Facing change 3 What happens when 170 people learn that theirjobs are going away? Taking off the shackles 8 u.s. semiconductor makers join forces at SEMATECH. New frontiers: HP in Russia 11 HP pursues its long-term presence in the former Soviet Union. Your Turn Page 11 14MEASURE readers share their views on matters of importance. A sense of community 16 A striking photo feature shows how HP honors one of its objectives. Another ladder to the top 20 An HPprogram gives R&D engineers a way to advance on a new track. Julie DEALS in challenges 22 An entry-level job leads to a multimillion-dollar program. "I never saw him alive again" HP people aid the family of a murdered HP customer engineer. Page 22 25 Letter from Lew Platt 26 HP's president and CEO discusses the best way of managing change. ExtraMEA8URE 28 News from around the HP world. MEASURE Editor: Art Director: Associate editors: Graphic designer: Circulation: Jay Coleman' Annette Yatovitz Cornelia Bayley Thomas J. Brown Tricia Neal Chan Betty Gerard'

MEASURE is published six times a year for employees and associates of Hewlett-Packard Company. It is produced by Corporate Communications. Employee Communications Department. Mary Anne Easley. manager. Address correspondence to MEASURE, Hewlett-Packard Company. 20BR. P.O. Box 10301. Palo Alto. California 94304-1181 USA. The telephone number is (415) 857-4144; the fax number is (415) 857-7299.

°Copyright 1993 by Hewlett-Packard Company. Material may be reprinted with permission. 'Member. International Association of Business Communicators (IABC). On the cover: Howard Cabezas was angry when Hewlett-Packard Company is an international manufacturer of measurement and computation he heard that 170 jobs, products and systems recognized for excellence in quality and support. HP employs 93,100 people including his, were mov­ worldwide and had revenue of $16.4 billion in its 1992 fiscal year. ing out of state. How did Howard, his 169 co-workers and HP handle the change? * MEASURE magazine is printed on recycled paper with vegetable-based ink See page 3. Photo by Marc Longwood.

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www.HPARCHIVE.com The move from Roseville, California, to Boise, Idaho, has been a happy one for Juana, Cameron and Brad Bowden. The pain (and gain) of Facing change What happens when Juana Bowden remembers the shock she felt when she first 170 people learn that heard the news in a coffee meeting last June: Her produc­ their jobs are going tion job on the printed circuit assembly line in Roseville, away? Employees in California, was going away and the surface-mount line was moving to Fort Collins, Colorado. Roseville I California I tell a story of transition. "Oh no!" she thought. "What do I do now? Where do I go? Where will we live?" There was a huge lump of worry in By Shirley Gilbert Juana's throat. Juana wasn't alone. One hundred and seventy Networked Computer Manufac­ turing Operation eNCMO) employees who heard the news together that morning all felt varying degrees of shock and concern. Most knew that the Computer Systems Organization's Computer Manufacturing management was considering

May-June 1993 3

www.HPARCHIVE.com Change

consolidating printed-circuit-assembly pleasant. For some, the road was to let go ofthe old world. Next, we go (PCA) activities in a few spots in the bumpy, uneven and disappointing. through a "neutral zone" when we're company. PCA workers in NCMO in For others, it was uplifting, smooth, between the old and new. And finally, Roseville just knew they would be the we get to our [mal destination: a ones to win out. new beginning. The changes that actually took Itwas hard for NCMO's PCA employ­ place in the lives ofthe 170 Roseville ees to let go. They railed against the employees because ofthat announce­ It was hard for NCMO's decision. "Why us?" they asked. ment were probably more far-reaching employees to let go. There are two types ofprinted­ than even Juana imagined on that IIWhy us?" they asked. circuit-assembly work in Roseville's troubling summer morning. NCMO. One involves the older tech­ Some of her co-workers would nology of connecting components move to places far away from Roseville opportunity-filled-even an adven­ onto boards through holes in the -even as far away as Alaska. Others ture. For still others, the story isn't boards (through-hole assembly). The would leave the company and pursue over yet: The Roseville transition more modem technology centers interesting new careers such as rais­ won't be complete for several months. on mounting components onto the ing Arabian thoroughbreds. A few This article tells the story of boards (surface mount). would get married. One would go how HP employees in one entity in Use of the older through-hole tech­ Roseville faced a time of upheaval. nology has decreased during the last But it also addresses the larger issue several years, but the newer surface­ of change within HP. mount process will be around in HP Today's competitive business locations for the foreseeable future. Not all the stories have environment dictates that HP people Where to put these locations was happy endings; not all change, make business accommoda­ not an easy decision, affmns Wade the experiences were tions and adjust every day. Clowes, operations manager of NCMO For most of us, it isn't easy. in Roseville. pleasant. Why is that? Why is change so "It was a hard call," he says. "In difficult and painful? Bill Bridges, computer manufacturing we're trying through a separation. Some would be management consultant and expert to bring about the concept of a global promoted; most made lateral moves; on the subject of change, points out factory where each site specializes a few chose to take a step down or that it isn't the practical change itself in some targeted activities. That way learn new skills. that people resist. It's the psychologi­ As for Juana, she and her husband, cal notion of transition, the act of Brad, who worked with Juana in changing ourselves. NCMO on printed-circuit assemblies, Bill adds that, at a psychological relocated to HP in Boise, Idaho, and level, in almost all cases ofchange­ lilt was a hard call... are working on printers and disk good or bad, small or large-some we're trying to (create) drives. They have a new baby, a new assumptions we've made about ... a global factory. .. " home and a new lifestyle in a place tomorrow are not valid. they like. And we need to go through a Juana's story is just one of 170 period of transition to let go of those we can allow entities to focus on individual stories about a period of assumptions and get on with life. separate elements of the value chain transition in Roseville. Bill says there's a three-stage jour­ and achieve some money-saving Not all the stories have happy end­ ney we all go through when we travel economies of scale." ings; not all the experiences were through transition country. First, there's an ending stage that allows us

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www.HPARCHIVE.com "I thought of it as a wonderful adventure," says Dottye Lefler, who jumped at the chance to relocate to Fort Collins, Colorado.

Because most of CSO's PCA activ­ tions, the team rolled up its sleeves electronic job-posting system-and ity is in Colorado, it made sense to and put together an innovative menu read through binders of information base the surface-mount line there, of services to guide employees and the about other locations and HP's reloca­ leaving Roseville to focus on devel­ PCA business through the redeploy­ tion policies. oping a "solution center" for HP's ment process. The operation held resume-writing order-fulfillment program and other The menu included sending team classes and interviewing workshops. manufacturing priorities. The through­ members out to HP hiring locations Managers gave employees time to hole work is moving to HP's printed­ in the Pacific Northwest states (Wash­ learn new skills and upgrade old ones. circuit-assembly center in Rohnert ington, Idaho, Oregon) and Colorado Teams of hiring supervisors came Park, California. to bring back a range of information­ from a number of HP sites to conduct Once HP made the decision to con­ even including the prices of groceries job fairs for interested people and solidate, NCMO formed a transition­ -on what the living conditions and interview candidates in Roseville. A management team, headed by PCA lifestyles were like for employees on few supervisors made job offers right production manager Mike Nickey. other sites. These "campus managers" on the spot. The team established a set of (in the tradition of HP's college cam­ Supervisors attended workshops objectives for the transition; the key pus recruiters) shared this information on the art of managing change so one was to balance people's prefer­ with employees in a variety of commu­ they could help employees and them­ ences for where they wanted to live nication sessions. selves travel as painlessly as possible and work with HP's business needs. NCMO set up an Employment Oppor­ through the transition. Using information from earlier tunity Center to allow job-seekers Employees in other HP Roseville NCMO redeployments and consolida- to scroll through LOIS (Local Open­ entities could accept relocation ings Information System)-HP's

