The employee welfare committee system offers good benefits.

Annual salary increases.

My past experience in a certain product line was as follows:

Internal infighting was severe, and people who wanted to target you would use their connections to do so.

The product mindset was outdated, and innovation was not encouraged.

The performance evaluation standards differed for different roles within the same department, but in the end, employees were ranked by score within the department to determine their ratings. The general manager also had the final discretion, and well-connected people always received an A rating.

Customer-specific acceptance testing did not count toward service bonuses, but the service team still had to prepare specifications and conduct acceptance testing; failure to complete acceptance testing would lead to criticism.

Promotions between job grades were difficult. After reaching the senior engineer level, advancement required qualifications such as teaching experience. Even meeting these requirements was only the entry standard; after that, it depended on the interviewer's mood. Only employees with a performance rating of B or above could participate in the promotion evaluation, so opportunities often seemed within reach but remained unattainable.

I won't go into the rest.