I work for DXC, formerly HPE. Transitioned as part of the spin-merge. When I was still HPE we interviewed candidates for an opening on my team. We were forbidden from interviewing Americans for the position. We could only interview Indians, per my manager.
Anyone encounter the same thing? Is this still the HPE policy? Anyone have a document that states this? Asking for a lawyer friend.
Companies acquire the cheapest labor they can find (including political prisoners, slaves and child labor if they can get away with it). This is nothing new.
For a certain X percentage of people to live as kings, X cubed people need to be exploited. All the civil rights laws, labor laws, equal rights laws, affirmative action initiatives, union contracts, UN resolutions, lawsuits, and best intentions on the globe will not change this. Yes, political and economic revolutions temporarily disrupt this model, but we always come back to this norm.
Smart people accept this inevitable fact and manage their lives accordingly. Complacent people choose poor career paths and then fight against the model and complain about their insignificance. As for the poor, dumb people... we thank karma for them... they enable our opulent lifestyles and keep us from getting our pampered hands dirty.
Wow! Spot on! Points 1 through 6 for sure. I’ve seen it a lot. I’ve been involved with the Compaq/HP/HPE ecosystem since 1999. I would add number 8 and that is the reliance on outside consulting, such as McKinsey. Many of the terrible restructuring decisions were driven by outside consultants.
To the original point of the thread, I believe that managers, directors, VP’s and GM’s of Indian or Middle Eastern decent do hire and promote their own. Affirmative Action laws in the US helped to curtail that practice among white people in the same management positions, but that law is not enforced when it comes to the aforementioned groups of people. The law may not even be applicable. I’m not a lawyer so I cannot comment on the legality of it, but the practice of favoring the hiring and promotion of people outside the US, or who were raised outside of the US is real.
I became an engineer at HP without a degree because I could do the work and do it very well.
Over the years with Compaq, HPE, and Mergers/Acquisition companies there have been several Human Resource Management Initiatives that have been outright disasters.
Hiring practices that (1) Specifically dictated that you can only hire personnel in geographic regions that are low cost (Costa Rica, Puerto Rico, India, Taiwan, Mexico, Czech, etc..), (2) Youth Movement - Age Related cannot hire personnel over age 25 for openings, (3) Forced Performance Review Distribution System, (4) Nepotism - One person in family gets in key position and many family members hired, (5) Mentorship Programs - Resulted in less qualified candidates being pushed thru the ranks without having a "realistic" track record of performance and achievement, (6) Rotating Industry Gurus (people who make career moving from IBM to Dell to HPE to Apple to EMC to Amazon to Microsoft, etc... who were bought into Executive Positions, took the Bonus money and provided no benefit or added value. With this comes a collage of buddies / friends who land the top jobs because they know the new, (6),The watering down of the Engineering skill set by not not requiring Engineering Degrees with ABET certification for Engineering positions. I have seen lots of persons move on the "fast track" from working on the factory floor, temporary assignments, into Project Coordinator, Project Management positions who are not competent about how to to do the job. I mean really I have BS Degree Engineering. How can you be an Engineer any other way....laugh, (7) The COPIED initiative, Cost Management, Quality Management, Project Management, Supplier Management, Product Lifecycle Management, etc....,