May-June 1993 5

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offers, thereby creating local job skills she believes will stand her in employee, took the offer, got married openings for some NCMO people. good stead in the future. and moved to Petersburg, Alaska, an The transition management team On the other hand, Dottye Lefler, island between Ketchikan and Juneau. said that communication was the key who hand-loaded PC boards, jumped to the success of the redeployment. at the chance to follow herjob to Fort There were constant updates and Collins. (About 40 people accepted information sessions on the status of HP's offer to relocate.) the transition. A publication called the Dottye, a single parent, and her 20­ Most people have jobs Transition Times helped keep people year-old son have settled into a new today and benefitted informed as they went through the life just eight miles from HP's plant. from the transition. change process. "I thought of it as a wonderful adven­ Despite these helpful programs, ture," says Dottye. each employee had to make a soul- Another difficult decision: "Should Boyd joined the Forest Service and I leave HP?" That was a tough one for Deb is fulfilling a lifelong dream of Vonda Bald Eagle. going to college. Vonda had been with HP for more The transition was especially diffi­ than 10 years and loved her job on the cult for supervisors. lilt would be hard on my PCA line. She resented the decision to Howard Cabezas, a line supervisor family if we moved. I move the line to Colorado. "We put who's been with HP for 26 years, knew I couldn't do it." out a lot of quality work and did a top­ admits he was angry when he heard notch job. I really felt as if we were the news. "'Hey,' I thought, 'we're being flushed down the toilet when I doing such a greatjob. Why are they searching personal decision about heard the news." messing with us?' I was really mad!" what the future would be like. She decided to accept the Volun­ He was most concerned about his "Should I stay in Roseville or go to tary Severance Incentive (VSI) and own people. Most of theirjobs were another HP site?" was one of the most leave the company to tum an avoca­ entry-level and he felt it would be burning questions. An early sUIVey tion into a full-time job. Vonda raises hard for them to find new spots revealed that most employees pre­ within HP. ferred to remain in Roseville. Those Howard used up boxes of tissues who believed they couldn't move getting his employees through a trau­ didn't wish to appear inflexible. matic time. Many became very nega­ Shirley Stout, test and repair "I really felt as if we' were tive about HP during the process. operator on the line, had been to being flushed down However, almost all of them have new HP's Boise, Idaho, and Fort Collins the toilet... " jobs today and, adds Howard, most and Loveland, Colorado, sites in the have benefitted from the transition. course of her HP career. Howard himself recently found "They were nice," says Shirley, "but thoroughbred Arabian horses on a new job in purchasing on the I have two daughters here, and my her Flying Eagle Ranch north of the Roseville site. He was worried about mother and my husband's parents live Roseville site. his chances of landing a position and in Northern California. It would be Vonda's happy with her choice but now is relieved that the transition is hard on my family ifwe moved. I misses her job and the people she over for him. knew I just couldn't do it." worked with. Now that the redeployment is in its Shirley found ajob in Roseville as a Other employees were happy to final stages, what worked and didn't material handler and is learning new accept VSI. Deb Serene, a material work in the transition? handler, and Boyd Belmore, a PCA

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www.HPARCHIVE.com Vonda Bald Eagle accepted a Voluntary Severance Incentive and now raises Arabian horses at her Flying Eagle Ranch.

The transition management team beyond the workshops offered to get Roseville to retire. Kathy Mullis now surveyed the 170 affected employees them through the rough spots. works in the Support Materials and discovered that their efforts really Overall, they gave the management Organization in Roseville as a paid off. The people gave the efforts team high marks for supporting them telemarketer-she got a promotion. an overall satisfaction score of 82 per­ during a difficult time. There are 170 stories of change in cent. People especially appreciated The ending to the PCA redeploy­ the PCA redeployment-each one the communication efforts made by ment story isn't over yet. But most unique and special. Says one former NCMO management and the caring people in the PCA department have PCA employee, "Use change to follow support they got from their super­ started their new lives having safely your dreams." M visors and the transition team. crossed the neutral zone to a They didn't like a few aspects of new beginning. (Shirley Gilbert is the communica­ the Employee Job Request process: What did they learn? Those who tions managerfor HP's Computer they found LOIS a bit confusing and came through the change with flying Systems Organization.-Editor) not up-to-date, and wished hiring colors advise HP employees to keep managers would get back to them their skills current, think of change as sooner. Respondents also felt that an opportunity and "take risks." the issue of stress should have been Alan Hill got married and trans­ addressed more effectively and ferred to Fort Collins. Marlene Romero left the company to go on a trip to Alaska and then return to

May-June 1993 7

www.HPARCHIVE.com ARTNERSHIPS

With antitrust laws loosened, U.S. semiconductor makers join forces with the government at SEMATECH to strengthen their industry and U.S. Paul Aum (left), an HP assignee at SEMATECH in Austin, Texas, is a heavy user of its competitiveness. HP parametric test equipment. HP Austin's Bill Verzi set up the lab. Taking off the shackles By Betty Gerard Other members are Advanced the successful launch of SEMATECH Micro Devices, AT&T, Digital Equip- (SEmiconductor MAnufacturing AUSTIN, Texas-Three years ago, ment Corp., Intel, IBM, Motorola, TECHnology) in 1987. Gary Castleman left the green envi­ National Semiconductor, NCR Corp. The urgency of such an effort was rons of Corvallis, Oregon, to help (now owned by AT&T), Rockwell clear from the declining U.S. share of blaze a high-tech trail in Texas. International and Texas Instruments. the global market for the integrated He became one of Hewlett­ Together, SEMATECH members make circuits that are the heart of the Packard's assignees at SEMATECH, 80 percent of U.S. semiconductors. electronics industry-the country's a unique partnership ofthe U.S. As a SEMATECH member, HP is largest basic industry. The real expo- government and 10 of the largest something of a hybrid. It is one of the sure came in the sales of equipment semiconductor manufacturers, aimed smaller members, based on the total used to manufacture ICs; in the early at regaining competitive ground amount of semiconductors it manu- 1980s, the United States steadily lost which had been lost to Japan. factures, and is a customer of other market share to Japan. This decline SEMATECH is making history as members. But HP is a leader in reached its bottom in 1989. By 1991, the country's most successful such R&D capability. the United States regained the lead. government-industry venture. It's seri­ Changes in U.S. antitrust laws SEMATECH helped that turn- ous business: the U.S. government, in 1984 opened the way to information around by working with U.S. vendors through the Department of Defense, sharing at the R&D and manufactur- to improve the quality of the com- annually funds $100 million, matched ing level, although not in sales. plex equipment used to make chips. by another $100 million in total from HP has been a strong supporter of Advances in equipment must be made member companies, paid based on the concept of such cooperation, but in tandem with technology gains in their relative semiconductor sales. several earlier tries foundered before chips, which continue to become

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www.HPARCHIVE.com smaller and more densely packed with circuitry. Within HP, the Circuit Technology Group's Integrated Circuit Business Division (ICBD) has the lead for the relationship with SEMATECH. Fred Schwettmann, vice president and CTG general manager, is on the SEMATECH board. George Bodway, a pioneer in HP's IC activities and one of the original SEMATECH founders, is his alternate. ICBD manufactures chips in Corvallis and Fort Collins, Colorado; does packaging in Singapore; and has a design center in Santa Clara and an advanced R&D lab in Palo Alto, California. Other SEMATECH users are the Microwave Technology Division in Santa Rosa, California, and Bill Spencer, SEMATECH CEO, is pictured in front of a hallway design with logos of Components Group divisions. the 10 member companies. Together, they make 80 percent of U.S. semiconductors. Dragan Ilic and Shang-Yi Chiang, both of CTG, alternate on the body ICs, which contain electrical devices Clinton Administration, which sees it that advises the SEMATECH board of so small that 72,500 of them in a row as a model for such cooperation. directors on high-level technology would measure just one inch long. Chief Operating Officer Bill George matters. Until 10 years ago, Shang-Yi That signified U.S. tool quality was points out that for the first time, explains, each semiconductor com­ world-class. It was a landmark goal SEMATECH's top 10 projects reflect pany developed its own equipment. that had been set for SEMATECH's 80 percent of every member com­ "Then we realized we're not equipment first five years of operation. pany's own top 10 projects. makers, any more than a carpenter Bill Spencer, the former Xerox "We're focused on doing the things tries to make his own tools." executive who is SEMATECH's CEO, our member companies can derive Unlike Japanese companies­ changed its emphasis from industry value from," he says. "Each one has which develop production processes advocacy to serving the needs of proprietary technology it won't member companies. He has set a new share-but few have the income to five-year goal for improving design invest in developing every skill they tools and materials at the front end need to be world-class." ofthe process, and for programmable When Gary Castleman arrived in "... fierce industry com­ test and packaging at the back end. Austin in 1990, SEMATECH had just petitors are working These steps will further strengthen added to its facility a state-of-the-art together at SEMATECH." American leadership in software wafer fab of special interest to HP. and systems. ICBD was about to make a major "We've hit a time when the consen­ investment in a new wafer fab in along with chip design and often have sus is that we have to concentrate on Corvallis. For his first year and a half a subsidiary to make equipment­ competitive issues," he says. "That's at SEMATECH, Gary managed its most U.S. semiconductor companies why fierce industry competitors are wafer fab (used for tryouts of equip­ buy equipment from vendors. working together at SEMATECH." ment and chip designs). Last December, SEMATECH made The consortium's track record to It has been said that HP avoided a a breakthrough by using American date has won public praise from the million dollars in costs in Corvallis by process tools only to make 0.35-micron using the SEMATECH lab as a model.

