Workplace reviews and discussion: 泰詠電子股份有限公司

It may seem free, but you end up overwhelmed by the workload and unreasonable supervisors.

1. The general manager is not someone who clearly distinguishes right from wrong, so problems cannot be addressed appropriately. When something goes wrong, regardless of who is responsible, the person who is most responsible and works the hardest is asked to step in and resolve it. As a result, responsible employees become overloaded, and after being overloaded, they also begin to make mistakes.

2. The general manager does not dare offend the production control supervisor and instead takes cues from them. The production control supervisor has a high rate of missed scheduling deadlines, so the general manager can only pressure the people at the bottom to find a way to produce and ship the goods. This causes suffering for lower-level employees, while the shipping rate remains extremely low.

3. Supervisors of direct personnel often yell loudly on the production line to solve problems. In addition to shirking responsibility, many senior employees also scold new hires indiscriminately. There is no systematic training for new employees, resulting in low efficiency. Regardless of which line direct personnel work on, there is no team atmosphere, and the tools provided are difficult to use. Foreign employees practically work year-round without a break. All the capable team leaders have left, and newly hired team leaders leave within three months.

4. There is high turnover among indirect personnel. Employees from India, Indonesia, and the Philippines with no relevant experience are hired, resulting in poor communication and frequent problems. Most department managers are difficult to communicate with, especially those in sales and production control.

The desks and chairs in the work environment are old and worn. The indirect office is largely open-plan: although there are areas for different departments, there are no partitions, so everyone works together. Seats closer to the entrance and walkways are noisier. Coworkers in some departments frequently argue loudly enough for all indirect personnel to hear, while seats near the meeting rooms are often disturbed by the voices and movement from meetings.

5. The HR manager responsible for hiring indirect personnel recruits people who either lack experience or cannot withstand the work environment. As a result, senior employees are constantly exhausted from training newcomers. Once they lose patience, they leave subsequent new employees to figure things out on their own, while senior employees survive by shifting responsibility.

6. There is only half an hour for lunch, which is entirely consumed by eating, leaving no time for a nap. The food is not good either; most of the meat dishes are deep-fried, and even the vegetarian meals are bland and unappetizing.

7. The entire company only has an SAP system; everything else is done manually, making tasks cumbersome. Even requesting leave requires a paper leave form, which is extremely time-consuming. The office computers provided are old and frequently crash. When working from home, accessing data on the server takes a very long time.

8. On flexible holidays, employees work their normal shifts, while they take holidays on makeup work or school days. Personal leave is not deducted from pay. Responsible employees often have workloads exceeding 12 hours a day and still work on weekends, without overtime pay. Many issues are absurd and impossible to finish dealing with before they become urgent, and the incomplete systems further reduce efficiency.

Finally, a reminder to everyone:

You do not have to believe these reviews, but if you join this company, observe everyone's interactions and the overall atmosphere carefully.

Every company has things worth complaining about, but at Tai-Yung, the leaders make mistakes layer after layer, leading in a fanciful manner with an excessively high-handed attitude, lacking ability, and assigning the wrong people to positions. This results in mistake after mistake and high turnover. If you manage to last six months, you can be classified as a senior employee. Tai-Yung does not care about employee turnover, so it operates with the 50% of employees who can keep the company running at the bare minimum. There are no boundaries at work, and employees are told, “I pay you a salary, so you should do more.” The requested work even extends beyond the scope of one's responsibilities.

Observe those at the managerial level more carefully. Some were forced into promotion because they had stayed too long and were too old to leave; these managers either have physical health problems or mental health problems.

They are what you will look like in the future if you stay at this company long enough.