None at all.....
During the interview, they had me stand at the checkout counter to fill out my résumé, while covering it with one hand as I wrote because they were afraid customers checking out might see my personal information. Absolutely awful.
During the interview, they said the area I applied to, Area A, had no openings and asked whether I could work in Area B instead. Damn, they just lured me in for an interview first.
They completely wasted my time.
The hourly wage calculation for PTs is pretty good.
1. Under workforce reductions, each store’s working hours are restricted accordingly, yet under these conditions, the ones who suffer are all the PTs. Many PTs work part-time to support their living expenses and families. If the company earns that much, shouldn’t it be willing to pay them properly?
2. Naturally, the staffing at the top-ranked stores is not affected. However, this is also related to the quality of the store managers and employees. Among more than 100 stores, I imagine there are only a handful of store managers who can truly lead their stores to good performance. But what is the most fundamental problem? Isn’t it that the store managers were never properly trained in the first place? The people responsible for training store managers should seriously review themselves—or it may be time to replace them.
3. The same applies to employee quality. Promotion systems based mainly on assessments inevitably have some drawbacks. People who can memorize the material generally have no problem, but actual operations are another matter. Actual operating performance and random inspections of work conditions should also be included in the assessment. After all, the head office certainly has no shortage of idle people, right?
4. Store managers or company executives parachuted in from outside have definitely never worked in a POYA store, so could you please stop bringing in people who only cause problems? As long as someone is willing to put in the effort, I think simply asking the managers of the top 18 stores would show that those managers and their subordinate executives are much more capable than the parachuted-in outsiders. After all, doesn’t being consistently among the top 18 indicate that they have ideas and ability? Shouldn’t these people become head-office executives? Stop giving every good opportunity to outsiders. Those store managers and executives are the foundation and capital of the company. Developing them would lead to better policies, wouldn’t it? After all, they are on the front line and understand customers’ needs and the corresponding leadership direction best.
5. Regarding ordering, the company simply tells store employees to look at the reports. As a result, whenever stores need to order, employees really do just follow the reports. However, some products vary depending on particular seasons or holidays, and they may also be related to current trends. There will inevitably be discrepancies between how products sell on the shelves and what the reports show. Store employees should be encouraged to fill and replenish the shelves more actively instead of always leaving it to the PTs. This would make it possible to stock products more accurately and better predict which products might sell well, allowing the store to push those products.
6. Head-office purchasing staff should also stop randomly placing orders for stores or disrupting their ordering procedures. It may not be a problem for you, but it creates a lot of trouble for store employees, because one decision of yours can force them to reorganize their entire plans. The purchasing staff should really be assigned to work in stores and experience it for themselves.
7. The time allotted for adjustment projects should be set according to the project’s content, while also taking into account the differing staffing levels at each store. After all, besides the project, there are many daily procedures to handle, such as replenishing and ordering stock, arranging products on shelves, and serving customers. Not every store can finish everything within the deadline. Either make changes gradually or give stores a longer period to adjust.
8. In many stores, the employee restroom is broken and unusable, leaving employees with no choice but to share the same restroom as customers. When the company sends people to inspect a store, they should also ask the store manager about the entire store environment or inspect it themselves. If anything is inappropriate, they should report it to head office so that the company can arrange repairs.
9. Regarding face-to-face sales and calling out to customers, every employee has a different personality. Some are more shy, while others are more outgoing. Store managers and executives should not force them to do it. Customers who want to buy something will naturally buy it. The way products are displayed at the checkout counter can be adjusted to see what arrangement attracts customers. As for calling out, I think many stores already display the products in the store. Honestly, customers who are going to buy will buy, while those who will not buy will only find it annoying if employees shout themselves hoarse.
10. There should be a clear policy on returns and exchanges. It should not be the case that customers can exchange anything simply because they ask to, as this only increases the workload of cashiers. If there is a problem with the food itself, that is understandable. However, I think some returns and exchanges are motivated by customers’ personal preferences—for example, bringing something back after using it, or returning it because they did not like it after using it. The company should issue a clear notice specifying the relevant requirements for returns and exchanges and inform customers of them.
11. Regarding overtime pay and overtime for full-time employees, I imagine that at some stores employees may still have to come to the store on their days off to adjust projects or place orders, yet are not allowed to clock in. Although this is supposedly a responsibility-based system, that is unreasonable, isn’t it? If employees are working, they should be paid properly. Overtime is overtime, and they should be allowed to clock in. I also doubt that the overtime pay would really be that low. Surely head office understands that employees are the company’s greatest asset, doesn’t it? How could POYA survive without them?