May-June 1993 9

www.HPARCHIVE.com Shackles

That's a flat dollar figure Fred Schwettmann prefers not to use because he's sure it's actually too low. "We hadn't built a clean room at HP for 10 years," Fred says. "SEMATECH gave us a tremendous number of opportunities to learn what was new and reliable." Fred feels it's not easy to quantify a number of other benefits from taking part in SEMATECH, such as the chance for HP people to interact informally with their peers from other companies. HP now sends up to six employees at a time to Austin on two­ year assignments. (Half of the 600­ plus people who work at SEMATECH are assignees on rotation.) At the present time the HP assign­ At ICBD-Fort Collins in Colorado, Jim Roland (left), HP's SEMATECH technology trans­ ees, in addition to Gary, are Jim fer manager, talks with Gary Scher about his widely used "Wafer Sleuth." Jurgens, Paul Aum, Randy Gray and Jerry Gilliland. Jim, who has been a company. The HP approach and colle­ that groups some of the processing controller and manufacturing man­ gial style fit well in a mix of assignees steps in many test structures to pin­ ager in Corvallis, is the senior assignee from many company cultures. point a failure more easily. with responsibility for the recruiting For example, SEMATECH now Jim Roland at ICBD-Fort Collins is and well-being of assignees. In addi- uses a method that Jim McDaniel, responsible for technology transfer former technology transfer manager, from SEMATECH to HP, which means introduced to track HP's return on keeping in close touch with needs. investment in projects. "SEMATECH is a big beast," he HP has made other tangible con­ admits. "It's hard to get your arms IISEMATECH is a big tributions to SEMATECH: around it." There's an outpouring of beast. It's hard to get • The ICBD-Fort Collins lab rigged its technical reports, reinforced by your arms around it." own computerize~ system for track­ road shows going out from Austin. ing wafers through production to spot Assignee Randy Gray, another where yield losses and variations Coloradan, is currently on the road tion, he manages the Competitive occur, but couldn't interest an equip­ demonstrating Total Productive Main­ Analysis Group at SEMATECH. ment vendor. HP turned over the tenance to check tools rigorously for Assignees typically come from HP prototype system to SEMATECH, possible flaws. divisions but Bill Verzi was from the which refmed it and got the "Wafer While Gary Castleman is still nos­ field. A systems engineer with special Sleuth" made commercially. talgic about the Pacific orthwest, he knowledge of HP's parametric test • Paul Aum is an assignee from CTG's has found being at SEMATECH "the line, he came in to set up a test floor. group R&D lab under Yoshio Nishi, a experience of a lifetime." He's been Other HP people serve on each of renowned IC expert. Paul received impressed with the cooperation and 16 technology-focused committees. SEMATECH's Eagle Award for excep­ tremendous amount of knowledge SEMATECH executives give HP tional achievement for his test struc­ he's found there. high marks for the caliber of its ture that identifies problem areas in "With the shackles taken off so we assignees and their savvy placement mask designs due to plasma damage. can work together legally," he says, in projects of special usefulness to the • On a contract from SEMATECH, "we can compete with anyone in Yoshio's lab developed a test mask the world." M

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www.HPARCHIVE.com Nick Rossiter (right) greets Science Contest winner Alexsander Sergeevich Dmitriev outside St. Basil's Cathedral. New frontiers: HP in Russia Dave Packard l s Irish-born Nick Rossiter thought he region are the Packard Initiative and had heard every tall tale there was the HP Science Contest. Both are part vision of a long-term after completing an HP sales stint in of HP's plan to develop "brainware" presence in the Saudi Arabia. Then he took over the activities to the mutual benefit of CIS former Soviet Union is No.1 job for HP in Russia. citizens and HP. He certainly wasn't expecting to When Dave Packard first visited becoming real today, get letters from pregnant Russian the former USSR in 1959, he saw the women offering to name their yet-to­ need for a long-term presence in a By Mary Weed be-born children "Hewlett Packard" if country where similarities between the company would donate $50,000 to Americans and Russians were so the children's education. great. Through the years, HP sold "Business is very different in a medical and analytical equipment country that is undergoing so many even when the U.S. government set transitions all at once," Nick says. strict regulations on the sale of The former Soviet Union now is strategic computer technology in known as the Commonwealth of Inde­ the early 1980s. pendent States or CIS, including the Today, Dave's vision is being republics of Russia, Belarus, Ukraine realized in the form ofthe Packard and Kazakhstan, among others. In Initiative. The project has a two-fold such a volatile political and economic purpose: to create a pool of trained environment, HP has had to adapt its engineers from selected partner business initiatives. Two ideas that already have been welcomed in the

May-June 1993 11

www.HPARCHIVE.com Russia

organizations that will assist HP's Petersburg, and INTERSOFr, which Dave Packard is moving closer business-development activities in is in Obninsk near Moscow-arrived to realizing his dream of a "trained Russia and to gain access to scientific at HP. Both organizations are small, pool oftalent" in Russia. As he said talent that could yield breakthrough private companies founded by entre­ recently, "We'd like to see at least 100 technologies within HP. preneurs from the former defense and to 200 people trained on HP technol­ Russia and the entire CIS offer an nuclear industries. ogy available in Russia." extraordinary pool of engineering and Nick's team in Russia, with Slava The program also helps equip the • scientific talent. By actively develop­ Voropaev as the business-development participants' labs in Russia with ing links between the HP scientific manager, worked closely with the ICP HP 9000 computers, HP Vectra PCs community and potential sources of team to select the best partner organi­ and laser printers. HP also will provide technology in the CIS, the company is zations. They selected partners from creating the momentum and the criti­ targeted industries where HP equip­ cal mass necessary for a fruitful part­ ment is likely to be used for projects. nership and contacts with leading "If we have these engineers trained Russian scientists and researchers. on HP systems," Vivek explains, "they "We have more sophisti­ The Packard Initiative came about will be the best candidates to do the cated software today in when the HP management team job and they will promote our prod­ Russia," a Russian says. started focusing on ways to build a ucts for future projects. Creating such strong HP presence in Russia. a pool of engineers will give HP a Preparations for selecting the first competitive advantage." faxes, telephones and office equipment group of Russian engineers started Says Herb Blomquist, "The ICP needed to train others, and for even­ when Herb Blomquist, director of the program offers a rare opportunity for tual projects for HP's Moscow office. International Contract Programming these engineers to become familiar While Russia and other CIS states group, visited St. Petersburg in the with HP technology and to observe badly need modem computer equip­ summer of 1992 with Ruvim Braude, how we use that technology to ment, one of the scientists inter­ a Russian emigre who works in HP's respond to market-driven conditions. viewed seemed surprised that there Product Processes Organization. The practical experience they will was not more advanced software at By the fall of '92, Vivek Pendharkar, gain in learning to interact with HP some of the sites they visited. "We manager for the Packard Initiative, and people will be a real differentiator for have more sophisticated software Thomas Kast, ICP European manager, HP when they return to Russia." today in Russia," noted one Russian. The engineers received one month "I expected to see the frontier ofnew of classroom training in HP-UX and technology, but I see here traditional Windows. Next is the hands-on expe­ tools." Vivek responded that, "Our rience: Half of them are training on labs are interested in learning from Russian expertise could HP-UX projects in the Common you also." greatly improve the Systems Lab in Cupertino, while the In the future, ICP is looking to qualify of HP products. other four are part of a "picture­ Novosibirsk, Siberia, where the Rus­ programming" project at HP Labs. sian Academy of Science is located, as The hope is that the program will well as to Ukraine, where HP set up had spent several weeks in Russia blossom into some real breakthrough an office in the capital, Kiev. "This is interviewing potential partner organi­ technologies for HP. Russian exper­ the beginning of a new and exciting zations and selecting the engineers tise, such as in fundamental physics, opportunity for HP," Vivek says. who would participate in the program. could greatly improve the quality of On a separate front, Roland Mattis, By December, eight Russian HP inkjet printers or other HP prod­ industrial planning manager for HP in engineers from two organizations­ ucts. In this way, Russians can apply Europe, based in Geneva, is working SFI KS, which is located in St. their knowledge to product science rather than to product development.

