Whirlpool Deputy Manager Engineering salaries in Pune

Likes

Cultural, freedom to learn from other platforms, engagement from activities and event.

Dislikes

high variable pay +10% for mid position, PL creating blocker for employees aspiration for internal movement to different team, low focus on technical exposure through projects.

Likes

Job security is very good. Even if projects are not there you are moved to other departments and not layed off. Diversification in multiple products helps here. Work culture is great. HRs are very friendly. Managers are also good. New gen of mangers are very good and helps you to understand and develop. Management overall is good. They eye for future prospects, growth and innovation. Company policies are good. Flexible work time. WFH option is also there. Travel options are lot. Learning is very good. You get to learn end to end product development with core engineering skills.

Dislikes

Career growth is a bit slow. Salary is not that competitive. T-gang dominates leadership position and nurtures and supports only their people. This is changing but it is very slow.

Likes

They are are doing salary cut 4% in covid time, EES leaders are not good. Very less skilled ppls in EES VnV, All are working like labours and busy in show-off, and there managers are also excepting same, Company HR policies are very good. Suggestions: EES team need to improve more and transfer shilpi and ashish from this department then team will be Shine like star🌟.They are spoiling company name for their self benifits. Prons: India VP and HR head are very professional.

Dislikes

Mentioned

Likes

...ny's balance sheet and impact of one's role on the balance sheet (however minor it may be) is a great feeling 4) Compensation is decent (considering that it is in manufacturing sector ) 5) You get great products at a great discount and that too, without any limit on the number of products

Dislikes

1) Constant churn and layoffs - Lack of job security makes concentration on one's work a difficult task 2) Whirlpool Corporation's global HR policies are blatantly bypassed - one example is that employee's work timings are flexible as per the global policy, however, local HR tracks the timing of each employee and sends the sheet to the managers each month and employees who are not staying back post the office timings are called in on Saturdays. Another example is that employees who utilise their Earned Leaves are punished, the expectation is that employees have to apply for leaves but attend office without punching in. All employees are shown as having taken the mandated off days for record purpose only, whereas they have to come in to work and ensure that they have not marked their attendance. 3) Zero trainings over the past 6 years - If you are already skilled and trained, you can utilise those skills here, but forget learning and development 3) Work-life balance is a myth in many functions, some of the functions, especially manufacturing, are severely under-staffed and some are generously over-staffed 4) Life in functions other than Manufacturing is good - avoid a role in the manufacturing/operations umbrella (Including Supply Chain, Logistics, Manufacturing Engineering, Quality, Operations, Maintenance) 5) Absolute lack of cohesion between various functions means one is constantly on the run trying to undermine other functions and also defending one's own function against allegations by other functions - this time could be easily spent in doing something productive 6) There have been few instances where Safety has taken a back seat, giving priority to Cost over Employee Safety, this is not a norm, but has definitely happened

Likes

Job security was not a concern with Whirlpool until March where layoffs were announced globally; salary was on the lower side but pressure wasn't unmanageable until 6 months ago when management changes happened

Dislikes

Culture is a hit or a miss depending on the manager in charge; micromanagement is the name of the game; no succession plan for new hires; appraisal is subpar by industry standards; lack of support from corporate HR in any concerns raised; even one day leaves get rejected at the whims and fancy of the manager in charge