聯強國際股份有限公司

The HR lady is very beautiful and charming

The thank-you letter arrives very quickly, reducing the waiting time

The written test and résumé-writing process are very lengthy and take a lot of time

It was originally stated in the invitation that the written test and interview would be conducted in two separate stages, but on the day, the interview unexpectedly followed immediately after the written test, and I almost didn't make it to my subsequent plans

Provides labor and health insurance?

1. Forces employees to sign two-year contracts (there is also a deduction if the contract is terminated early)

2. Training is perfunctory and hastily handled

3. Poor work environment: the kitchen is dirty and cluttered, and the ceiling is extremely low

4. Lots of reports; neither quality nor quantity matters—they only care about appearances

5. Employees are brainwashed with long-winded, nonsensical articles

6. Layoffs have become the norm; employees are not valued

7. Many cliques; those who do not join one will be isolated

8. Nepotism and parachuted appointments are common; people brought in by managers receive special treatment

9. No overtime pay

10. New employees are not provided bonuses for the three traditional festivals

Because the job involves continuously representing new products lately, there are constantly new opportunities.

There are good managers within the company, as well as managers who like to read between the lines and cater to their superiors.

The scariest thing is that this is a company controlled by Human Resources.

The decision-maker is second only to the top leader yet has authority over everyone else, holding all the power in their hands.

Systemic problems have caused monthly reports to frequently become mere formalities.

Managers look for topics every day to prepare for the following month's report.

Some managers refer to their subordinates' reports.

Some plagiarize them, while others require subordinates to help prepare the reports.

At first, subordinates were required to fill in the tables and data, while the manager personally compiled and consolidated them into a report.

Later, responsibilities were assigned to subordinates, with each person responsible for one area and providing the completed material to the manager to produce the report.

Eventually, team members were even required to prepare the reports themselves, so the manager could simply copy and paste them into PowerPoint.

The manager's report is the most important thing; no work takes priority over helping the manager prepare the report.

However, when something goes wrong at work, you can only bear the consequences yourself, while the manager shifts the blame.

When the deadline arrives and the report has not been submitted, the manager immediately starts yelling, despite often having no clear idea of what is wanted in the report.

Then, after it is completed, the manager loses their temper: “What kind of terrible thing is this?” If even a minor detail is unsatisfactory, it is sent back for rework.

For example, if the Excel filter criteria are incorrect, the manager could simply change the criteria and save the file, but instead the report is sent back.

When something goes wrong, there are emotional managers, as well as managers who desperately try to push you out of the way.

When an issue arises, they first blame their subordinates; even when there are signs that trouble is coming, they push it onto subordinates, and when something goes wrong, they tell subordinates to pay out of pocket to deal with it...

To create opportunities to show results, they desperately order subordinates to pursue business development that is not worth the time and cost.

If it cannot be finished, they demand that it be done until midnight or dawn.

Because Human Resources pays attention to employees who work excessive overtime,

managers tell subordinates not to clock out when leaving the building and to ask the security guard to open the door.

That is because using the card to open the door creates an attendance record.

Sales should be the department that generates revenue for the company, and all departments should coordinate and cooperate with sales' needs

to strengthen the company's competitiveness and facilitate business development.

However, under the entrenched departmentalism of the massive organizational system, sales becomes the least influential group.

Even when achieving major sales results or developing a new business model,

sales staff must coordinate with the accounting-control department and the logistics department themselves,

leaving them mentally and physically exhausted.

The company even thinks it provides employees with excellent pay and benefits.

For the sake of monthly-report performance, one manager proposed incentive bonuses for new products.

However, the company did not want to allocate an additional budget for bonuses,

so it took a portion of the bonuses employees were already entitled to receive

and presented it as an incentive.

Everyone ended up with more work, but received only a reward they were already supposed to get, while their original workload was not reduced.

Even rewards provided by manufacturers to sales staff would be discussed with the manufacturer by the company as follows: “Change them into discounts for the company,” for example, movie tickets.