Although I am only a small-time PT who worked for almost two years, these are my thoughts after working there for some time. Although I have been away from the company for a while, I still hope head office will pay more attention to “POYA Complaints” and other reviews, or directly ask store employees for their opinions. Trying to build a car behind closed doors will never produce anything good. If the wrong people are being employed and the company’s performance cannot improve, it should consider replacing them. I think this could be a new milestone for both the company and its stores. Trying to change is better than continuing to decay, right? After all, having worked at POYA, I hope POYA will treat its store employees better. They work extremely hard. The company should not be stingy about providing what they deserve. Good benefits are employees’ greatest motivation, and that is how stores can operate better, isn’t it?
Those are my humble thoughts. Thank you for your feedback.
None at all—doing the work of three people for a slightly higher salary.
I have just completed six years working here.
I’ve endured everything from POYA’s stock reaching its peak, to disastrous business during the pandemic, when we were “encouraged” to take our annual leave, while new branches kept opening and I had to provide support at least four to six days every month.
I made it through all of that. I originally only wanted to work as a regular full-time employee, but amid the pandemic and staff reductions, I was pushed into a duty-manager position.
Since I didn’t have a car or a driver’s license, I refused. The store manager eventually guaranteed that I wouldn’t be reassigned. At the time, we also agreed that if I were transferred, I would step back down. I had originally applied to this location because it would save me transportation costs—it was less than a ten-minute walk away, which was what I wanted.
But does the company care how close you live?
With one sentence, I was told that my only choices were somewhere far away or even farther away.
Branches are short-staffed, and the company keeps pulling people out. Once someone leaves, they continue pulling more people away. Where is the problem? One branch can’t keep recruiting or retaining staff.
Where is the problem?
That’s all I’ll say, everyone.
This company is full of “informed consent” that isn’t actually consent.
And don’t think you can try things out by recruiting part-timers. The current staffing situation is far more extreme than you can imagine.
Whatever you do, don’t let anyone above the store-manager level get to know you.
There’s definitely a more humane job if you turn left.
Close to home
If you have aspirations of working at a cosmetics and general merchandise retailer like POYA, don't come here. On weekend mornings, everyone has to move goods. Women are treated like men, and men like dogs. Every evening, you have to handle logistics. Cashiers are not exempt, but the cashier role isn't particularly pleasant either: you have to promote sales, and cashiers must also meet sales-promotion targets before the supervisor will leave you alone. This applies even if you're a part-time worker.
The company’s office is beautifully decorated
The interviewer was friendly
1. They provided a 20-question logic test but no pen. Not everyone carries a pen with them, so it felt like HR wasn’t very attentive.
2. I don’t really understand how being tested on these mathematical logic questions is related to the marketing planning position I applied for.
3. If you don’t pass the interview, they won’t notify you. (You have to count seven business days yourself; if you haven’t heard anything by then, it means you didn’t get the job.)
The colleagues are actually quite nice, and we get along fairly well!
1. Apart from getting along well with my colleagues, I haven’t experienced any other advantages yet... But perhaps that’s because I’ve only been there for two weeks!
2. If you’re introverted, “think carefully” before applying!!
As soon as you start, everyone has to know how to operate the cash register, but operating the register is simple—the key point is “face-to-face sales”!
[Face-to-face sales = soliciting sales]
Therefore, if you’re introverted or not good at speaking, you need to be able to overcome that and be confident that your face-to-face sales performance will meet the target (preferably exceed it) before applying!
Otherwise, whether you’re a new employee or not, if you don’t meet the target, you’ll be harshly reprimanded. The supervisor will chew you out in front of the other colleagues.
3. You must remember clearly whatever they tell you. Also, whenever you do something, regardless of whether you know how it should be done, just ask first!
Otherwise, all they’ll say is: “If you don’t know, ask!” Then you’ll have to bear the consequences yourself.
For example: restocking sugar biscuits. They won’t remind you in advance that you need to pay attention to whether the items being put on the shelves are boxed or individually packaged. If, without knowing this, you open a boxed item, they’ll make you pay for it yourself because it can’t be returned!
That’s all.
Headquarters design position
1. The company is large and beautiful.
2. The interviewer and HR representative were friendly.
3. They explained the work and division of responsibilities in detail, and explicitly stated that revisions are extremely frequent; six people work on one DM.
4. A bottle of water was provided.
1. You have to fill out the personnel information form at home in advance. It is practically an investigation into your personal background, along with various preference surveys. The information is retained for five years (if you are hired, the five-year period is calculated from the date of departure).
2. You have to take a 20-minute intelligence test covering logic questions, one-variable linear equations, two-variable linear equations, calculation questions, and number sequences. No pen is provided for the written test, so you have to bring your own. They do not tell you in advance that there will be a test.
3. The interviewer had clearly not done their homework. They gave you two minutes to look at the DM while they reviewed the personnel information form (not your résumé—the personal-background information they asked you to fill out at home) and the test results.
