Workplace reviews and discussion: 神達電腦股份有限公司

Their family day involves going to places like amusement parks, which is very suitable for people who are married, older, and experienced!

Some department managers at this company like to pull rank and take advantage of inexperienced newcomers. One manager in particular likes to ask newcomers to create SOP process documents, then reject them without specifying what needs to be improved. Even after the newcomer makes N improvements, the manager simply says they are still unsatisfied and keeps asking for revisions indefinitely. Overtime is not necessarily reported or paid because the company tends to discourage overtime, so even if an individual wants to work overtime, it is generally not possible unless there are a lot of projects. One manager also said that during lunch, employees must go eat with the managers, and after finishing their meal, they have to wait until the managers are ready to leave before going to rest. (The total lunch and break time is only one hour.) In other words, there is practically no break time. Some managers also like to say that at their previous jobs, it was normal to start work at 8–9 a.m. and leave at 2–3 a.m., and that it was normal not to be able to report overtime. They say that young people nowadays are useless and cannot handle hard work—completely the rhetoric of an exploitative old-school boss! They also threaten people by saying that this industry is small and that they can make it impossible for them to find similar jobs (implying that they have extensive connections). They tell people to talk to HR about resigning, but when HR calls the manager who was pulling rank, the manager says they only told the newcomer to talk to HR and never told them to resign. Simply put, their accounts are inconsistent and very underhanded. When the company is seriously short-staffed, it may notify applicants of their acceptance within one or two weeks. Many managers were transferred from Neihu, Taipei, and constantly talk about how things were at Neihu. After coming to Guishan, Taoyuan, all they do is complain. In short, there are many managers who say one thing and do another; the standards depend on their personal judgment. They also tell newcomers that they have done all the work the newcomers are doing, so they no longer need to do it themselves and only need to give instructions and direct the newcomers. As a result, many pieces of equipment still have to be set up by employees themselves, because managers tell newcomers that there is no money to hire people to do it and that each department has to handle it on its own. As for USB drives and other items needed for testing machines, managers tell newcomers not to buy them because next year's company budget will cover them. (Take this with a grain of salt; it depends on which month you join.) One manager also says there is no need to save the company money: when buying something, just ask two vendors to quote the original price and then proceed with procurement. They may also test newcomers with questions unrelated to the job, somewhat like survival of the fittest—those who cannot adapt are told to get lost!!!! Also, if you want a high salary at this company, your experience must be extremely extensive; otherwise, a high salary is impossible. (It is definitely much lower than Quanta, which is diagonally across the street.) The minimum salary at this company is NT$30,000. The year-end bonus is said to be two months' salary, but it depends on the number of patent proposals the individual submitted the previous year. If none of them are approved, you absolutely will not receive that year-end bonus!!!! Because this department was mainly transferred from Neihu, Taipei, its partner stores and some benefits are not well established. Some benefits should be taken with a grain of salt—they exist on paper but cannot actually be enjoyed.