how talented or how much you contribute to the company. The depersonalization is such that people are not really called people by management they are called TCOW's(total cost of workforce -- permanent) and RCOW's (resource cost of workforce -- contractors). When the word comes down from on high to cut your TCOWs you have to do so regardless of how good the people are that are working for you. As you read the reviews you will notice a very different set of reviews depending which country the review is from. Management creates quite a bit of PR about how they value talent within HP, but the lack of training and/or apprenticeship opportunities to develop people into new or changing roles is almost non-existent. It is pretty much limited to the occasional quarterly class on management processes or access to Linked-In learning. There is tuition reimbursement but it takes a serious commitment to a program before you can use it. It is clear that the stock holders greatly out-prioritize the work force.