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www.HPARCHIVE.com At HP Labs, Vice President Joel Birnbaum (lett) discusses a project with Russian engineers Sergei Simonov and Sergey Buleev. closely with Bristol Labs and other HP HP selected 23 people to work on a located in what were military com­ people across Europe and Russia to contract basis for a number of leading­ plexes and "closed towns." come up with an innovative way of edge research projects. The primary "Now by reaching out," says Nick mining "nuggets of scientific know­ focus is to develop new communica­ Rossiter, "we are offering CIS citizens how" in the CIS. The result is the HP tion protocols for gigabit-per-second an alternative to emigrating or aban­ Science Contest. data interchange between computers doning their scientific work for finan­ By advertising the Science Contest and new ways to apply chaos-theory cial reasons... So by planting the seeds in national newspapers throughout math models to pattern-recognition now for a new infrastructure in the Russia and the CIS, HP discovered systems that could understand region, these gifted researchers and some of the most gifted scientists for speech, handwriting and gestures. scientists can improve their tools new research projects. "We were, in Other entries covered voice recog­ while getting exposure to HP's effect, flooded by research proposals nition and analysis of medical images. advanced technology. from such remote places as Siberia, HP awarded prizes, including an HP "It's a win-win deal." M Kazakhstan and Armenia," Roland workstation, PCs and calculators. says. "The quality was so surprisingly Before the contest, many of the (Mary Weed is the manager ofexecu­ high that it made the choice of the winners had no contact whatsoever tive and internal communications best partners difficult." with the "Western world." Researchers and public affairs for HP in Europe. HP based the contest on a pattern­ in fields other than mathematics and -Editor) recognition project that is part of HP's particle physics did not travel outside ongoing research into "information the country, and most are unknown appliances." The aim is to produce outside Russia. These people live in wireless communicators capable of communities scattered across the for­ alternative data entry. mer Soviet Union with some people

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www.HPARCHIVE.com Attack from above interesting and understandable as A damnable word possible. Please, Deborah, tear the As a technical consultant for HP, I illustration offthe bottom halfofthe I was reading through my November­ have recently experienced several 'page and read the story. It's that December 1992 copy of MEASURE problems whereby my customer's important.-Editor) today (okay, so I buried it under a pile systems and software orders could of stuff for a couple of months) and not be fulfilled on time. I am glad to came across something that bothered see that the problem is being attacked A nice fit me enough to write you this note. from the highest levels within our Thank you and your team for the I was reading the "One guy... " arti­ organization ("Winner takes all," quality of the content ofMEASURE's cle about Ron Glass being the only March-April 1993 MEASURE). 30th-anniversary issue. I found the customer engineer for the entire state Our order-fulfillment delays have articles to be closer than ever to peo­ of Montana. As I read along, I came resulted in my (1) having to work ple (their work and life), to customers to a passage that was completely out until 2 a.m. on two consecutive week­ and to real company issues. of character for MEASURE. On page end days to set up my customer's I am convinced that this type of 23 there is a paragraph that begins bond-trading department, and communication fits nicely with the with the sentence, "That's the thing (2) taking at least 30 minutes of HP way and the style of our new about being a one-man shop in a migration-planning meeting time to leadership. damn-huge state: you have to be a discuss order status with another Very best regards and long life to jack-of-all-trades." fmandal-services customer. MEASURE. The use of the term "damn-huge" The time I spend to resolve our ROBERT AYDABIRIAN was crude, tasteless and totally order-fulfillment problems could be Evry, France unnecessary. Please have your editors spent more effectively delivering keep an eye out for such street lan­ other valuable technical services, guage in the future. rather than having to track down JOHN HOPKINS systems and software orders. Palo Alto, California MARY SEGER Please send mail Chicago, Illinois Do you have comments about (While you won'tfind the phrase something you've read in "damn-huge" often in MEASURE, we More words, MEASURE? Send us your believed it was appropriate in the thoughts. Ifwe publish your context ofthis story, in which the fewer comics letter, you'll receive a free writer compared Ron Glass to the Your article "Winner takes all" may MEASURE T-shirt (one size rough-and-ready, old-West fictional have been very good; I'll never know. fits most). character Boone Caudill. We're sorry I couldn't get serious about reading it Fax comments to (415) 857­ that you were offended, but we're because of the frivolous cartoons. 7299. Address HP Desk letters happy you were able to unearth your Please give your readers more to Jay Coleman; by company copy ofMEASURE.-Editor) credit for professionalism-more mail to Jay Coleman, Building words, fewer comics. 201BR, Palo Alto. Via regular DEBORAH MARBACH postal service the address is All in the family Palo Alto, California MEASURE, P.O. Box 10301, The 3-year-young HP child named Palo Alto, CA 94304-1181 USA. INSIDER (HP Switzerland employee (Order fulfillment is a terribly Please limit your letter to about magazine) congratulates his big serious and complex problem, so 150 words, sign your name and brother (or sister?), MEASURE, on MEASURE purposely used a "light" give your location. We reserve his (or her) 30th birthday. illustration to make it as visually the right to edit letters. Stay as interesting as you are! REGULA TEST! Widen, Switzerland

