宏華國際股份有限公司

Although overtime pay is deducted, at least 60% is paid.

If your performance is poor, even if you work at a store that starts at 12:00, sorry, but you’ll be asked to go out canvassing at 8:00 first to chase sales, go home at 9:00, and then come back to work at 12:00. This company has already lost its humanity.

這是一間極度優質的公司，完善的升遷管道，良好的公司文化，以及時常新增各種不同挑戰的業務。董事長一年四季都在換，大風吹～吹什麼～啊！很抱歉這些糟老頭早該換了，只會用一張嘴做事還敢進來唱邱？你是懂個屁啊？MC、SC、E、VD1、CKL等…這些你懂哪一個？只會看數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據數據，阿不就很棒棒？有錢不會一人配一台高架作業車啊？一台百來萬而已啦！林北又不是買不起，若你真的對員工好，要我掏腰包買入也願意。

查修是我的本業，再來搞個Qos，怎樣？別人的網速不夠就要我去拔除人家的線路，再讓他申告，憤怒一點的直接先問候個你祖宗78代再讓你修。好了，再來把行銷的業務也加進來，怎樣？我就是天生語言表達不順暢，我賣的是技術不是卡唬爛的話術，高層糞：沒有強迫大家哦～只是每天造三餐關切進度而已。重頭戲來了，連裝機也要我執行，cnm(艹尼ma)的，要不要乾脆把整間公司都給我做就好了啊？一份薪水做十項業務，真的是買貴退差價的公司！

很沒擔當的高層糞：只要有客訴就不用跟客戶收取任何費用！窩艹！員工都是傻子做白工嗎？天底下有這麼好的事哦～那那那林北先申告申告再申告，最後再客訴：要求簽減申告期間的費用，要求重新更換線路，要求整棟房子的每一間房間車庫廁所浴室都要遷電話線，不能跟我收取額外！董仔，行嗎？

納編CHT要等多久？

Originally, I would have wanted to give it a high rating, because fortunately, my colleagues in my department are not bad. However, since last year, there has been constant emphasis on marketing, marketing, which feels somewhat like putting the cart before the horse. When obstacles are handled well, no one says anything, while good marketing can still receive recognition. It really makes people consider leaving. The reason I gave an average rating is that the marketing and the systems are different every year (I was part of the first Yellow Pages cohort).

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Female senior colleagues bully newcomers. The junior mentor in Kaohsiung scolds newcomers like dogs… She’s extremely fierce, the kind who scolds you until you feel like crying…

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Female senior colleagues bully newcomers. The mentor in Kaohsiung berates newcomers like dogs… She’s extremely harsh, the kind of scolding that makes you want to cry…

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A female senior colleague bullies newcomers. The junior instructor in Kaohsiung scolds newcomers like dogs… She’s extremely harsh—the kind of scolding that makes you want to cry…

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Female senior colleagues bully newcomers. The junior mentor in Kaohsiung scolds newcomers like dogs… She’s extremely harsh—the kind of scolding that makes you want to cry…

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A female senior colleague bullies newcomers. The junior mentor in Kaohsiung scolds newcomers like they’re dogs… She’s extremely fierce, the kind who scolds you until you really want to cry…

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Female senior colleagues bully newcomers. The junior instructor in Kaohsiung berates newcomers like dogs… Extremely fierce, the kind of scolding that makes you really want to cry…

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A female senior colleague bullies newcomers. The junior instructor in Kaohsiung scolds newcomers like dogs… She’s extremely fierce, the kind who scolds you until you feel like crying…

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Female senior colleagues bully newcomers; the junior mentor in Kaohsiung berates newcomers like dogs… She’s extremely harsh, the kind of scolding that makes you want to cry…

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Female senior colleagues bully newcomers; the junior mentor in Kaohsiung scolds newcomers like dogs… extremely harsh, the kind of scolding that makes you want to cry…

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Female senior colleagues bully newcomers. The junior mentor in Kaohsiung scolds newcomers just like scolding a dog… extremely harsh, the kind that makes you want to cry…

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A female senior colleague bullies newcomers. The junior instructor in Kaohsiung scolds newcomers as if they were dogs… She’s extremely fierce, the kind who scolds you until you really want to cry…