4. They do not have their own salary system; they require all of your previous salary information in order to determine your salary.
5. They were extremely vague about overtime.
6. You have to submit a copy of your highest academic diploma just for the interview.
A listed company, but that doesn't really have anything to do with the staff.
I received an interview invitation from the company through the website, and they also asked about my availability for the interview.
After I replied with my availability, the HR representative disappeared and did not respond for a week. Since I believe in being proactive when looking for a job, I called HR to confirm the time. The HR representative sounded very cold and unpleasant, saying that they would send me another email—and then it turned out to be for a different position??
How unserious can you be at work?
The frontline colleagues get along well.
1. I originally applied for a part-time position, but the store manager forcibly changed it to a full-time position.
2. I completed all duties within my responsibilities fully and on time, yet was required to work “unpaid overtime,” clocking in early and leaving late without being paid.
3. The store had too many vacancies, leaving the staff busy. Even when the store manager had free time, they would not help and would only boss others around.
4. On the day I handled my resignation procedures, the store manager threatened me with the lie that “you won’t be paid if you don’t submit the medical examination receipt.” Immediately after saying this, the store manager abandoned the matter and left the store, showing no professionalism or integrity.
In the end, a colleague clarified that “you can still be paid even without submitting the medical examination receipt” and helped me complete the resignation procedures.
5. All frontline duties in the store involved simple operations, yet senior management required employees to complete three months of service before taking a cross-county/city assessment. I do not understand why it was necessary to waste an additional three months memorizing “operating procedures” that could be learned in just three days. The store could clearly have assessed employees’ operational abilities on-site during regular work.
Good office environment
Good benefits
I’ve heard that front-line employees may have it tough, but the head office is actually not bad. The marketing department has a normal division of labor, and the manager is also quite good.
None at all!
The position I held was Management Trainee.
Salary: NT$27,000.
The work was awful, and the problems were endless, so I’ve put together a simple summary for those who want the short version.
1. If you work the morning shift, staying one or two hours late is considered normal. Even leaving together with the night shift is considered normal. After clocking out, you’re expected to continue working unpaid overtime. If you clock out according to your actual leaving time, be prepared to get chewed out the next day.
(Even after working overtime, if you don’t stay long enough, you’ll still be mocked as a “rotten strawberry.”)
2. The old-timers there are extremely snide. When you ask questions, they’ll take the long way around just to make sarcastic remarks at you, but they never directly tell you the answer.
3. The everyday job is simply to keep working. You spend every day moving products around. If you want opportunities to study for promotion exams, you’re expected to use your days off to study (of course, unpaid).
4. When I was pregnant, a terrible supervisor forced me to move heavy objects, which caused me to miscarry. They did not express any apology at all, and the company offered no condolences. They even directly suggested that I might as well resign and take time off to recover.
5. Many of the old-timers love targeting and berating people directly in the store-wide group chat. They make absolutely no effort to save anyone’s face, and this could happen to anyone.
Finally, I want to tell everyone: don’t go down the wrong path.
The only people who can last in this place are monsters and demons (at POYA, I even encountered people who had worked there for ten or twenty years).
You can’t beat them; you’ll only damage your physical and mental health.
At the time, I cried almost every day when I got home. I was afraid of having to go to work the next day, and afraid that I wouldn’t know what time I’d be able to leave after working overtime.
I’ve never had a job this exhausting, while also having my self-esteem attacked.
None
The recruiting process feels extremely unenthusiastic. Responses on 104 are so slow that you almost forget about the matter. After arranging an interview and providing my available times, they simply read the message and disappeared into the crowd.
The company's interior decor is pretty good.
I interviewed for a purchasing position. I spent an hour at the beginning filling out various forms, all on paper. Even the Excel test was on paper, which made it clear that the company's practices are quite traditional.
After I finished, the wait was very long. A middle-aged manager came in with the mindset of a traditional middle-aged person: looking down on job applicants, trying to belittle me, and offering a very low salary.
Although I received an offer in the end, I had no desire to go at all, so I declined it.
The headquarters looks very nice.
For a design interview, you actually have to take an IQ test? It is also packed with mathematical questions requiring logical thinking. For such a large company, is it really so easy for HR to just use the same method for every position?
They said the IQ test and personal information form would take 20 minutes, but I ended up waiting for an hour before the interviewer finally came over at a leisurely pace. They wasted my time and barely said a word. They were extremely cold from beginning to end. Apparently, a job seeker’s time doesn’t count as time. If they show this much disrespect from the interview onward, I can’t imagine the company being much better.
Okayama Poya Logistics Plant: Pros: There are many days off because the shifts are 10 to 12 hours over a 4-day period. (During promotional periods, you may work one additional day.)
