DAISO_台灣大創百貨股份有限公司

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After explaining the task, they immediately dump the work on you without sending a formal handover email.

They won’t install the cloud service on your computer. You have to download everything from the cloud yourself, update it, and then upload it again, which is a lot of extra work.

When the boss assigns A a task, A won’t do it and instead passes it on to someone else.

The base salary can actually be this low, while still expecting people to do so many things.

This is basically a Taiwanese company in foreign packaging.

There is no privacy at all at the desk. There are no partitions, so others can directly see what you are doing on your screen.

There are always urgent tasks, and there is no concept of a fixed workflow.

No, I haven't joined yet.

I only went for an interview, and am sharing my personal interview experience.

1. This was the first time I encountered an interview venue without tables or chairs; the entire interview was conducted “standing up.”

2. Full-time employees have a three-month probationary period, and are paid hourly, with no more than 150 hours per month.

3. The store where I interviewed is located in northern Taiwan. It was mentioned that in the future, employees might need to travel to other stores to provide support, including stores in Yilan, Hualien, and even central or southern Taiwan. Each interviewee should consider this for themselves.

The benefits are fairly good overall, including a bonus and a year-end bonus.

The following are things I personally encountered during my nearly one month working here.

1. The probationary-period contract states three months, but during the interview, the interviewer said four months. During the probationary period, pay is primarily hourly.

2. Maybe it’s because it’s a Japanese company? The interactions among colleagues feel relatively cold. Work is simply assigned to you, and everyone does their own thing! No colleagues help or discuss things with one another; it’s only top-down communication, and the way things are done is also rather rigid!

When problems arise, the supervisor’s first response is not to solve the problem, but to get scolded first......

Also, you have to arrive early for work, and it’s difficult to leave on time......

You always end up having to stay 15–20 minutes late before you can leave.

3. The main issue is that changes to the work schedule are not communicated to you! Your days off may be changed and your shifts may be altered, but the supervisor only says, “The schedule has been changed; take note.”

Then both your shifts and days off are completely different!!

This last point is something I personally cannot accept at all!

1) The company benefits and policies.

2) Basically, the colleagues are very nice.

1) The hierarchy is pronounced, and reporting over someone’s head is prohibited. Many issues are difficult to improve, and there is no anonymous employee grievance channel.

2) As mentioned in point 1, the stores are therefore heavily influenced by the management style of their supervisors. When there are problems with store managers, district store managers, and other superiors, it is basically impossible to address them or make any improvements, resulting in a poor work environment and a high turnover rate.

3) Most employees are women, and social skills are heavily emphasized. Gossip can easily spread everywhere; people act one way on the surface and another behind others’ backs.

4) Whenever something goes wrong, everyone is scolded together. Rather than discussing how to solve the problem and prevent it from happening again, there is more emphasis on scolding, which creates an unpleasant feeling without changing the problem.

Haven’t joined yet

After applying for a position on 104, I immediately received an email from a recruiter saying that I first needed to set up a username and password on the recruitment website. After setting them up, I immediately logged in, but an error message appeared. I emailed the recruiter for help, but received no response for several days, and emails were also returned. Do you actually intend to recruit new employees or not?!

Everyone in the store and on the team is pretty nice.

It was truly a terrible experience.

After working there for two days, I felt that I was not suited for the job. When I told my supervisor that I wanted to resign, I was actually told that I would not be able to receive my wages.

They even said, “Huh? You didn’t know? It’s written in the company employee handbook that if you work for less than seven days and your working hours total less than 24 hours, you cannot receive your wages <wages offset against training fees>.”

Why has no one reported this? If I do not receive my wages, I will file a complaint with the “Labor Bureau.”

This reminded me of how they “illegally imported nuclear-disaster-related products and had their import license revoked by the International Trade Bureau.”

A company that breaks the law will really do illegal things!

It was probably the most painful memory; working with a perfectionist manager was difficult.

A section manager at the Taoyuan warehouse—once he finds something to use against an employee, he will definitely single that employee out for particularly loud verbal abuse.

That section manager is also very arrogant, and the departments below him are under his control.

His position is only that of a section manager, so why does his area of authority seem like that of a general manager?

The office atmosphere is stern, and it is so quiet that it makes you feel sleepy.

Conclusion: authoritarian governance!

Complies with the Labor Standards Act, offers annual leave, and in addition to bonuses for the three major holidays, birthday cash gifts, and birthday parties, often gives cash gifts or red envelopes on holidays.

Part-time work hours are stable; once the schedule is arranged, it will not be changed, but there is correspondingly less flexibility.

Places importance on group interaction, making it easy to become friends with colleagues.

There is a lot of work for full-time employees, with high responsibility but extremely low pay.

Very suitable for people with no lofty ambitions who only seek stability and are good at socializing.

The supervisor’s style influences the store’s atmosphere and how reasonable it is.

Japanese-style management, Taiwanese-style benefits and operations; there are more rules every year.

There are many female employees, and the management of friend groups and interaction patterns can easily devolve into an atmosphere of gossip and targeting people rather than issues.

There was absolutely nothing enjoyable about it!