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www.HPARCHIVE.com Thanks, Bruce... ently, there are many people inHP who are not aware of them. I have just read the March-April THOM EDMONDS issue ofMEASURE and would like to Mountain View, California applaud the article by Bruce Woolpert entitled "Can HP still lead?" I found (Good points, Thom. Perhaps the observations and comments to we should have said that order­ be both extremely incisive and fulfillment problems such as missing constructive. pieces and bad documentation are In particular, I found myself agree­ more easily corrected-not "minor." ing with the paragraph headed, "Give And thanks for the customer-feedback more authority to individuals and Granite Rock's Bruce Woolpert reminders.-Editor) teams." I think we have a tendency to fear failure and hence an aversion to (Sometimes other people see us Drop the doughnuts "put our neck on the line." I believe more clearly than we see ourselves. The HP way I learned first to admire this fear is generated from within MEASURE will continue to seek­ in 1981 was comprehensive. Lew Platt's management and leads to managers and print-"Other Voices." Any HP way (March-April MEASURE) attempting to control their people suggestions?-Editor) with restrictive bureaucracy. defines a relationship between HP I have been happy working for HP and its employees-between manage­ for 12 years, man and boy from the Customers are No. 1 ment and individual contributors to the age of 16, and I am keen to see us As always, I er\ioyed reading the latest be more specillc. This definition cer­ continually improve whilst retaining issue of MEASURE. I would, however, tainly focuses on the line of trust. the philosophy behind the HP way. like to point out some discrepancies Ifthe essence of the HP way is My thanks to Bruce for highlighting in two of the articles in the March­ trust in employees, it is admirable, but an issue which has caused me not a April issue. also understandable, why most-if little frustration at times. In "Winner takes all," you state not all-HP managers have difficulty ANDY RAPLEY "Many problems are relatively minor implementing it in their daily activi­ Bracknell, England -late deliveries, missing pieces, bad ties. I would like to suggest we drop documentation, etc." These problems the doughnut analogy as just a bad (Bruce seems to have struck a chord. are not minor to our customers. It eating habit and substitute managing Read on.-Editor) means that they are unable to use the by walking around. Why do so many • product in a timely manner, and that HP managers just manage to walk And MEASURE, too to them is major. I believe that as long around? Stop meeting with each other as we consider these "minor" prob­ so often and ask your individual con­ Bravo on MEASURE's courage to pub­ lems, we will never have the will to fix tributors for advice. lish "Can HP still lead?" And many the order-fulfillment process. The sum of each manager's imple­ thanks to Mr. Woolpert for taking the In the article "Can HP still lead?" mentation of the HP way has become time to write about it. How easy it is Bruce Woolpert states that "HP needs too diverse to be meaningful. I would to be involved in the very situations to get closer to the customer. For suggest a return to a more compre­ he describes and give up with the example, phone and mail customer hensively and consistently imple­ thought nothing I can do will make surveys...A formal customer sugges­ mented HP way. Whether the HP way a difference! tion/complaint system...etc." Actually, is dead or irrelevant is moot. Whether I hope MEASURE will continue HP has been doing customer surveys there is an HP way that everyone is to courageously question the old­ since 1986 and has had a customer­ traveling down together is critical for established and the new-emerging feedback system since 1987. Appar- our future. authorities at HP upper management. WOLFGANG DEMMEL It will do us all good. Cupertino, California DAVID CRAMPTO Palo Alto, California

May-June 1993 15

www.HPARCHIVE.com ITIZENSHIP A sense of community "To honor our obligations to society by being an economic, inteUectual and social asset to each nation and each community in which we operate. "

HP's citizenship objective formalizes a tradition begun in 1939 when co-founders Bill Hewlett and Dave Packard launched a company and a philosophy. Today, more than 100 U.S. colleges and universities and several dozen higher-education schools in other countries receive HP grants. Designing new HP products to be easier to reuse and recycle, and more energy efficient is part of how HP strives to be environmentally respon­ sible in the products it makes and the way it operates around the world. HP cash and equipment donations help cult~al organizations manage their business activities much more efficiently. Recipients include the San Francisco (California) Symphony, above above right the Woodruff Arts Center in Atlanta, HP volunteers Christine HP engineer Diane Miller Georgia, and the Tears ofJoy Theater Witzel, Lynn Rowley and Rick helps fifth-grader Holli Brown help collect and Sheahan build a motor as in Vancouver, Washington. distribute food for the Aris part of the Visiting Scientists HP and its employees continue to Project in Santa Clara, program at HP's Fort Collins, give back to our communities, con­ California, for people Colorado, site. afflicted with AIDS/HIV. tributing where we can and encourag­ right and far right ing similar actions by others. M Equipment grants-like a recent one to Taiwan's (The subjects on these pages are fea­ National Tsing Hua University tured in the brochure, '~sense of -help speed the develop­ ment of technical expertise community,"which is available around the world. through the Literature Distribution Center, part number 5091­ 5940EU8.)

16 MEASURE

www.HPARCHIVE.com May-June 1993 17

www.HPARCHIVE.com Community

right Donated HP computer sys­ tems, scanners and printers located in a sensory-aids lab at Maryland Rehabilitation Center enable people who are visually impaired or blind to scan printed matter and enlarge the text or print it in Braille.

above right HP has assisted dozens of The Rhine Basin Program was cultural organizations by created to develop tech­ donating equipment that niques that will lead to a improves the effectiveness better understanding of how of management functions. to solve the Rhine River's The Rufino Tamayo Museum ecological problems. Here, in Mexico City uses HP a biologist at the Rhine moni­ equipment to catalog and toring station rinses speci­ describe exhibits. mens from a box with mar­ bles that were lett on the river bottom. By studying the flora and fauna accumulated, scientists can tell a great deal about the river's health.

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www.HPARCHIVE.com

PPORTUNITY

According to Dr. Marsha Sinetar's theory-and the title of her 1987 Another book-"Do what you love, the money will follow." However, in practice, that wasn't true for many of HP's top scientists, engineers and developers. ladder Until recently, the only way to advance in HP was up the manage­ ment career ladder. So, four years to the ago, HP's top executives spent a year analyzing the R&D organization and developed HP's Technical Contribu­ top tor Program. R&D engineers now can advance An HP program gives along a technical career path that par­ allels the standard R&D management R&D engineers a way track-from project manager to entity to advance other R&D manager. than by the traditional This dual career ladder offers com­ HP's "dual ladder" program should be parable financial rewards, recognition expanded to other areas, says engineer management track. and influence over the strategic busi­ Rose O'Donnell. ness directions. By M. Kathleen Archambeau Technology leaders influence busi­ believe that HP, a technology com­ ness decisions by participating in pany, didn't have a formal technical functional staff meetings, making career ladder for its engineers. presentations at major customer visits Rose, who is credited with develop­ and delivering papers at conferences. ing the Domain Operating System and What do some HP engineers think helping retain the Apollo installed of the change? Moshe Zloof "loves to base after HP's acquisition ofApollo, get up in the morning and go to work." believes in HP's new Technical Con­ That's why he chose the technical tributor Program so much that she track. This path gives his creative says it should be expanded to market­ abilities and interests full play. Moshe ing and other functional HP areas developed the original Query By "where there are valued skills that Example while at IBM. Currently, HP aren't related to managing." Labs' principal architect is working on Joe Sventek, the lead architect a new tool that will allow program­ of CSO's Distributed Computing mers to create new applications and Program, chose the technical ladder customize them and allow them to because "I don't think anybody wants connect to others. to stand still, so I'm very glad to have "Everyone wants three things: recog­ this opportunity to apply my skills to nition from peers, adequate compen­ HP's bottom line and to be recognized sation and access to decisions," says for my efforts." Rose O'Donnell, corporate consulting What should young engineers do engineer in the Computer Systems when faced with the decision of Organization. When HP acquired choosing between the technical or Apollo Computer in 1989, Rose-an management ladder? Jim Serum, Apollo engineer at the time-couldn't