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A female senior employee bullies newcomers. The mentor in Kaohsiung berates newcomers like they’re dogs… She’s extremely fierce, the kind of person who scolds you so harshly that you feel like crying…

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A female senior colleague bullies newcomers. The junior instructor in Kaohsiung scolds newcomers like they’re dogs… She’s extremely harsh—the kind of scolding that makes you really want to cry…

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Female senior colleagues bully newcomers. The junior mentor in Kaohsiung scolds newcomers like dogs… extremely harsh, the kind of scolding that makes you really want to cry…

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Female senior colleagues bully newcomers. The junior instructors in Kaohsiung scold newcomers like dogs… They’re extremely harsh—the kind of scolding that makes you really want to cry…

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Female senior colleagues bully newcomers. The junior instructor in Kaohsiung scolds newcomers like dogs… extremely harsh, the kind of scolding that makes you really want to cry…

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Female senior employees bully newcomers. The junior mentor in Kaohsiung scolds newcomers like dogs… incredibly harsh, the kind of scolding that makes you really want to cry…

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The senior female colleagues bully newcomers. The junior instructor in Kaohsiung scolds newcomers like dogs… She’s extremely fierce, the kind who scolds you until you really feel like crying…

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Female senior colleagues bully newcomers. The junior mentor in Kaohsiung scolds newcomers like dogs… extremely fierce, the kind of scolding that makes you really want to cry…

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A female senior colleague bullies newcomers. The junior mentor in Kaohsiung scolds newcomers like they’re dogs… incredibly fierce, the kind of scolding that makes you really want to cry…

Paid on time

Maintenance personnel have to shoulder responsibility for approximately 20,000 users across the entire area (and the number is increasing). Psychologically, they have to directly face users’ complaints, demands, frustration, and lack of empathy. Users think that because they pay, everything must be fixed for them immediately before the technician can leave. When they are in a bad mood, they file a repair request just to make you listen to them complain about family problems, work problems, and political issues. When equipment at a user’s company has a problem, they do not handle it themselves; they file a repair request and demand that you inspect everything from start to finish, pressuring you until they are satisfied, otherwise they will complain about you. Supervisors also do not care about your feelings: if there is a customer complaint, it is your fault. You have to resolve it yourself, explain it to the user, or help the user solve the problem, while the supervisor just runs their mouth and gets away with it. Physically, you often have to climb to high places, and if you get injured, you are punished. You are always working alone; if you die, no one will know. If a user says the problem was not fixed, they complain about you, and then management dumps the responsibility on you again and tells you to solve it yourself. If you fall, it is your problem; if you cannot fix it, that is also your problem. You are expected to find a way to keep users completely satisfied without even taking a break. On top of that, you also have to do sales—you heard that right: they actually make maintenance personnel do this kind of nonsense—and there is pressure to meet targets. No sales means no bonus. If you do not want to deceive people into upgrading their bandwidth or renewing their contracts, then you can obediently collect only the base salary. This job is simply low-level survival work that torments your mental and physical health, dignity, and even your life. Only consider it if you truly have no other job options. These are the heartfelt words of someone in the profession.

You have to find your own happiness and helpful allies at work.

If you don't have connections (you're not a supervisor's friend or relative, or someone referred by senior management, and you don't have a significant other at Chunghwa), I recommend not going. The workload distribution is severely unequal. As long as you don't suit the supervisor's wishes, they will spread rumors about you and overwhelm you with an endless workload, pushing frontline employees out to take the blame. Any credit goes to the supervisor and people with connections, while any mistakes are blamed on others.

Learned how to collect photocopies

The salary is not high, and there is also a ranking system where someone must come last

Can't recruit enough people, always understaffed. No need to worry about unpaid leave. The longer you work here, the more familiar you become with how to register at a hospital department.

Every day, overtime pay starts with half an hour being deducted. Targets grow exponentially, 80% of the sales work is done for nothing, and only 20% of sales work counts toward performance—yet they only look at performance capabilities?

Those who want to join Chunghwa Telecom and use Chunghwa as a stepping stone, don't bother coming in.

A vice president reported it to the parent company; the route has already been blocked.

Annual salary adjustment of 350–450

May I ask all the experts:

Does anyone know whether the purely internal office positions at the Banqiao site are good? What are the pressure, colleagues, salary, and benefits like?

