Workplace reviews and discussion: 公準精密工業股份有限公司

A great company of 800 people

When revenue is poor, a lot of drama unfolds:

things like apologizing to the shareholders,

and apologizing to the families of the 800 employees.

A great company of 800 people—publicly reporting an average salary of 600,000 per person despite poor revenue?

2. More than half of the staff are indirect personnel, with an excessive number of parasites. 3. There are more supervisors who do no actual work on the shop floor than technicians operating the machines. For example, in daily operations:

e.g. A production control employee asks the on-site supervisor about progress. The supervisor does not know the progress and passes the question to an assistant. The assistant is too busy doing the supervisor’s job, so production control goes directly to a technician. You can imagine how exhausted the technicians are; they even have to arrange the production schedule. A small unit has only a dozen or so pieces of equipment, yet it needs two supervisors and an assistant. This is everywhere.

4. Once the emperor holds court, every production control department’s harem puts on an endless series of climactic performances. No matter what is said, they tell the boss it is wonderful—truly worthy of production control. Those leading the department simply instruct the people below them to conceal and deceive.

5. More importantly, there is someone who does not do their proper job. Using a sales background, this person climbed to a relatively senior position, then spent every day buying off on-site supervisors and making them obey, solidifying their own position. Naturally, their qualifications are nothing special; everyone is just crows of a feather ( ), and there is nothing wrong with licking up to one another quickly.

6. It is entirely a stereotypical family business. There is no real competition; it seems that having the right bloodline is enough to reach senior management. No one examines whether they are capable or not, and there is no humility at all—everyone looks down on others.

7. As for benefits, the gifts for the three major holidays and birthdays are all “President Gift Vouchers” worth 300–500. After two years of employment, there is an employee bonus, but do not get your hopes up—it is only around 1,000 or so. The year-end bonus is slightly better, with performance calculated based on full salary. Those who are good at flattering their superiors usually receive a decent amount.

8. As with point 7, like the sycophants of ancient times, the emperor gives you ten thousand taels of gold at year-end. Loyal ministers, on the other hand, are always provoked against by sycophants, and the result is that they are dragged out and executed without any investigation. Those in charge do not ask about the facts; they are heavily influenced by preconceived notions.

9. When you encounter a good supervisor, someone above them will take responsibility when something goes wrong. When you encounter a bad one, they look for someone to take the blame. Supervisors with a sense of responsibility are probably nearly extinct! It all depends on whether you are lucky.

Conclusion: There is no scientific management. Everything visible from the outside is finely packaged, so people are afraid of being criticized. There will definitely be many people driven away; once they have finished deceiving people, someone will certainly suffer the consequences. Who? The technicians, because on-site managers will also shift the blame to frontline employees. That is why 104 is looking for people every day.

Incidentally, the company does not want employees to pursue additional education. Once, when an outside instructor came to teach a class, all the employees were driven back to on-site work. It was as if educating employees were not the company’s responsibility. Everyone who joins is expected to be like a master’s or doctoral graduate, proficient in astronomy and knowledgeable about geography—and preferably even able to communicate with the dead.

Other suggestions

Oh, there is a strong culture of working late.

Leaving work on time will be seen as a sign of not being serious or hardworking.

That is precisely why they are urgently recruiting for on-site and R&D positions: there are not enough people to take the blame, so they are simply looking for more. It is very simple—try it and you will know.