In recent years, the company has also taken back employees' computers, requiring employees to purchase their own business computers.

The company deposits NT$1,000 into employees' salary accounts each month and includes it in taxable income.

Later, even desktop computers were removed, and employees were asked to install software on their personal phones to answer calls.

Later still, I even heard that OFFICE would have to be replaced with a free online version.

None

Poor working environment, no meal subsidy, if you make a mistake, you have to pay for it yourself, and the salary isn't even enough to cover the cost.

I really can't think of any, sorry.

Several managers, all the way up to the department head, interviewed me at once. Besides asking in detail about my previous job, they also kept asking intrusive personal questions.

They asked about my parents' jobs, then asked how much filial support I give them each month. Even though the salary they offer isn't much, they made the interview into such a grand and self-righteous affair.

It’s simply getting into a company whose name everyone would recognize.

I read the reviews back then and still believed I could endure it. Now that I’m one of those who regret it, I really can’t think of a more suitable term for this company’s culture than brainwashing.

Not only does upper management spend all day promoting various outdated and extreme ideas, but every colleague who has stayed for any length of time also casually quotes one so-called maxim after another. Looking back, it’s actually rather frightening.

At work, verbal abuse is often used in place of all communication. Even the occasional praise is insincere. It’s quite possible that a work practice they praised you for earlier will later become ammunition to criticize you with in front of your manager. In short, every day working here is directionless and utterly exhausting.

The manager interviews new hires nonstop every week. You only have to open the shared channel for new employees to see how many people have come and gone. During the interview, the salary seemed fairly high; only after actually working here did I realize that, given the level of mental stress, the salary is truly too low.

If you like to think and reflect, I advise you not to try this place. You will only waste your time, your trust in people, and your confidence in yourself. Here, you are nothing but an insignificant speck. Even if you really adapt and manage to endure it, you may end up becoming someone even you no longer recognize.

Also, this was the first time I learned that having one coffee machine for an entire building is a benefit worth HR bragging about.

Working in an extremely employee-unfriendly environment can help you develop a certain level of resilience.

1. Overtime cannot be claimed.

2. The company uses excessively high performance standards to reduce everyone's salaries.

3. A culture of falsification is prevalent; tell the truth and provide the data, and you can expect to be berated.

4. Every year, you hear upper management say: "This year's performance was poor; the year-end bonus was never stipulated as mandatory in the first place."

5. Disciplinary standards vary across departments.

6. When the company is not short-staffed, do not expect severance pay—it is impossible. You will be repeatedly asked to provide support in other counties or cities.

The interview process consists of three major stages: completing a very detailed personal information form and résumé, a video interview, and a written test. This effectively ensures that employees are very patient.

Before the interview, you have to fill out the company’s extremely comprehensive four-page résumé form (including a headshot and ID number). You even have to state what your elementary school was called and which year you attended. Does this employer really want to get to know you, or do they intend to use your résumé for ____???

There are absolutely none, and I don't think anyone could provide any. Almost all of the colleagues I know have resigned; other than complaining, there is hardly anything else.

1. One IT department manager has an overinflated ego and is extremely self-righteous. When reviewing reports, they focus on pointing out typos. If you write even one wrong character, they guarantee they will tear you apart, while ignoring the actual key points. Are we reporting our work status or attending a Chinese language class?

2. If you are not good at expressing yourself or your opinions do not align with the manager's, you can say goodbye. The manager will not listen to your opinions; they will first berate you severely. The whole attitude is that lower-level employees are all garbage and must not have any opinions. From then on, they will target and deliberately make things difficult for you, simply trying to force you to resign. They may even reduce your bonus to make you leave. When you submit your resignation, they will pretend to try to retain you, but it is merely a formality. In reality, they are delighted and will even boast to colleagues that they finally drove this person away.

3. Externally, there is an overtime system under which overtime can be compensated with time off. In practice, they do not allow overtime to be reported; it is merely a charade to avoid inspections. Even after being penalized many times, they continue to work you to the bone. Even if your overtime is approved, they will not give you time to rest. Every day, you work until day and night blur together, until you are completely drained. I have seen many people resign. I hope no one else comes in and suffers under a two-year contract.