I arrived 20 minutes early, but was told to wait until the scheduled time for the interview and to look around first…

Throughout the entire store, I only saw one new employee at the counter, busy checking out customers with the products??!!

The floor around the product shelves was completely covered with incoming merchandise, and no one was stocking it?!

Most importantly, when the interview time arrived, I didn't even know whether the person who seemed to be the store manager was going to take me into the office for the interview (there wasn't even a single chair). This was the first time I had ever had to stand during an interview.

The interviewer looked at my brief résumé and a piece of paper that looked like a company-written document, reading and questioning me from beginning to end?!

Then they kept repeatedly asking me if I had any questions??

And afterward, I still had to wait for notification (but ultimately received none).

The salary was even more unbelievable, and the job also required rotating assignments …… If you're thinking of going to the interview, think twice. Not recommended—the company showed no sincerity and wasted the job seeker's time.

Merchandising work

1) Most of the time, there are two days off per week (Saturday and Sunday).

2) Overtime pay is provided in accordance with the Labor Standards Act.

3) Public holidays are days off, although they may be moved to feasible dates to accommodate scheduling needs.

4) There are three seasonal bonuses (convenience-store vouchers), paid from the welfare fund deducted from monthly salaries.

1) It is described as having two days off per week, but overnight shifts extend into Saturday morning, so the nominal two days off are effectively 1.5 days.

2) Overtime is compulsory. Early on, those who do not cooperate are subjected to subtle pressure (e.g., “Everyone is working overtime; please show empathy and work hard together”). Later, this becomes an explicit requirement (e.g., “If you are unwilling to cooperate, you may consider resigning”).

3) Supervisors sign the compensatory-leave application forms for public holidays on employees’ behalf. In practice, I have only seen this form once, despite having worked here for more than six months.

4) The bonus distribution system is not announced at all. The only people who probably understand it clearly are senior company executives, the administration department, and high-level managers.

5) The fixed work locations for merchandising change frequently. There may be long-term fixed work locations in other counties or cities, but transportation expenses can only be claimed for intercity Taiwan Railway fares.

6) Reporting to someone above one’s immediate supervisor is prohibited. Even asking work-related questions may be considered bypassing the chain of command.

7) Temporary business trips to other counties or cities occur frequently. However, buying a return ticket in advance is considered disrespectful to the company, even if you have to absorb the cost yourself when you cannot use the ticket.

If you're working in merchandising, having weekends off is the only advantage.

Merchandising staff

Old-timers and arrogant colleagues who think highly of themselves while sucking up to others

In April this year, they drove away a large group of people—it's basically bad money driving out good money

Working all shifts every day (overtime from 8:00 AM to 9:30 PM)

If you're based in Taichung, you also have to travel to the Yuanlin store

Overtime must first be exchanged for compensatory leave; only unused leave can be converted into pay, but you won't receive it until two months later

You have to enter overtime and compensatory leave details into the ERP system yourself; if you forget to enter them, you are effectively donating them to the company

No year-end bonus, no three-festival bonuses, and no performance bonus

When you calculate the hourly rate based on working hours and salary, all you can do is cry

Simply put, it's a slave company that trains slaves to become slave kings who continue exploiting new slaves

The benefits are quite well-regulated. Perhaps because they are often reported by (former employees)? So they don’t really dare to do anything outrageous.

Actually, the people there are all pretty nice. But one rice plant can feed a hundred kinds of people, so it still depends on whether your character level is European or African. Still, for the most part, I think the supervisors are generally willing to teach newcomers, although everyone has a different way of “guiding” people.

1. The promotion channels are actually not transparent at all.

2. It’s fine if you want to hone your life experience, but if you want to achieve something? NONSENSE (just wash up and go to sleep). It’s very suitable for you if you have no great ambitions and are only aiming for 60 points ^^.

3. The people at the very top often issue strange rules based on the concept of “killing one to warn a hundred.” Please read that carefully again: “killing one to warn a hundred” means that when one person makes a mistake, everyone is punished.

4. Managers’ statements are usually inconsistent and keep changing (in fact, many of them are issued on their own without having gone through managerial-level review).

5. You can raise issues, but usually managers won’t hear about them ^^. It’s not that managers don’t care; rather, unless you “report across levels,” they simply won’t hear you~

The benefits are somewhat better than those in the general service industry.

The display-related work is straightforward, and there are two days off per week, with public holidays off.

The display supervisor in the Central Region does not pay overtime in accordance with the Labor Bureau’s regulations, and forces employees to enter overtime requests as compensatory leave. Overtime pay is not received until two months later. Employees are also required to work overtime beyond the prescribed hours without clocking out. Even when they do clock out, the supervisor alters the timecard records. Although the overtime hours are still paid, the supervisor is unable to empathize with employees’ exhaustion from excessive overtime and considers it only natural for employees to work overtime beyond the prescribed hours.

Employees are forced to resign early, and annual leave is compulsorily converted into pay regardless of their wishes.

Although they are supervisors, they lack management ability, and the management level also lacks analytical ability. The same situations continue to occur, and the only response is to add to employees’ workloads. They have even required pregnant employees to report to work on typhoon days.