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.

To be honest, the company isn't too bad. It depends on the department—if the people are easy to get along with, it's fine.

To be blunt, there’s a terrible person in the Engineering x Department who takes credit and shifts blame. They don’t even understand basic workplace ethics; they’re essentially at an operator level yet still want to be a supervisor?~ They have no real ability and only talk nonsense. They’re so incompetent that I’d even find it dirty if they poured tea for me.~ They managed to drive away two people in one go, yet upper management still refuses to face the real problem. Would you stay if you were in my shoes? At first glance, the company seems to have quite a few systems in place, and there are a lot of procedures before joining, but in reality they’re all just for show. If you’re only working as a frontline operator, there probably won’t be much of a problem~

If you're interested, you can go in and find the pros yourself.

The company’s chairman and general manager—the so-called big boss—is extremely insecure and has a very strong need for control. There are two fixed meeting times every day, and both are large meetings with more than 30 people, lasting at least one or two hours each. He also often suddenly summons an entire department. You can imagine the company’s internal efficiency. When I applied, the chairman personally came down to interview me. At first, I thought the company was really making an effort, but later I realized that wasn’t the case at all. Have you ever seen an on-site foreign worker needing to personally report directly to the general manager alone? You often see this unbelievable scene here.

Because delivery dates promised to customers are often delayed, several problems arise. For example, an urgent order is inserted into production, but then another urgent order comes before it, and an even more urgent order comes before that one... There is also the possibility that, because things are so urgent, mass production begins without running a first-article inspection. If something goes wrong, it may affect an entire large batch.

Perhaps because several on-site employees are veteran figures who helped the general manager establish the plant, the general manager’s attitude toward the production floor has always been bafflingly lenient. The production floor may produce inventory on its own without knowing that a customer has changed the design, then directly ship products from the previous version during the next production run. If quality assurance happens not to sample those products during inspection and the customer later files a complaint, that kind of thing is considered perfectly normal here.

HR will tell you that the company fully complies with the Labor Standards Act, but then brazenly tell you that indirect staff are under a “responsibility-based work system.” The problem is that the statement “indirect staff are under a responsibility-based work system” itself does not comply with the Labor Standards Act. I don’t know whether this is ignorance or shamelessness.

The only break is the short 50-minute period from 11:50 to 12:40. For some unknown reason, the bell is also rung five minutes early, so the actual time for eating and taking a nap is only “45 minutes,” possibly the shortest in the industry.

Previously, word circulated among colleagues that the company’s water dispenser had tested positive for “heavy metals,” but the truth is unknown because the company only posted a notice on the dispenser saying, “Do not use temporarily.”

Below is also the content of an email someone sent me before I joined the company. I didn’t heed the warning at the time, and now that I’ve read it again, I really regret it, so I’m posting it here for everyone’s reference.

1. Family-owned business: Promotion opportunities are limited and slow.

2. Responsibility-based work system: 7:50–16:40 (You have to clock in on time, but it’s unlikely you can leave on time.) Most of the time, you won’t work extremely late—seven o’clock at the latest—but there is no overtime pay!

3. Low base salary: HR will tell you that your salary will be adjusted based on performance after the three-month probationary period, but in reality it depends on your supervisor... I didn’t receive a raise after three months. My supervisor’s reason was: “The starting salary was already relatively high, so there will be no adjustment after three months.” It was somewhat shocking because this was never mentioned at the beginning, so I felt deceived. However, I don’t know how salaries are set in the engineering department. An engineer I know said that his starting salary at the time was NT$25,000–27,000 (with a bachelor’s degree from a private university). The main point is that salary increases are extremely slow!

4. Benefits are not very good: The year-end bonus is not necessarily paid every year, and at most it is only one month’s salary. Raises are also not given every year: the supervisor has to submit a request, and it depends on whether the big boss signs off. An annual raise of NT$1,000–2,000 is considered very good. The cost of boxed lunches is deducted separately from your salary; if you want one each day, you order it through the system (NT$60). The birthday gift is a NT$300 voucher (apparently only available after six months; the same applies to the three major holidays). Employee trips are also not held every year (otherwise, there may only be a one-day activity).

5. The latest news I heard in July was that their engineering department was also seriously short-staffed, so if you get hired now, you will probably have to work overtime (without overtime pay). As a small aside, because their turnover is high, I feel that new employees are often required to do miscellaneous tasks and have difficulty fitting in. Young people may be okay, but in the department I worked in previously, one father was severely ostracized and eventually laid off. (Yes, don’t doubt it—this company often suddenly dismisses people. If they decide you’re unsuitable, one day they may suddenly ask you to leave.) I was shocked at the time, and it seemed to be the kind of dismissal without severance pay. I don’t know why he didn’t sue them (perhaps because it’s a large company). There was also an engineer who joined before me, a PhD from National Cheng Kung University, whose salary seemed to be less than NT$40,000 and who was frequently scolded. I feel that if you have a high level of education, you should still avoid this company = =

6. Communication and systems between their departments are not very good. You often finish your own work but cannot leave because you have to wait for someone else. The big boss’s mood is unpredictable, and most supervisors will not challenge the boss’s demands, so the people below end up working themselves to death! I stayed for 1 year and 5 months. At first, my department was genuinely pretty good, but then the supervisor changed and I couldn’t really accept it anymore! In addition, there were issues with the benefits, relationships between people, relationships between departments, etc.

The company is expanding. The company provides a $30 meal subsidy for each meal. There are good opportunities for individual salary increases.

Everything else follows the Labor Standards Act. Year-end bonuses depend on the company’s operations. There was one year when they were not paid six or seven years ago, but they have been paid every year since.

You may smoke in the designated smoking area (the parking lot); manage your own time. A senior colleague will show you where to go.

If you don’t understand the MOT, there are no knives, or there is a program error, leave it there and ask someone to handle it.

The QC checklist does not include all the inspection items. If there is a quality error, people push the blame onto one another.

CNC technicians on the shop floor are not allowed to modify programs, so just leave it~ No one will blame you. Remember to report program errors to the engineers.

The inadequate systems lead everyone to push the blame onto one another, causing production progress to fall behind.

Family-owned business.

The allowances for the evening and night shifts are meager.