COMPANY. Hewlett Packard Company INDUSTRY. Technology/Computer Hardware Cornell HR Review

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1 COMPANY Hewlett Packard Company INDUSTRY Technology/Computer Hardware

2 REVENUE PROFIT MARGIN YEAR $127, % 2011 $125, % 2010 $114, % 2009 FORTUNE (GLOBAL) 500 RANKING CORPORATE HEADQUARTERS/LARGEST EMPLOYEE LOCATIONS Headquarters: Palo Alto, California In the US, MAPs are based in Palo Alto, California, Houston, Texas, or Plano, Texas. Outside of the US, HP has hired MAPs to be based in Algeria, Argentina, Australia, Belgium, Bulgaria, Chile, China, Czech Republic, Egypt, India, Italy, Malaysia, Mexico, Panama, Philippines, Poland, Russia, Singapore, Spain, Tunisia, United Arab Emirates, and the UK. TOTAL APPROXIMATE EEs YEAR 324, CHRO/SVP-HR YEAR Tracy Keogh has worldwide responsibility for HP's strategic human resources activities, including workforce development and organization effectiveness, benefits and compensation, staffing, global inclusion and diversity, and HR processes and information management. Prior to joining HP in 2011, Keogh was the SVP of Human Resources at Hewitt Associates, the world s largest provider of human resources consulting services. Her accomplishments included creating an award-winning virtual learning and development network, implementing a disciplined global succession planning process, and designing a comprehensive and successful employee engagement program. Previously, Keogh held the top HR job at Bloomberg LP, the financial data, news, and analytics provider. Prior to joining Bloomberg, Keogh was Vice President of Human Resources for Analog Devices, where she introduced a series of new HR programs ranging from a total compensation strategy and global succession planning process to a new employee listening program. In addition to her human resources background, Keogh has a wide range of leadership experience in operations, sales, marketing, and consulting for a number of organizations. Keogh holds a Master's degree in Business Administration from the Harvard School of Business and a Bachelor's degree in Psychology from Smith College. She also attended the University of Geneva in Switzerland.

3 Reports to: CEO, Meg Whitman EARLY CAREER HR DEVELOPMENT INFORMATION HR AT HP: DISTINGUISHED PERSPECTIVE Human Resources at HP leads the way. We design and deliver innovative HR solutions that have a positive impact on HP people around the world. We are proud to be part of a strong, global HR community that adds value to the businesses and has fun working together. Teri Eyre, Vice President HR HR AT HP: EARLY CAREER INSIGHT I chose the MAP program because it was a great opportunity to develop my HR skills while being part of a vibrant HP and MAP culture. At HP you can develop and tailor your career the way you want. The opportunities are endless! HP has various business units and presence in multiple countries. The MAP program helps you build your knowledge about the company and develop strong relationships with business and HR leaders. During the MAP program you will be responsible for complex and challenging projects that will make an impact on the groups that you will be supporting, and this is what makes the program so meaningful! Also, the MAP group is fun, very energetic, always looking for ways to make things better and very engaged! Margarita Blanco, Global Programs Corporate COE Lead, MBA/MILR 2009 HP HR MAP participants will accelerate their careers. In less than two years out of MILR, I had led HR support for a business of 1,500 employees; launched a successful global career development event and managed HR workforce operations in the UK. Jesse Parr, HR Business Partner, HP Enterprise Services, MILR 2009 HR WORK ENVIRONMENT POSSIBILITIES Business & Functions HR o Enterprise Services, Enterprise Group, Software, PPS o Legal, Finance, Marketing o Communications Centers of Expertise o Global Staffing o Talent Management and Total Rewards o HR MADO o Learning and Development HR Global Operations AMS, APJ, EMEA Operations HR Systems

4 Examples of Post Program Placements: HR Business Partner Program Manager Business Engagement Lead Compensation and Benefits Analyst Workforce Planning Analyst EARLY CAREER HR OPPORTUNITIES (FIRMS WITHOUT DPS) Hewlett Packard HR Management Associate Program (MAP) [ Contact: Clark Jessop Global Manager HR MAP Dave Carhart Cornell Recruiting Captain HR Management Associate, MBA/MILR 2012 PROGRAM STRUCTURE, TIMELINE AND CANDIDATE CRITERIA HR MAP attracts top-tier graduate-level HR talent and provides an accelerated professional development experience through challenging on-the-job assignments. During the 24-month program, members rotate through three eight-month assignments, and an elective rotation: 1. HR Business Partner/Generalist client supporting role - could be in a business unit, a global function area, or HR Global Operations. 2. Specialist/COE role - could be in a Center of Excellence, a business unit or global function area or HR Global Operations. 3. Elective rotation (new for 2012!) Could be an additional rotation in one of the two areas above, or a non-traditional HR rotation (HR Communications or an ad-hoc special project for example). We're looking for master's-level (or equivalent) graduates from top-tier programs with a focus in business or human resources. Candidates should also have a minimum of three to five years' work experience, be fluent in English and be geographically mobile. TYPICAL PROGRAM OUTCOME A challenging and rewarding one! Post-program assignments are determined by matching business and HR strategic priorities with your capabilities and interests. We also monitor your career growth and progression for three years after program completion to support your continued success.

5 APPROXIMATE HRLP HIRES PER YEAR Worldwide, HP HR MAP hires approximately 25 people into the program each year. HRLP SPECIFIC TRAINING & DEVELOPMENT EXPERIENCES The learning model of the HR MAP is based on a blend of on-the-job learning with coaching and feedback, and formal learning. Participants also have access to HP's library of web-based learning and targeted learning events sponsored throughout the year. And all graduate hires complete a curriculum of programs designed to familiarize you quickly with HP's business and culture, and other tools key to your success. Additionally, MAPs have greater access to HR leadership through several different speaker series designed to provide visibility, and to allow MAPs to learn from HR subjectmatter experts. Individual performance is evaluated against the goals that are set at the beginning of each rotation. Each participant has access to an assigned senior HR leader as a formal mentor, while day-to-day performance is managed by a rotation manager. Participants also receive a significant amount of formal and informal feedback and coaching on a regular basis from the program management. HRLP INTERNATIONAL EXPOSURE AND OPPORTUNITIES Every eight months, HR MAP participants will travel to a regional or international MAP Summit. Over the course of the 24-month program, each MAP will be able to visit each of the three regions: Americas, Asia-Pacific/Japan, and Europe/Middle East/Africa. In addition to providing formal learning and developmental opportunities, these summits allow HR MAP participants to network across the MAP Community and with HP leaders around the world. HRLP TENURE & RETENTION The HR MAP program is relatively young. Our first two classes were small, and turnover was fairly high. Since December, 2010, however, turnover has been very low (less than 5% of current and former MAPs). GOVERNANCE OF THE HRLP PROGRAM While each HR business unit owns the development of its HR MAP, MAPs in the program report into a regional program manager through the HR for HR organization. US (and Global) HR MAP Program Manager: Clark Jessop, clark.jessop@hp.com APJ HR MAP Program Manager: Leo Chan (MILR 2009), leo.c-c.chan@hp.com EMEA HR MAP Program Manager: Svetla Naydenova, svetla.naydenova@hp.com Any additional questions? Please feel free to contact dave.carhart@hp.com