Workplace reviews and discussion: 精湛檢驗科技股份有限公司

Most colleagues are very friendly, and the office does not feel particularly cutthroat or rife with interpersonal conflict.

When I was converted from a part-time student worker to a full-time employee, I was offered a salary lower than the amount listed on the job bank.

There was an instance when an employee was assigned work after hours and finished it in about 15 minutes. When they asked a junior manager who had already been with the company for several years whether they should report overtime, the manager gave an evasive response.

The junior manager made judgments about employees’ abilities without understanding the background of their training, made off-the-cuff comparisons between different employees’ abilities that could create tension in the office, and said to employees who had not received the relevant training arrangements: “So-and-so already knows how to do this. Why don’t you?” The junior manager knew you had not been allocated the necessary resources, yet still asked this insensitive, disparaging question.

The employee training policy was unclear. Employees who learned more slowly were mainly assigned miscellaneous tasks such as receiving mail, sending packages, replenishing paper, packaging bread, and sweeping the boss’s office. It was almost as if the policy was to leave employees they did not know how to guide to fend for themselves. They were not given the substantive work—such as preparing reports—that was part of the position they had originally applied for, but were assigned tasks that made it difficult to build a sense of achievement or contribution. Then the manager would say, “With you performing like this, it’s very difficult for your supervisor to evaluate your performance.”

Employees were not given any industry knowledge courses or vocational training, nor were they invited to discuss the difficulties they encountered or think about their vision together.

One day, an employee was suddenly told to learn the business operations of Department B for one month, but after that month, the plan was abandoned as if nothing had happened. Later, when they asked people in Department B, they were told that it had originally only been intended to cover the period when an assistant was overseas. It was unclear what the company was trying to do.