I heard there is a union. Does that provide better protection?

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Need cash urgently? Come on up.

Package within a package

Different pay for the same work

At Macrohon, frontline staff bear a lot of the burden

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When the interview time arrived, there was still no sign of anyone.

Throughout the entire interview, the hiring manager showed absolutely no courtesy, repeatedly interrupted the interviewee, and directly criticized the interviewee as unsuitable for the job. For a company that shows such complete disregard for people, it is recommended not to engage with them.

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During the interview, the manager was making grand promises, claiming that the company's big data should surpass that of any company in the technology or financial industries, and that even if one is going to play the bad cop, there should be evidence to back it up. The tone was arrogant, to the point that I was too tired to even bother rebutting it. I suspect that if I had argued back, I would only have heard more baseless claims.

In addition, they kept putting down entry-level applicants, saying that newcomers cannot demand good salaries. After seeing the information below, I can completely understand where they are coming from. I am sharing this solely as a reference for people who want to learn more about the company.

Additional information:

What kind of entity is Honghwa International Co., Ltd.?

https://www.facebook.com/wu.sulabird/posts/10217030127244170

The Tragedy of Honghwa Contract Workers at Chunghwa Telecom

https://www.youtube.com/watch?v=fSW_KZWYRGU

Genuine Contracting or Disguised Temp Work? Honghwa Employees Confront Chunghwa Telecom — FTV News

https://www.youtube.com/watch?v=Srqm8VyIZfE

[Press Release] After Cheng Yu Took Office, Has Chunghwa Telecom's Abuse of Temporary Workers Resurfaced?

From north to south, telephone customer service, telemarketing, information assistants, and internal administrative staff are all dispatched workers!

http://www.coolloud.org.tw/node/88335

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Endless waiting during the interview; they only say “sorry” without saying anything else, and time management is very poor.

Had to wait a long time for the interview

Thank you for contributing to Taiwan's low birth rate

They notify you about an interview, but after you reply, they completely disappear. Impressive.

They notify you about an interview, but after you reply, they completely disappear. Impressive.

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The HR department has a very poor attitude

This pie will never be full. New graduates entering society are very welcome to join. The company has a fairly comprehensive training system, and you may be suddenly reminded to attend a meeting early because your sales performance or service satisfaction has not met expectations. Working hours may then become 8:00–22:30. A single store, including payment transactions, can easily serve more than 100 customers. At that point, you can learn how to quickly cut off one user and immediately appease the users waiting to make payments. Working here also lets you learn how to stock and organize inventory. There will be new things to learn every month, so every month there will definitely be a large number of orders and returns to process and put on the shelves. Gradually, your workday will become extremely full. If you cannot finish everything, consider working overtime; after a while, you get used to it.

Job description: processing payments; introducing users to subscription plans; handling home telephone and Internet services; selling home appliances, mobile phones, gift cards, prepaid cards, mobile phones, and accessories—all of these must be very familiar to you. Store inventory receiving, ordering, and whenever the company wants to change the way products are arranged, you must stay online and handle it immediately. No matter how good or capable you are, you will inevitably encounter feedback or complaints; after responding for long enough, you get used to it. The products you sell can be almost more expensive than insurance, but there is a commission cap. Including base salary + commission + overtime pay, it is pretty good at NT$40,000; occasionally, if you are unlucky, even including overtime pay it is NT$30,000.

As long as you feel that you can keep learning so much new knowledge even after working here until retirement, are always willing to cooperate with overtime, and do not plan to start a family (if the system cannot record it in accordance with the Labor Standards Act, on behalf of the company, I would like to thank you in advance for your dedication), and you are willing to work 9–14 hours a day, with a mindset of constant dedication, you are welcome to join the retail division of Hong Hua International Co., Ltd.

The managers are amazing—they can sell a NT$1,399 plan just by talking! There is a lot to learn. Today, five customers who are currently using a NT$500 plan came in, and you have to figure out how to persuade them to upgrade to NT$1,399. The managers only look at how many units you sell, not the fact that your customers’ usage was originally very low.