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www.HPARCHIVE.com general manager ofMSIIR Systems and Analytical Group R&D, suggests that almost all engineers struggle with this issue due to their technical train­ ing and lack of knowledge needed to evaluate the management ladder. "There's probably no easy answer," Jim says. "But the beauty ofthe pro­ gram is that it's designed to be fairly fluid at the beginning levels. In other words, a project manager could decide against management as a career and, potentially, move over to the engineer/scientist level." How do technical contributors stay at the "bleeding edge" of rapidly changing technology? Barry flahive, a senior consulting engineer in the Workstation Systems Group, "reads a Jim Serum (right), a G.M. in the Analytical Group, talks with Alex Apffel, an individu­ lot, attends conferences and interacts al contributor, outside of the SID Operation in Palo Alto, California. with HP partners, customers, vendors and technology gurus. He says "There's one area to do what fascinates them. well understood, can be just as valu­ an incredible wealth of knowledge And, in doing so, contribute to HP's able as a great breakthrough." and capability within HP." bottom line." Josh Fisher, former Yale University Why did HP management decide Michael Mahon, principal archi­ computer science professor and cre­ to provide R&D engineers with this tect on the team that developed HP ator ofVery Long Instruction Word career opportunity program? Wim Precision Architecture (RISC), agrees. (VLIW) architectures, or "machines Roelandts, vice president of the "The only thing that would make this that can do a lot, a lot faster," sums it Computer Systems Organization, feels job more fun would be having more up this way, "When I was involved that the business need for systemwide resources," Michael says. with a company I started, Multiflow, I development "can involve, literally, Joel Birnbaum, R&D vice president spent 80 to 90 percent of my day on hundreds of engineers. The old envi­ and director of HP Labs, says "At HP, management tasks that didn't satisfy ronment allowed people to work inde­ technical contributors are reviewed me at the end ofthe day. In my role as pendently on discrete products. That's annually. The job follows a rolling an instruction-level, parallel-computing impossible in today's heterogeneous tenure track. As long as there is a architect at HP Labs, I spend at least environment. business need and you're meeting that 60 to 70 percent of my day doing what "Applications run on multiple hard­ need with your technical and mentor­ I love-trying to solve some ofthe ware platforms, across networks, so ing talents, you will be encouraged to hard technical problems that will help there's a need for technology leaders continue. This approach prevents the HP's computing business compete to help integrate the technical strat­ lethargy that sometimes ensues in into the next century." egy with the business imperative." large companies and universities." Grandiose visions? Not for the Has HP lost some of its top tech­ However, the technical track is not dreamers who do what they love and nical contributors in the past? "Abso­ an easy path to follow. "HP expects a realize that the rewards do follow. M lutely," Wim says. "The Technical lot of its top technical contributors," Contributor Program helps us retain Joel says. "There's a great deal of (Kathleen Archambeau is a San engineers who are genuinely inter­ . pressure to investigate the imponder­ Francisco, California-based free­ ested, I might say, passionate, in abies." Allowing that this is a levia­ lance writer.-Editor] than task, he adds, "A great mistake,

May-June 1993 21

www.HPARCHIVE.com "A job is what you make it," says the New Jersey Division's Julie Ryan, who built a remarketing program from the ground up. Julie DEALS in challenges A New Jersey Division ROCKAWAY, New Jersey-In mid­ She had worked her way up from 1988, a newspaper ad caught Julie executive secretary to her supervisory employee uses her Ryan's eye. position, and at a previous company entry-level job as She doesn't recall the exact word­ had risen from secretary to office a springboard to ing, but it went something like, "If manager. Could she achieve similar you're someone who likes a tremen­ growth in a much bigger company? managing an dous challenge, we have an exciting The words from the ad echoed innovative multimillion­ opportunity for you.... " The company in her mind. Tremendous challenge: dollar program. running the ad was Hewlett-Packard. the one thing Julie Ryan just can't Having heard good things about pass up. HP, Julie was interested. She knew "Ajob is what you make it," Julie By Robert Bouzon she could handle more than the job says today. "In a clerical role, there she held at the time-supervising the are so many opportunities to make state tax department for a national a difference." financial firm. Living those words, Julie has Yet the HP ad was for an turned her entry-level HP job into a administrative-assistant position. path to management-level responsibil­ Would this be challenge enough? ity. Today, Julie manages the Test and Measurement Organization's DEALS

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www.HPARCHIVE.com (Demo Equipment And Loaner Sales) team and its worldwide, multimillion­ dollar instrurnent-remarketing program. Her can-do attitude and customer­ service commitment are legendary among the factory people whose products DEALS handles and the field sales force that DEALS serves. After joining HP in 1988 as an admin assistant in the sales-support

"Julie was a cornerstone of this program. She goes the extra mile." group at HP's New Jersey Division (NJD), Julie plunged right in. One of her tasks was to coordinate the group's Field Appreciation Program, Julie visits with Walt Gursky, New Jersey Division production supervisor, to check on which helped earn NJD top rank­ how the DEALS equipment refurbishment is progressing. ing from the T&M sales force for field support. field and factory confidence that the one phone call would get their prob­ "Julie was a cornerstone ofthis untried and risky program could work. lem handled." program," recalls Bill Kampe, then "DEALS tackled a big problem­ "Each division is unique in the way NJD's marketing manager and now how to make HP's used instruments it does things," Julie says. "So we had Electronic Instruments Group market­ quickly available to the field," says to develop new approaches to make ing manager. "We needed a very spe­ Jim Barton, general manager of NJD, DEALS work." cial person for this kind of sensitive where the DEALS team resides. Once word spread ofJulie's per­ interface. Julie does more than what's HP's used instrument inventory formance in setting up DEALS for the asked. She does what's needed. She comes from equipment loaned to cus­ pilot group, "the other T&M divisions goes the extra mile." tomers, products used in field consign­ signed up and quickly became enthu­ It was Julie's knowledge of the ment, and items used at trade shows siastic participants," Jim says. field-and those exemplary personal and in HP's labs. Before remarketing, "It became clear quickly that I skills-that earned her the job as HP refurbishes the products, which go would need some help with DEALS," DEALS coordinator when the pro­ to customers with full warranty. Julie recounts. Yet due to downsizing gram began in late 1990. "The field used to have to call in T&M at the time, it would be many The 12- and 14-hour days it took around to various divisions hunting months before more staff could to launch the DEALS program were for products and negotiating dis­ be added. "overwhelming," Julie recalls. "Good counts-a daunting task," Jim Julie had to learn all about HP's things rarely come easy. That's what explains. "Julie was incredibly hundreds of instruments and their fea­ makes you appreciate them." dedicated and customer-oriented in tures, know each division's inventory Starting with five pilot divisions, getting the sales force to trust that and marketing programs, and meet Julie played a key role in building the high-pressure deadlines ofthe

May-June 1993 23

www.HPARCHIVE.com Julie

field in competitive situations. "She mastered all aspects of the project," Bill Kampe says. Julie's organizational skills resulted in processes for DEALS that accom­ modate and regulate both field and division activities. She worked with NJD's information-technology depart­ ment to develop a DEALS database, build solid relationships with every­ one who called in and double the business every nine months. "Julie essentially pulled the whole program together and made it suc­ ceed," says Vicki Gripe, marketing admin manager at the Colorado Springs (Colorado) Division. "She is very sensitive to the people she deals with and quite savvy on the business Julie Mors a student in an adult literacy program at the Dover, New Jersey, Public side as well." Ubrary. She helped set up a chapter of Uteracy Volunteers of America in her community. Today, 17 T&M divisions are part of the DEALS program, which will Despite the long hours managing Hackettstown, New Jersey, where expand soon to handle instruments the DEALS program, Julie makes time she lives. repurchased from HP customers. for other pursuits, including helping The DEALS program, and what Julie credits her team-now eight others. Julie has brought to it, continues to do people strong-with DEALS' success. Simultaneously with the DEALS good things for HP's Rockaway, New "They overshadow me," she says. startup, Julie spent evenings and Jersey, site. During NJD downsizing, a "It takes a lot of dedication on weekends tutoring in a literacy pro­ number of employees found growth everybody's part. The days are long gram and working to set up a county opportunities. and sometimes frustrating," she says. chapter of Literacy Volunteers of With the site growing again (both America. She recruited volunteers for the East Coast Consignment Center training, arranged schools and librar­ and Repair Center have relocated ies where tutors could meet their there), the DEALS team's enthusiasm students and raised funds. and team spirit are spreading. "The HP way doesn't One of nine children, Julie ascribes "It's like the old HP spirit," says Jill mean getting exactly her strengths to growing up in a "won­ Kenny, DEALS' newest team member. what you want; it's derful family. My mom had so much "It's really exciting." teamwork... " patience," she says, "and my dad, who "I've worked for many companies, was in the military, taught us to do and HP is the best," Julie says. "The things right." HP way doesn't mean getting exactly "Yet the team takes ownership, and An avid gardener and trained floral what you want; it's teamwork, sharing people appreciate having someone arranger, Julie tends beds of flowers workloads and understanding people. they can rely on." and vegetables at her home in the hills "The most important part of DEALS Says Gordon Message, field sales of northwest New Jersey. is the people. They are No.1." M engineer in East Anglia, England, Julie also has been pursuing her "Julie's people all have the same college degree, taking night classes (Robert Bouzon is HP's East Coast positive can-I-help-you attitude. It's twice a week year-round. She is in her public affairs manager.-Editor) a pleasure to ring them." junior year at Centenary College in

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www.HPARCHIVE.com "I never saw him alive again" By Aldana Pilius HP employees have helped comfort Aldona Pilius and her sons (from left) Jonas, Vitas, Darius and Tomas since her husband, Vito, was murdered.

