Workplace reviews and discussion: 華夏玻璃股份有限公司

[1]. The HR lady was kind, approachable, professional, and conscientious. When I resigned, she looked disappointed and helpless. I felt very sorry as well.

[2]. There is a FamilyMart convenience store on the factory premises, but I heard it is going to be closed...

I was a team leader at a semiconductor plant and worked part-time at your company in my spare time (I have since resigned).

I can point out a few issues that make it difficult to retain new employees.

[1]. There is no SOP-based training period for new employees. Since most of the workers are foreign workers, new employees are directly assigned to Vietnamese workers for instruction. On their first day, new employees do not understand anything, so there should be a complete SOP process demonstration and hands-on training in the necessary techniques. This would help new employees get up to speed in the shortest possible time. Since Taiwanese and Vietnamese workers cannot communicate verbally, they have to learn by watching and figuring things out themselves. One Vietnamese worker’s attitude was not very good; simply pointing with their hands is not enough to teach a new employee (this goes back to the language barrier). When I train people under me, for example, new employees wear a “new employee armband” and follow experienced staff members for 1–3 days, listening and working alongside them. Perhaps your company is short-staffed, which is why new employees are assigned to production stations on their very first day. This also brings us back to the question of why people cannot be retained.

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[2]. There is a somewhat chubby female team leader. Naturally, a new employee cannot work quickly on their first day. Constantly urging them to speed up and making sarcastic remarks will not help new employees much. I suggest being a little more patient. There are very few Taiwanese workers, so the team leader’s role is especially important at this point. I know team leaders are busy, but explaining the key points and techniques of the production line to new employees and training them quickly will benefit the production line itself.

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[3]. Environment: The work environment affects people’s physical and mental well-being to some extent. It is understandable that the production line and break room are old, since this is an established company. However, the second-floor production-line restroom has no urinals; instead, it has an old-fashioned open trench urinal from 30 years ago. Urine seems to splash onto the floor, causing a urine odor, and there does not seem to be a flushing system either. Or is this the only restroom with such a retro trench urinal? I am not sure.

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[4]. For all these reasons, because production-line work is physically demanding, a way must be found to retain employees in order to create a positive cycle. If employees cannot be retained, it will only become a vicious cycle, eventually resulting in one person doing the work of one and a half people.