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Low salary

There is plenty of room for development. As long as you have sufficient personal motivation, the promotion opportunities are good. The minimum benefits comply with the Labor Standards Act (many external companies simply cannot achieve this), and there are occasionally other small perks, such as movie tickets or gift vouchers. All the leave you should have is provided. The various bonuses are also quite good (customer service organization).

As a private company, capable employees can climb the ranks, while employees with weaker abilities will be under a great deal of pressure if they cannot improve. Those who do not want to compete are advised to look for a state-owned enterprise.

Sometimes the company takes excessive care of frontline employees, so management positions require strong communication skills.

A permanent contractor for Honghua—not the China Telecom that outsiders imagine or aspire to work for

China Telecom’s average employee age: 60

Honghua’s average employee age: 26

The old ones only know how to work with their mouths; the young ones can only work with enthusiasm.

The old ones count their salary statements until their eyes glaze over; the young ones count customer complaint tickets until their eyes glaze over.

The old ones clock in and wait for the end of the workday.

The old ones pick only on the weak.

The old ones do not learn anything new.

Because the old ones are just waiting out another five years until retirement.

A staffing agency that was sold off by the Chunghwa Telecom labor union, specializing in exploiting young people as sacrificial pawns so that the old Chunghwa Telecom can make big profits and distribute bonuses. The company only thinks of you when there is work; when it comes to sharing the money, you get nothing.

Operating under the name of a Chunghwa Telecom subsidiary, it is actually a company that exploits young people in various ways. The situation has become even worse, especially since poaching Manager Ma from Taiwan Mobile.

1. Retail channel. The business volume itself is 3–5 times that of competitors, yet the company hires just as few employees (an average of 150 customers per day, but only three or even two people are scheduled to work. Service satisfaction then goes to hell—selling a phone together with a contract takes at least 20 minutes to an hour). Later, after hiring a department head from another industry who does not understand the workload, you are made to do even more. Reporting all day can easily consume another hour. This leads to long-term overtime (unlike factory workers, there is no off-season; if they do not hire more staff, it is always peak season), and your quality of life will suffer. On top of that, they now only hire people who can get up to speed within a week, so the workload is so heavy that people often leave after only two weeks (some are even dismissed for being unsuitable, and supervisors will ask whether you are fit for the job—bordering on illegal). The company has a prestigious name, but the rewards are worthless; bonuses are already less than half of what they used to be. Unless you are truly looking to work off some bad karma, retail is not suitable as a long-term job (you should leave after six months, unless you do not want a family). Average monthly salary: NT$31,000–34,000.

2. Customer service channel. You might start work at 10:00 today, 11:00 tomorrow, 10:30 the day after, and 07:00 the next day; there may even be only a five-minute difference. Your schedule can be different every day, and constantly adjusting your biological clock is harmful to your health (a permanent night shift would actually be more consistent). The call volume is enormous: answering 100 calls a day is average, and the key point is that there really are that many people calling! If you do not reach that volume, you may be called in for a meeting. Customers can be difficult enough, but you may also be criticized for taking too long because you are providing good service. In short, they trick customers into going to retail stores to shorten their own handling time, leaving retail staff expected to be capable of everything. Put bluntly, it is a highly technical way of passing work off to others. Average monthly salary: NT$28,000–33,000.

3. Customer network installation unit. Long-term employees will give you the difficult jobs. Outside the Taipei–New Taipei area, the likelihood of having to climb utility poles is extremely high and quite dangerous. The jobs are basically possible to finish, but because all the difficult orders are assigned to subsidiaries, you are left with unfinished work and have to work overtime. The supervisors are generally long-time employees of Chunghwa Telecom; they talk a lot, but are actually quite supportive. Another major problem is that users may ask you to replace exposed wiring with concealed conduits, even though you do not have the technology or equipment to do so. Base salary is roughly NT$29,000–35,000.

In summary, although there is a service-satisfaction metric, the chances of receiving a poor rating are extremely high because you cannot give customers anything. And because this is a subsidiary, management above you will not listen to your explanations; you have to keep writing reports (the responsibility is written down, and there is definitely no time during work). Eventually, you will change careers, and your seniority will reset to zero.

It claims to be a wholly owned subsidiary of Chunghwa Telecom, but it cannot provide a safe occupational environment or Chunghwa’s generous pay. Yet employees must take on far greater responsibilities and workloads than Chunghwa’s regular employees.