HP 2015 Sustainability Report

Introduction

Environment

Society

Integrity

About this report

Beginning in 2016, a dedicated human resources team will be responsible for culture and engagement, including volunteerism, across our global offices. The team will use ERG activities to engage HP employees in the workplace and their communities.

Empowering better performance High-achieving employees drive our efforts to create technologies that make life better for everyone, everywhere. Through support from managers and mentors, combined with job rotations, work experience, and training, we provide coaching and development that keeps our employees learning, growing, and contributing at the highest level. During the separation, internal promotions fortified our leadership and helped us main- tain expertise throughout the organization. Following the separation, we are focused on strengthening our talent pipeline and building the next generation of leaders. To accomplish this, we will refine the executive talent review process to support senior leaders’ development. We will also invest heavily in development programs for new and less experienced people managers. In 2016, we will simplify performance management goal setting. Managers will work with employees to develop strategic goals that map to our business strategy, company culture, and their own development. Moving forward, we will further embed a manager–employee feedback process that encourages ongoing and transparent dialogue around performance and development. HP University HP University (HPU), the centerpiece of our professional development efforts, empow- ers employees to gain the knowledge and skills needed to innovate and excel in their roles. Learning is self-directed, with a wide range of flexible options including more than 10,000 online, self-paced courses, formal training, conferences, seminars, and certifi- cations. In 2015, HPU's third year, employees completed more than 5.4 million training hours. This equaled an average of 21.95 hours per employee. Rewards and recognition Our employees’ hard work is what fuels HP’s performance, and we acknowledge and reward their efforts through competitive compensation, benefits, and recognition programs. In setting salaries, bonuses, and other incentives, we target an overall market-competitive pay position across the company. HP completes at least one annual performance review cycle for pay and benefits globally, and continued to do so throughout the separation process. In 2015, 100% of eligible employees received a performance review. We offer wide-ranging employee benefits everywhere we operate. Depending on loca- tion, these include: • Retirement and savings plans • Income-protection insurance covering risks from injury or illness • Health and wellness plans

5.4 million+ training hours completed by employees in 2015

• Flexible working arrangements • Employee Stock Purchasing Plan

99 HP 2015 Sustainability Report

www.hp.com/sustainability