My husband, Vito, left for work on Rosemary gave me advice, too, like It eliminated a financial worry for me February 11, 1992, a bit earlier than telling me to check the activities on and it means the boys will have a usual. The customer engineers in my credit cards and bank accounts. chance to go to college or get training Baltimore were shorthanded and he When I inquired, I found that the sav­ for whatever career they choose to wanted to get a head start. ings account, which had a minimum pursue. They may not know it yet, but I never saw him alive again. He was balance, was depleted and the credit it will be important to them someday. abducted from a parking garage later card was charged up into the thou­ Even months after Vito's death, that day after leaving a customer site. sands of dollars. That's when I knew caring HP co-workers took my sons He was robbed and murdered by something was desperately wrong. on trips to the zoo, to the movies and two teenagers. On February 14, after the police for pizza so I could have a day to Vito had told me that morning that found Vito's body, I was very grateful myself. They even took the boys trick­ he would be working late. But by for the support Vito's co-workers gave or-treating on Halloween. 8 p.m. I started to worry. me. They came to the house with food I received many letters of sympathy I made phone calls to his beeper, and sympathy and photographs of from HP employees and was com­ his car phone and his office, assuming Vito at their last awards banquet. forted to know that so many people there was a reason he could not be An elderly woman-a neighbor cared. In one way or another they had reached. But he had always let me whom I did not know-came over all been touched by Vito. know when he was going to be home. with a cake. She told me that her When a sorrow is shared, it is less­ The next morning I phoned one of daughter worked for HP in Pennsyl­ ened. Because of all the caring people Vito's co-workers. He did some check­ vania and had begged her to please of Hewlett-Packard, I feel that I am ing and found out that Vito never bring me something. not alone. made it to his afternoon appointment. Within days, Joe Millington, the My sons and I are coping with He advised me to call the police, personnel manager in Rockville, Vito's death. We miss him tremen­ which I did. Maryland, came by and announced dously and some days are still gruel­ Throughout the next day, Rosemary the start of a trust fund for our chil­ ing and difficult. But we are hoping Roos, who was Vito's sales coordina­ dren's education. Vito and I have that we can live through our grief and tor, kept in constant touch. She gave four young sons and Vito always hold on to the warm memories of our me support by telling me that Vito's dreamed that we would be able to husband and father. M manager, Fred Parlato, had sent out provide them with a chance for other customer engineers-not to higher education. (Vito Pilius was an Analytical cus­ work but to look for Vito and his com­ Donations started coming in from tomer engineerfor the Eastern Sales pany car. She gave me comfort by allover the HP world, including a con­ Region at HP's Baltimore, Maryland, keeping in contact and just being tribution from Yokogawa Analytical office.-Editor) there to listen. Systems in Japan. I was totally over­ whelmed by the generous response.

May-June 1993 25

www.HPARCHIVE.com HP's president and organizations more effective, we need In these instances, HP has driven to constantly change to deliver solu­ change rather than become its victim. CEO talks about tions to our customers. Where I believe we haven't done change and the best So change will be with us today­ as well is our handling of the change way of managing it. and even more so tomorrow. process for employees. By that I mean How have we managed change to letting people know in advance what date and how can we do better? In many respects, HP's manage­ theme that is very preva­ ment team has done an excellent lent in the mail I get and job of reacting to some wrenching from talking to people changes in our industry. We have Each employee must throughout the company been more proactive than most of our take responsibility for is the concern employees competitors at anticipating the direc­ anticipating changes. Afeel about the increasing level of tion change will take and being the change that is taking place in their flrst to make the change-being the working lives. forerunner of change, in fact. changes are corning; communicating This concern has caused me to Because ofthis innovative approach clearly the "why" of the change; and think a great deal about change and to our business, we have managed to treating people with dignity and how we can best manage it at HP. continue to grow and be profltable respect throughout the transition One thing is certain: Things will while others-IBM and Digital Equip­ process. In short, that whole series of continue to change at an ever­ ment, for example-have stumbled. communications and considerations accelerating rate. That is because I am thinking, speciflcally, of our that help people get through change we are in a business that is driven foresight in debuting RISe technology with less pain. by change. and our early entry into the client­ Of course, I do not believe in change For one, the technology we and server and open-systems-computing for change's sake. That is why I have other high-technology companies marketplace. Then there is the new asked HP managers not to make create is changing very rapidly. We technology we invented to change the changes unless they fulfIll a much­ live in a constantly changing environ­ printer marketplace for all time and needed business requirement and ment and, in a very real sense, we are there is something substantial to be aggressive drivers of change in our gained. We are pelted with enough world with the technology we invent. real change in our business. It makes Our competitors also are challeng­ no sense to cause disruption when it ing us to change-and change quickly We haven't done as well is not absolutely necessary. -to keep up and stay current in a handling the change Questions that have corne up are: rough-and-tumble business. process for employees. What is the company's role in the And our customers insist that we change process and what is each indi­ change. They are re-engineering their vidual HP employee's role? processes, and their own needs dic­ allow us to take leadership. Our I believe HP management must tate that we meet their changing measurement businesses also are create a climate in which employees requirements. Ifwe hope to realize changing as they look for major new can feel comfortable and unthreatened our vision ofmaking people and growth markets to replace those that no longer are growing.

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www.HPARCHIVE.com by change, in which HP people can take risks, in which change means opportunity. The company also should provide skill-building opportunities for employees and stress the importance of lifelong learning and managing one's own career. On the other hand, individuals need to be truly accountable for their own destinies in the company. HP manage­ ment can create a healthy environ­ ment for change, but each employee must take responsibility for antici­ pating changes and converting them into opportunities. In my own case, change has given me many opportunities. However, it also brought with it the stress of relo- During a recent trip to Chelmsford, Massachusetts, President and CEO Lew Platt cating my family from New England (lett) chats with Bill Davis and Tim Blanchard.

What has the HP way to do with That means that change and flexi­ change? I think it gives us a frame­ bility are core competencies that we work, a road map for how we manage all must master in order to succeed­ Each change was change at HP. both personally and as a company. disruptive to my profes­ Are we treating people with con­ HP will do everything it can to pro­ sional and personal life. sideration and respect throughout the vide the atmosphere you need to pros­ transition process? Are we listening to per in a changing world. I encourage the concerns of those who are going you to become masters of change in to California, and the challenge of through difficult changes? Are we your own lives. learning many new jobs. telling employees on an ongoing basis Since 1984-when I left HP's mea­ the needs of our customers and our surement businesses after 18 years to competitors, and the quickly changing become involved with HP's computer imperatives of our business? Are we business-I've had a half-dozen differ­ encouraging risk-taking and career entjobs. Each has offered exciting management? HP way values can help new challenges, but each change also answer those questions for us. was disruptive to my professional and Finally, I can assure you that change personal life. will continue to be a way of life in HP.