4. It is far too terrible—if I had to list 50 points, I still couldn't finish. Those who plan to go there, take care.

None at all

I think 5,000 characters really isn't enough for me to write everything.

The department is insanely busy. In more than 10 years, it has only organized three employee trips. It is unclear how the employee welfare funds are used, and nobody is willing to organize activities because the supervisors have too many opinions. Every month, we have to write monthly, quarterly, weekly, and daily reports until we're exhausted. After finishing them, we still have to present them and be criticized. Every month, we report the same situation, yet nothing is ever handled and there is no progress at all. The supervisors only make excuses and refuse to take responsibility.

The only employee benefits are hot water and terrible coffee. We work overtime with all our might, but cannot claim overtime pay. They even hint that after 8 p.m., we should clock out first and then come back to continue working overtime. The supervisor is even crazier, coming to the company every day from Monday through Sunday. Holiday bonuses—birthday, Dragon Boat Festival, and Mid-Autumn Festival—are only $500. New employees have it even worse: when presenting reports, they are criticized relentlessly. You must incorporate the president's ideas, and you have to be very good at flattering him to advance step by step. Any report that includes the president's ideas is guaranteed a perfect score. The reporting process is excessively lengthy, and reviewers make personal attacks. They are very good at labeling people, and it is completely impossible to change their impression once it is formed. Employees who work overtime are favored—even if their abilities are poor, as long as they are willing to work overtime, it's fine! Employees who work themselves to death during regular hours and want to leave on time are disregarded in terms of their abilities simply because they leave on time for family reasons. My advice is that newcomers should treat joining as doing a good deed: leave directly after two years and don't stay long-term!

None

You have to take a written test before the interview. The first visit is practically just for the written test, so those who are employed should be mentally prepared to take time off work twice.

The written test leaves your hand sore. It includes a logic test, basic arithmetic, applied mathematics, and hand-eye coordination, and takes about two hours to complete.

You have to fill out the résumé on-site, and there is barely enough time to finish it.

After the written test, when you enter the interview room, HR first gives you two sheets of paper. The first asks why you want to sign a contract; the second asks why you have to report to the entire department every month. It feels like they are first indoctrinating job applicants into accepting this culture. They also give you a book by the president.

During the interview, the interviewer only kept asking about my work experience and did not provide a detailed introduction to the job I was interviewing for or the projects I would be involved with. I felt that the manager did not show much respect for the interviewee and did not seem interested.

None. Absolutely none. I spent a year and four months being frozen out.

1. An unequal contract—this is already common knowledge. In the end, my supervisor issued an inexplicable ultimatum. I submitted my resignation and worked as a “volunteer” for a month… very virtuous.

2. As for the atmosphere, it is much the same as what others have described. In two simple words: “North Korea.”

A personality cult? Restrictions on communication? This place has them all!

Even searching Google can get you criticized for having an excessive number of clicks and spending too much time online; the report at the end of the year will be brought up for discussion. Internal emails are counted, hours spent on phone calls are counted, and the number of messages sent through the internal messaging software is counted too. (The only thing missing is having our phones tapped.)

Every month’s report must also include a reflection on the “Silicon Motion spirit” (I must not have enough Silicon Motion values stored up). Every day, you receive and read brainwashing articles from IMBA, but they never dare mention anything about employee turnover in the topics—it’s probably because they’re afraid of exposing themselves…

3. Supervisors have strong subjective biases. Once you are blacklisted during the new-hire training period, there is no saving you.

I don’t know what the errors in a new employee’s onboarding report—such as their ancestral origin and place of birth—have to do with my work.

