Lockheed Martin reviews

If you are moving in from far away like I did, it can be a bit of a pain to find affordable housing primarily because even though LM will give you $3,300 (-taxes) to pay for housing it only does this AFTER you are already working for two weeks. I don't know about the rest of you, but most college students I know including myself dont have $1,000+ sitting on the bank waiting to be used. I had to find about $2,000 in order to be able to pay for my flight to Maryland, and the advanced 1 month rent I had to pay at the Extended Stay Hotel in which I stayed for the summer, all this plus food! That almost makes me not able to go participate in this great internship. I believe Lockheed's HR need to look into this and arrange for housing for the interns themselves, like many other internships do.

1. Employees treated as numbers. 2. Employee career growth and aspirations are lowest priority for management, despite their rhetoric. Although some internal professional development is available, the quality of instructions and courses are at best mediocare. 3. PRS (Annual Performance) goals are intentionally very vague to allow management to assign any rating they feel without clear recourse for the employee to challenge. PRS ratings are mostly unfair, unless you are part of the inner click. 4. Old boyz network protecting management turf and is mostly incompetent. One of the most top heavy company I worked for; layers and layers of redundant management, producing very little. 5. Managemnet focus is only to save cost and maximize profits at the cost of employee layoffs and else. Low employee morale and attrition rate high even in recent bad times 6. Even though a large company; the opportunity to move within the company as well as career development is limited and hindered by personal politics and favoritism. Employees bid for jobs in the same way as someone applying from outside the company, almost no employee loyalty. 7. HR is a tool for the benefit of enforcing bad management policies. HR nearly always sides with management against employees. 8. A push to move very young inexperienced ELDP candidates to management positions instead of seasoned mid-career professionals 9. Company hires solid candidates from name brand schools, and it promises much at the time of hiring, but delivers very little to its employees. This resultis in attrition. HR knows well about the real causes of attrition yet it consistently fails to acknowledge the real issues of attrition. 10 Lastly they have cut cost on their health insurance benefits coverage. It will now cost significantly more and will cover less!