Workplace reviews and discussion: 工研院 _財團法人工業技術研究院

1. The department offers highly flexible working hours, making it suitable for people with family and caregiving responsibilities at home.

2. Some positions allow remote work, and some supervisors are open to discussion, making it possible to balance work and family.

3. Parking for cars and motorcycles is free. Private companies outside generally charge for parking, or only offer free motorcycle parking, and some employees have to compete with the public for spaces in nearby parking lots.

4. The large lawns on the premises are suitable for exercising with children on weekends.

5. The lunch meals are neither particularly good nor bad, but they are suitable for keeping expenses down.

6. Clocking in and out is barely monitored. Just remember that you must finish your work before leaving.

1. Salaries are considerably lower than those in the industry, making it obviously difficult for employees with family expenses to make ends meet.

2. In recent years, the proportion of outsourced and dispatched workers has been relatively high compared with regular employees, while there are relatively few core regular staff members.

3. Some departments have excessively high turnover, and work handovers are incomplete. Outsourced workers are unfortunate enough to inherit unsuitable assignments, which clearly reflects poor communication.

4. There is a divide between project contracts handled by departments and outsourced personnel. Problems with project planning only come to light after regular employees resign, at which point former outsourced workers are urgently asked to rejoin the project. The overall project is concerning, with excessive changes and poor communication.

5. In recent years, the turnover rate among young people in the department has been high, while too few new employees have joined. The department's workforce is relatively old, and the high frequency of business trips is unsuitable for people who live far away.

6. There is a lack of long-term workforce planning for departments. Recruitment only begins when a project requires a large number of people. This neither effectively addresses the excessive talent attrition rate nor provides sufficient preparation for project work, which often requires people to be ready to go into action immediately. This is clearly inconsistent with the original concept of having research staff develop engineering capabilities. With the same qualifications, industry salaries are higher; with salaries and benefits like those at ITRI, it is difficult to attract talent.

7. There is a lack of funding for government-sponsored technology projects. To maintain funding from industry collaboration and support projects, the department often promotes externally ambitions beyond its own capacity. It relies on polished presentations that are too exaggerated and does not adequately verify research feasibility, effectively creating a project that only puts on a fireworks show and causing considerable distress for project members.