This is only the tip of the iceberg. In later interviews of various kinds, my supervisor was practically attacking me personally and made no attempt to hide the intention of forcing me to resign. As for the subsequent stories about double standards or whatever other nonsense, I’m afraid the 5,000-character limit for this section probably won’t be enough to fit it all…

4. The IT department I worked in was constantly hiring because of its high turnover. Everyone tacitly understands that this place is simply not suitable for staying long-term—unless you identify with them so completely that you are willing to kneel and worship the Silicon Motion spirit, overflowing with Silicon Motion values.

None

1. The interviewer was nearly 30 minutes late and was excessively difficult throughout the interview.

2. My math score on the written test was not very good, but my academic performance at school was very good. The interviewer questioned this.

I explained: I wasn't fast enough during the written test, but I studied very hard at school, so my academic performance was good.

The interviewer said: So did you work hard because you consider yourself not smart enough?

Me:......(speechless)

3. The interviewer asked me why my autobiography did not mention my family background.

I said: My autobiography focuses more on my work experience.

The interviewer said: So you think a person's family background has no reference value during an interview?

I said:........(thinking, had not answered yet)

The interviewer continued: You just mentioned that you are the youngest in your family. What if your parents dote on you, and you quit instead of working after being asked to work a little overtime? Wouldn't that cause us a lot of trouble? So you think family background is not important?

Me:......

The interviewer asked: What do you think your weakness is?

I said: I always double-check everything I do. Sometimes it takes more time, but double-checking brings my error rate close to zero.

The interviewer asked: Do you want to double-check because you used to make mistakes often? Or because you lack confidence in your memory, or because you lack confidence in your own attention to detail?

Me:......

The entire interview process was extremely uncomfortable. Two months later, when I had already started working at another company, the interviewer finally called, but by then I no longer wanted to answer their call.

None

1. A cult of personality surrounding the president, with the logistics industry offering “seafood” thanks and praise.

2. New hires must sign an unequal two-year agreement; resigning within the two-year period requires compensation equivalent to 0.5–2 months’ salary. Moreover, employees are not given a copy of the contract after signing; it is retained at the Synnex headquarters.

3. An extremely person-dependent management style: getting one’s thinking “correct” is considered more important than improving abilities. Employees whose thinking deviates even slightly or who do not fit the expectations may be called in for questioning.

4. Supervisors care excessively about attendance. Even taking statutory annual leave may result in being taken into a small room for questioning.

5. The Linkou Logistics Headquarters provides no overtime pay, no meals, and no employee parking spaces for cars.

The interviewer was fairly friendly, and the overall recruitment process was reasonably structured.

The responsibilities and requirements of the position were not clearly defined, so there was no clear objective when recruiting.

After the interview, my impression was that this is a company that places great emphasis on the “team.” Its cultural atmosphere does not particularly encourage employees to express their individual opinions,

and it is suitable for employees who do not have many ideas of their own and simply want to follow instructions.

None

1. Frequently work overtime, with no overtime pay or compensatory time off. The work is never finished, and people only urge everyone to leave work quickly when someone comes to inspect.

2. Supervisors are self-righteous and only listen to what they want to hear. If you say something they disagree with, you will be permanently blacklisted; they focus on the person rather than the issue.

3. Salary is determined not by work ability but by how well you express yourself. Those who are good at talking but cannot do the work may want to consider this place, especially since the better you are at presenting reports, the more the supervisor likes you.

1. Base salary, quarterly bonuses, plus an annual bonus; annual income is approximately 12+5 months’ salary.

2. For people who can adapt to the company’s policies and culture, the job is very stable.

1. You have to sign an unfair contract upon joining; resigning within two years requires compensation equivalent to 0.5–2 months’ salary.

2. Although the company distributes information products, its internal systems and operational processes are very outdated.

3. The company excessively worships the president, and the management team are all his followers. If your reports do not cite his ideas, you will often be harshly criticized.

Five-day workweek

I worked at Asia-Pacific Warehouse B1. The supervisor was incompetent, and many departments focused on the person rather than the issue. There were no meals provided and no air conditioning, so it was almost heatstroke-inducing in summer. The benefits were poor too. Even though the company makes a lot of money, the environment was dirty. Yet the job posting still claimed that the working environment was good.