Pros
- Plentiful professional development training opportunities (6S, Project Management, CPSM, CPIM, Etc.). Cummins does invest the time and financial resources required to quickly develop their College Hire employees. - New Challenges (Leading Projects) will be given to those who are ambitious at a young age - Typically an easy going work environment, flexible time schedule, occasional work from home, opportunities to work internationally, cross functional involvement - Many terrific "working level" employees who will more than lend a hand to those willing to learn - Technically sophisticated products with few competitors - Strong historical financial performance along with a leading brand image in the marketplace - Compensation packages are fair and equitable for a College Hire in the Midwest (roughly industry average)
Cons
- Senior Management is non-existent (like ghosts who haunt the halls), top down hierarchy organization. - Work life balance is hit or miss. Certain employees will be given more work than they can handle, with no promotion in sight, and burnout, while others will work no more than 40 hours/week. - Performance reviews are based on the antiquated FORCED RANKING system (1,2,3) which ultimately is conducted by management whom most working level employees have slim to no interaction with. From my experience regardless of if you perform exceptionally or skate by, your performance and merit raise is no more than a political coin toss. - Promotions are very tenure and politically based (wait your turn approach). Ambitious college hires will be worked well beyond their pay grade with no promotion to follow for well over a year. - Bureaucracy at it's finest (Direct Purchasing), 4-6 month 6S projects are forced onto both new and seasoned employees which could be more effectively accomplished in a one hour meeting. Insurmountable levels of "red tape" make the simplest task take weeks. - ERP/MRP/Mainframe Systems are in disarray beyond repair. The convoluted mess Cummins has created over the years has made the simplest task within their MRP systems a nightmare (that is on the off chance they decide to function properly). - Middle Management is marginal at best, too many people supporting too many projects on the periphery, not many employees have a concrete understanding of the scoping of their roles. - Zero synergy between business units (ex- two business units may be sourcing an identical product from a supplier and have no knowledge of it's happening) - Columbus, Indiana is a small industrial focused town, in the greater geographic area there are very few "white collar" opportunities outside of Cummins. This gives Cummins a "de facto" monopoly on the professional job market, which HR does use to their advantage. From an entertainment or night life perspective there is none, your only option would be to hike 50+ miles to Indianapolis/Louisville.