Workplace reviews and discussion: 輝庭企業股份有限公司

+ Comprehensive systems (Dingxin ERP/EASY FLOW), offering many opportunities to learn about systems

+ The IT department is highly capable and the people are friendly

+ Cookies and drinks are available after worship ceremonies

+ Willing to spend money on building new factories and investing in automated equipment to improve production efficiency and shipping quality

+ Black coffee is available every day (self-service, with payment required)

+ A welfare committee provides various benefits

+ The head office offers more benefits than the factories, such as air conditioning and company-provided drinks or worship food on special occasions. If you really want to challenge yourself, the head office is a more comfortable place to work

+ The company prohibits inappropriate romantic relationships and values family ethics

+ The Administration Department understands employees’ hardships and often proactively negotiates for better benefits

+ There are so many orders that the company is unlikely to go out of business, even during a financial crisis. It is a company where you can stay for the long term (if you do not mind the low salary and only seek stability)

+ An autumn bonus was added. Although it is not much, the gesture is sincere

+ Environmental cleanliness is taken seriously, and the company is willing to spend money to address poor conditions, such as removing rats

+ Some senior executives are highly capable and understand the company’s product structure very well, which is admirable. They are also approachable and willing to provide thorough guidance to subordinates

+ Some senior executives are enthusiastic about helping, willing to share with employees and accept feedback about shortcomings

+ Some capable employees are helpful and do not haggle over every little thing

+ The company actively promotes punctuality and safety. In the Taichung departments, if everyone attends the morning meeting, the company provides drinks or snacks

+ Some senior executives have strong positive energy

A. Personnel

- Some senior executives lack professional knowledge and refuse to pursue further training, instead resorting to arguing irrationally and teaching subordinates incorrectly, causing trouble for other departments

- Some senior executives are two-faced; they say one thing to one person and another thing to someone else

- Some senior executives are prone to taking out their anger on others and holding grudges. After venting their anger, they seek sympathy and think that buying drinks and telling a joke will make everything okay

- Senior executives lack language and communication skills and often stammer during morning meetings, which wastes everyone’s time. (Please get to the point. Do not randomly scold people without understanding the details. Being in a senior position does not mean you can scold someone until they cry or make them feel worthless. The people being scolded are absolutely devoted to doing their jobs for the company.)

- Some senior executives have a strong need for control and expect subordinates to be on call 24 hours a day. Oh—not “expect”; it is more accurate to say “order”

- Some senior executives lack judgment. When difficulties arise, they show no sense of urgency and let things deteriorate, always leaving higher-level executives to clean up the mess

- Some senior executives lack the ability to estimate in advance and judge the suitability of introducing new systems, causing employees to spend twice as much time wrapping things up. Their regular duties can only be completed by working overtime. (This has happened with more than one system)

B. Policies and systems

- On the surface, the company says its pay-raise system is open and transparent, but it likes to make grand promises and give people room for imagination. It may even promise a raise and promotion if targets are achieved, only to ultimately refuse with various absurd excuses

- The turnover rate is high. The company is unwilling to face the real reasons employees leave and only blames senior executives for not knowing how to lead

- Capable people do not stay long unless they are highly paid and highly stress-resistant. People who lack ability but are good talkers stay the longest—why would they leave when they are so satisfied with their salaries?

- The company wants to hire highly efficient people with more than three years of experience while paying entry-level salaries meant for recent graduates with no work experience

- The company is in complete chaos—teamwork and harmony? EXCUSE ME?? What are you talking about?? Because the pay-raise system is poor, employees are unwilling to help one another, and their ability to push work onto others keeps getting stronger

- The company has no complete SOPs. Senior executives are taught one reporting format, while new hires are expected to understand another

- Employees who resign are required to leave behind complete SOPs and may not withhold information

- Cross-departmental communication is ineffective, causing people to push responsibility for abnormal costs back and forth. It is like a small mafia organization. The Quality Assurance Department suffers the most: it has to make the determinations and still gets resented

- Employees’ diligence is evaluated by whether they work overtime until late at night, rather than by whether they work efficiently

- The company is marketing-oriented, so every unreasonable customer request must be absorbed and carried out, even when the marketing employee and manager themselves think it is unreasonable

- The factory has serious problems with items being lost during packaging. In minor cases, suppliers must replenish them free of charge before customs clearance; in serious cases, customer complaints lead to a high rate of quality defects due to missing items

- The year-end bonus is small, and the evaluation process is neither transparent nor fair. It would be better to disclose the evaluation to each employee and increase the weight of manager evaluations, so employees understand what they need to improve and how they can increase their year-end bonus, rather than concealing every shortcoming out of fear that people will leave

- Too many orders and too many abnormalities make the packaging schedule unstable, but shipments can still be made on time. (They do not meet customers’ on-time shipping requirements; all departments, purchasing suppliers, and subcontractors are highly efficient at handling urgent abnormalities, but they should not wait until the last minute to panic. Every detail should receive more attention during normal operations.)

- Work is distributed unevenly: there are few people who complain effectively and many who do not complain

- All positions at the Taichung head office are treated as responsibility-based positions, so overtime is unpaid, while office staff at the factories receive overtime pay

- Overtime is severe on the factory packaging side. It feels as though employees may work themselves to death. Please pay attention to this

- The company does not hire more people even when orders surge, reducing employees’ work quality. When this is reported to management, they respond by saying employees should learn more and asking, “Why can others do it but you cannot?”

- A raise will succeed only if a manager initiates it. The success rate of self-nomination is practically negative, unless resignation is used as a bargaining condition. However, after receiving a raise, your workload increases dramatically; if you cannot handle it, you will be told, “You asked for this yourself, so who can you blame?”

- If someone truly lacks both ability and communication skills, the company will not terminate them; it will only find ways to force them to leave

- The factory and office are not integrated. Because of company strategy, phone communication is often necessary, making it impossible to explain the true causes of abnormalities face-to-face (discussing things in person is clearer than by phone). However, the Quality Assurance Department has strong professional capabilities and is good at making determinations and handling issues, which helps compensate for the shortcomings

C. Work environment

- The workstations are too small. If someone who talks frequently sits nearby while you are trying to think hard, you will be distracted and uncomfortable

- The company saves money wherever possible (there are too many examples to list)

- If you are in poor health, this company may not be suitable for you. You need to be highly stress-resistant. Comfortable positions have already been filled, and you may have to wait until retirement for an opportunity; if you reapply, your salary will definitely be cut

- Some managers object to employees traveling abroad for leisure. If you need to travel abroad every year for two weeks or more, avoid this company, because everyone’s workload is already too full and they cannot cover for you for that long

- There is little consideration for pregnant women; their work continues as usual, with no special concern