May-June 1993 27

www.HPARCHIVE.com News from around the HP world Smart move It didn't take John Young Joint Venture: Silicon "Implementing some very long to find anotherjob Valley-the parent group of demonstration projects challenge after retiring as Smart Valley-already is locally may influence what HP's president and CEO in studying issues such as happens at the national November 1992. workforce/education, hous­ level and tie both ends In April, John was named ing, economic development, together," John was quoted chairman ofSmart Valley tax and fiscal policies, regu­ in the San Jose Mercury Inc.-a nonprofit corpora­ latory reform and defense News newspaper. tion formed to develop a conversion. Seth Fearey of HP Labs plan to link all segments of John also heads a group in Palo Alto, California, Silicon Valley, including com­ of business executives that will serve as chieftechnical panies, government, schools, is examining ways to speed advisor to Smart Valley. hospitals and social-service development ofPresident agencies, through a data­ Clinton's proposed national communications network. data "superhighway.» John Young

i What's a profit? ~ While HP continues to pur- concepts because the state sue business opportuni- owned everything and they ties in the former Soviet used only inventory listings." Union (see page 11), one Bob says that the Ukrain- HP employee recently got a ian people were patient and first-hand look at life from willing to learn, but that a Ukrainian perspective. there is no work ethic. "Our Bob Reynard, a tech- interpreter told us of an old nical consultant in HP's adage: The people pretend Naperville, Illinois, sales to work and the govem- office, spent a month of ment pretends to pay." his vacation time lending a Among the software hand to a U.S.-based group programs Bob installed called Volunteers in Over- were HP Executive Memo- seas Cooperative Assistance. Maker, HP Executive Card A certified public accoun- Manager, HP Executive tant, Bob spent most ofhis Drawing Gallery and HP Bob Reynard had several memorable experiences during his time teaching farmers how Executive Charting Gallery. month in Ukraine, including this outdoor market scene. to use computer equipment "Their technology is at and basic accounting. least 10 years old," Bob "I had to begin with says. "But the more edu- simple things like record- cated the people were, the keeping, [mancial state- more they desired and ments and what 'profit' understood the need for means," Bob says. "They new technology." knew nothing ofthese

28 MEASURE

www.HPARCHIVE.com Grant-making history HP recently made the biggest Both companies are grant to the arts in company known for world-class per­ history-a $717,000 HP 3000 formances. They apply the computer system-to the same standards to running San Francisco Ballet and their businesses. And the San Francisco Opera. HP 3000 will mean greater Through an innovative efficiency in their opera­ cooperative venture, the two tions and improved service non-profits share resources, to patrons. including their computer system, and explore solu­ tions to common problems.

The San Francisco Ballet kicks into high gear with help from HP. Science on a roll A science lab on wheels is teaching Los Angeles, California-area high school teachers and students more about modem scientific instruments, and they're learning the lessons on HP equipment. Occidental College launched the Teachers+ Occidental=Partnership in include Digital Equipment Science (TOPS) program Hoover High students learn to use an HP UV-spectrophotometer. (27), Unisys (62), Apple two years ago. It's the only Computer (76), Compaq program in the United States covery is one way to do Computer (119) and Sun that focuses on schools in just that." No. 24 and Microsystems (139). an urban area where there is TOPS used a National In the performance rank­ a large minority population. Science Foundation grant climbing ings, HP was No. 33 overall "We strongly believe that to equip a van with several HP jumped from No. 26 to for "Highest Profits," No. 21 all major metropolitan areas pieces of HP analytical No. 24 in the annual Fortune for "Highest Market Value," will increasingly need to equipment, including gas 500 ranking ofAmerica's No. 34 for "Most Assets" fmd ways to give hope and chromatographs, UV-Vis top industrial corporations. and No. 21 for "Biggest encouragement to minor­ spectrophotometers and In the "Computers, Office Employers." ity youth," says Dr. Chris an HP Vectra PC. Equipment" category, HP Craney, the program direc­ The program is expected trails only IBM (No.4 over­ tor. "The excitement and to reach 45,000 students at all). Others in the category promise of scientific dis- 30 high schools during the next four years.

May-June 1993 29

www.HPARCHIVE.com Hammer time The Stanford Park Division Then, employees wheeled (SPD) used all the subtlety out an ice sculpture of the of a sledge hammer when it letters VID-the symbol for changed its name in April. the Video Communications In fact, it used two sledge Division-the new division hammers. name. The name reflects SPD General Manager the division's new emphasis Jim Olson and Ned on the digital video market. Barnholt, vice president VID is scheduled to and general manager of relocate from Palo Alto the Test and Measurement to Santa Clara, California, Organization, wielded in May. sledge hammers to smash an SPD ice sculpture at an April 1 beer bust. Announcing the new name for the stanford Park Division was a smashing success for Jim Olson (left) and Ned Barnholt.

Quoteworthy ~ I'm the only person who hasn't been contacted, and ..I'm also probably one of the few people who's not interested because I already have a betterjOb.~

Lew Platt, HP president and CEO, at the March 1993 HP Communicators' Workshop, when asked ifhe was a can­ didate for the then-vacant CEO post at IBM.

~ We made it easy for them to justify in their mind a ..decision they had already made in their heart.~

Mike Connor, district managerfor HP's Florida sales district, after the Orlando Medical Products team won a $5.7 miUion orderfor patient-monitoring equipment from the Orlando Regional Healthcare System. "Henderson, you were a breath of fresh air 15 years ago when we transferred you here from the San Francisco office, but right now we want you to stop 11."

30 MEASURE

www.HPARCHIVE.com J::.J:: ...it's obvious that a lot of (employees) haven't been ..communicated with very frankly. They haven't been GEnlNG Karnae has joined HP told the real story; somebody has sugar-coated the bad TOGETHER Laboratories Japan in the news or somebody has fed them a line of b.s. because they I newly created post of HP will acquire Four Pi didn't think employees could understand or accept the Director of Information Systems Corporation of truth. Our people really want us to be truthful with them, Research. San Diego, California, and I think truth in communications is something we need Carol Mills to G.M., a manufacturer ofAuto­ emphasize.~ General Systems Divi­ to mated Process Test sion...Hallstein Moerk systems that use X-ray Lew Platt, HP president and CEO, at the March 1993 HP to G.M., HP Norway. technology to test surface­ Heading two new Communicators' Workshop, when asked about his com­ mount printed-circuit munication philosophy. entities within the assemblies. Approval Communications Compo­ by Four Pi shareholders I don't think people really eI\ioy change, but ifthey nents Division: Steve J::.J:: is pending. ..can participate in it and understand it, it can Cooper to operations HP is one of six UNIX* them.~ manager, Folsom become a positive for system companies that (California) Operation, intend to deliver a com­ Duane Hartley, general manager ofthe Microwave and Norm Tarowsky mon open-software envi­ Instruments Division, Santa Rosa, California, in an to operations manager, ronment across their interview in the April 5, 1993, Fortune magazine. Frimley (England) UNIX-system platforms. Operation. Others are IBM, The Santa Cruz Operation, Sun Micro­ WORTH r:-Y' systems, Univel and UNIX ~ System Laboratories. INOTING HP, IBM and Sun Micro­ The Printing Systems systems announced a Group will start assem­ joint Fibre Channel Sys­ bling laser printers in tems Initiative to promote The Netherlands for dis­ high-speed networking. tribution in Europe at the HP and Advanced European Distribution Micro Devices will jointly Center in Amersfoort, develop O.35-micron which will be expanded... CMOS-logic technology A worksite school opened by the end of 1994. in February at HP's Santa Rosa, California, site. A NEW joint project ofHP and HATS the local school board, I it has kindergarten and John O'Rourke has flrst-grade classes, and joined HP from Bellcore will add second and in a newly created post third grades. as G.M., Telecommuni­ cations Operations and "'UNIX is a registered trade­ chief telecommunications mark ofUNIX System Labora­ architect, reporting to tories Inc. in the U.S.A. and other countries. Vice President Joel Birnbaum...Takahiko

May-June 1993 31

www.HPARCHIVE.com Getting to the bottom of it SNOQUALMIE, Washington -Paul Landry had taken many photos ofthe stunning Snoqualmie Falls from the observation deck at the top, but never got the one truly great shot he wanted. Then, in the spring of 1992, Paul and his fiancee hiked to the bottom ofthe falls for a better perspective of the falls and the Salish Lodge, which were featured in the TV show Twin Peaks. "I didn't use any special lenses, lighting or filters," says Paul, a parts coordi­ nator in HP's Bellevue, Washington, sales office, Twin Peaks fans will recognize Snoqualmie Falls and the Salish Lodge in Paul Landry's photo. about 18 miles from the falls. "The photo, however, had an exposure time of about 2 1/2 minutes, which enabled the film to gather a lot of light," Paul says. "That created a lot of detail in the cliffs."

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