Of course, this varies depending on the type of work assigned. Some jobs involve physical labor, some require efficiency, and some require concentration.
Naturally, there are also jobs that involve all three.
Lunch itself is provided at no personal cost; those working the overnight shift must bring their own meal.
Cons: Those dispatched to work here are best off treating it as temporary or part-time work because the pay is hourly.
Roughly calculating four weeks per month and 16 working days, the daily wage, including two hours of overtime, is about 1,600, for approximately "25,600" per month.
It may be higher or lower, depending mainly on how much overtime you work.
However, there are times when two hours are cut from the weekly schedule, with work wrapping up on Saturdays.
Usually, when the daily volume of goods is low, workers are released sometime between about 3 and 7 p.m. (resulting in two to three fewer hours of income)
Does the above count as a drawback? Not really!! But when the three major holidays come around, you will earn less, especially when there is a week-long holiday.
With four or five fewer working days, income decreases by about 8,000. 25,600 - 8,000 = 17,600 <<<< This is a very large difference.
Regarding promotion, dispatched workers need to have worked for six months, and it is recommended that you ask proactively. The supervisors are mostly very busy nowadays....
Unless you ask about the requirements for promotion, you may end up wasting six months.
The requirements themselves..... generally involve working overtime throughout the entire period, from 8 a.m. to 9:30 p.m., working on holidays, and so on.
As for permanent positions, just treat it like working at a factory in an industrial park; your regular and overtime hours will be calculated.
All the colleagues at the store are nice.
This company is beyond saving.
It has spoiled many unreasonable customers.
Consumers can return even underwear after wearing it, as long as they make a fuss.
There is nothing that cannot be returned.
Basically, there are no limits.
The company is afraid of trouble and pretends nothing is happening while letting its frontline employees be verbally abused by these unreasonable customers.
Terrible company.
The displays have to be changed twice a month—who the hell is supposed to work themselves to death??
There aren’t enough staff, yet we’re pushed to do MQC and change the displays.
You high-level executives who earn high salaries and do nothing but talk,
You’re truly disgusting.
There are many drawbacks.
1. Take a look at KaoBei POYA. There are tons of exposés… Fruit reporters come to gather material and can report on 1001 Nights…
2. Conduct random checks of clock-in records. There are tons of people forced to “clock in for real but leave work on paper only” …
3. Salaries need to be checked too… Only PT’s 133 is followed; for the rest, they deceive wherever they can. A bunch of allowances are used to make up the standards.
None
After arranging the interview, when I arrived, they said they had an impromptu meeting. The supervisor made me wait for an hour, and when they finally came to conduct the interview, their attitude was not very good either.
Go take a look at Kao Bei POYA.
No pros
Terrible company
There are absolutely no advantages.
On typhoon days, frontline employees have to work while senior management stays home with their feet up, watching the news and issuing orders via LINE.
On typhoon days, the overtime pay is less than 100 dollars an hour.
Very good to PT
Recruiting full-time employees under the title of management trainee
Almost every store now has only managers left
The title sounds good, but in reality there are hardly enough people to lead anyone
Abusing the system of responsibility-based work
Requiring everyone to clock out even when they haven't finished their tasks
Then continue working
The problem is that the work is simply impossible to finish
Even if you clock out according to the actual circumstances, you will still be criticized
All managers do this, which means labor inspections can never catch them
The store manager is also very clever, deliberately using the word “attitude” to pressure you into working unpaid overtime
They even say that coming in on your day off to place orders is what demonstrates a good attitude
I really think this is wrong
For the first three consecutive days after opening, all shifts ran until 12 a.m.
The overtime pay was only 1,000.
A terrible company that exploits part-time workers
When you first join the company, you have to wait three months before seeing whether the store manager feels like promoting you to a full-time position.
If they don't feel like it, you can never become a full-time employee.
Part-time workers are exploited in all sorts of ways by full-time employees.
Every day, the full-time employees dump their work on the part-time workers,
while sitting nearby scrolling on their phones and slacking off in all sorts of ways.
The duty roster is always assigned to part-time workers.
The hourly wage is 133, and a nine-hour shift includes a one-hour meal break.
The company only pays you for seven and a half hours.
They say that the half-hour's pay is converted into your statutory one-rest-day-per-week leave.
Overtime is unpaid.
Because company policy requires part-time workers to get approval from a full-time supervisor to work overtime,
no matter how long you work overtime, you receive no overtime pay.
Nor is it possible to leave work on time.
Every day, they consistently cheat you out of a large amount of time.
After I resigned, I asked the labor bureau and only then learned how badly the company had taken advantage of me.
I urge everyone not to waste your life joining such an unscrupulous company.
For details, please refer to Kaobei POYA.
Thank you for your cooperation.