Workplace reviews and discussion: 力致科技股份有限公司

1. HR really advocates for employees and helps prevent them from not receiving the money they are entitled to (you need to find the right HR person).

2. Because the PMs, who also handle sales, use the strategy of bringing in projects by promoting handsome men and beautiful women (mostly the latter), you get to see pretty girls and women.

1. Severe internal strife.

2. PMs also handle sales, but most of them do not understand the processes, manufacturing methods, or timelines, which makes things more difficult for R&D.

3. Actual hierarchy of power: Chairman ＞ General Manager group (including Mainland China) ＞ PM/Sales Manager ＞ PM/Sales ＞ Manager group (including Mainland China) ＞ R&D/HR/Marketing/Assistants.

4. Thanks to point 3, sales has the loudest voice. Promotion is very easy: curry favor with sales and win their approval. Pleasing sales matters more than working hard as an R&D employee.

5. The General Manager of the module was parachuted in, but his authority is limited. Even when asking the module assistant for help, he has to consult the module manager first to see whether the assistant can help.

6. The current module manager was formerly a trusted subordinate of Vice President Ho (now President Ho, responsible for new project development). Because he was favored by President Ho and the sales team, he was rapidly promoted to assistant manager. During his time as an assistant manager, in response to company policy, the Banqiao and Xizhi departments in Taipei were merged. Since having two assistant managers in one department was problematic, the company considered promoting one of them. He unilaterally sent his proposed position chart by email to managers of all departments (including those in Mainland China), deliberately excluding the other assistant manager at the time (hereafter referred to as Assistant Manager B). Assistant Manager B was a hands-on type who often clashed with the PM/sales group. Amid the rumors, the Chairman eventually asked Assistant Manager B to have a private meeting. Since the contents could not be made public, Assistant Manager B decided to resign, and the original section manager followed suit. That section was disbanded, but because it had been the company's front-line/vanguard unit, some R&D employees continued helping to handle the work, and parts of it were split off to establish other departments.

(The front-line/vanguard unit handled new customers developed by the company, whether NB, DT, SERVER, or AIO. In the past, Pegatron, ASUS, Quanta, Inventec, Acer, Wistron, Gigabyte, Clevo, and others were brought in through this section. Some of these relationships were interrupted because of company policies or because the PMs/sales team did not perform effectively.)

(Assistant Manager B was a founding-veteran-level employee, and many customers came through him, especially DT/SERVER accounts. He was a real powerhouse and often joked and chatted with his subordinates, even with the cleaning auntie. Later, after being targeted by internal strife, he had no choice but to submit his resignation.)

7. The module manager is biased. Previously, his own subordinates were promoted and given raises quickly, while employees in other departments had to wait at least two years for a raise.

8. The module assistant earns nearly NT$40,000 per month, more than newly hired R&D employees, despite not being particularly senior. Based on the work handled, people mockingly call them the module manager's special assistant, but the person still does not know why.

9. One of the current SERVER module supervisors only knows how to make grand promises and lacks ability. He uses his authority to force people to work. During working hours, he harasses others, browses the internet, chats, watches the NBA, and plays video games—a high-ranking slacker.

10. The module department is further divided into factions internally, splitting again and again and leaving R&D employees emotionally exhausted. They just want a well-paid job.

11. The fan department is beyond words.