Workplace reviews and discussion: 鴻發國際科技股份有限公司

养老公司

1. Put kindly, this company advertises the position as a mechanical engineer, but put bluntly, it is merely looking for a draftsman. The company does not expect you to think; you only need to follow the PM's instructions and complete the work by the deadline.

2. The company's machines do not require validation. At your company, I spent only nine days developing a new model's 2D/3D drawings, and shipped it as soon as one prototype was completed. Moreover, the head of the PM department is also the company's vice president. He does not know how to manage projects but loves to micromanage. During development, for example, the hardware department was unaware of changes to the coin module, while the software department did not rush the external-display UI design until just before the machine was shipped. There is an obvious lack of cross-functional communication. Most importantly, after rushing to complete the new project, the bonus was only NT$3,000.

3. Machine specifications should be confirmed during development. After 15 machines had already entered mass production, we were told that the IPC had to be replaced because it was cheaper. I can accept the explanation that it was cheaper, provided that the PM communicates with every relevant department before making a decision. Instead, the PM never communicates with any department until the item is about to be shipped. The PM vice president also shifts the blame, saying that he told everyone about it long ago and that we simply were not listening. As a result, outside vendors and internal R&D often have to clean up after him.

4. The company has no concept of an approved sample document. The procurement department often switches from Supplier A to Supplier B without notifying anyone. We do not find out until a problem occurs during mass production, and, even more absurdly, mechanical R&D is held responsible whenever something goes wrong. Basically, the procurement manager manages everything from the eighth-floor production line to the fifth-floor PQC. When the procurement manager calls to ask about something, she acts as if you owe her NT$2.58 million and operates entirely on emotion. When R&D needs to modify a mold and asks procurement whether materials should be stocked, procurement always says there is enough inventory. When it is actually time to modify the mold, they then say inventory is insufficient and ask when the work can be completed, before relentlessly pressuring R&D, which is exasperating. Procurement also never stocks enough inventory, so whenever materials are insufficient, there is always a waiting period. A production-control department finally began counterbalancing the procurement department, but within a few days the procurement manager went to become the production-control manager. In other words, she still controls everything, so the problems described above continue to occur.

5. As with the incident mentioned above that occurred on June 13, 2025: previously, Lens A was used in the design to deplete inventory. Now that Lens A is out of stock and its MOQ is too high, procurement opened an ECR to switch to Lens B. The R&D manager disagreed, but procurement directly issued the materials to the production line and required the mechanical engineer to modify the BOM.

6. The company's HR department has no authority and does not know employees' salaries, because the CEO keeps salary matters tightly under his control. Even an application for mechanical samples costing less than NT$100 must be approved by the CEO. Even when a department manager wants to give an employee a raise, it must go through the CEO. As far as I know, when the R&D manager tried to discuss raises, the request was rejected!

7. Because the company's HR department cannot find mechanical engineers or test interns, it often comes up with bizarre ideas, such as giving a non-major document-control employee the title of mechanical engineer or turning a test intern into a test engineer. The purpose is to attract people who want to be called “engineers” to work here. Such strange ideas are extremely unfair to genuine engineers. People holding the company's “engineer” title have widely varying levels of ability, which will cause genuinely graduating engineers to have their capabilities questioned by companies across the industry!

8. The company's MIS department is a mess. Whenever there is a computer problem, they tell you to restart the computer. If they cannot solve it, they simply reinstall the operating system. Desktop computers are labeled “Internet access prohibited” by MIS. Everyone knows why Internet access is prohibited. In addition, the desktop computer specifications are antiquated. The department manager politely asks us to list the current computer specifications, but in reality the CEO simply does not want to upgrade the engineers' hardware, and there has been no follow-up for a long time. For software, the company currently uses SolidWorks 2016. The CEO does not want to purchase the software outright, believing that renting it is cheaper, but apparently does not realize that the software update issue remains unresolved to this day.

9. As mentioned above, the version in use is 2016. Strangely, the software used in Serbia is a more advanced version, so drawing files exchanged within the same company cannot be shared. Even the system and part-number conventions follow different standards, making it seem as though the two operations are not part of the same company at all. The Serbia side also periodically asks us to change to its coding principles, resulting in endless arguments between the two sides, which ultimately go nowhere.