摩斯漢堡_安心食品服務股份有限公司

There are many places to eat near the company, and some colleagues are quite nice. The benefits are decent, and the company is well-known and stable.

1. High employee turnover—whether in the stores or at headquarters, a bunch of people are replaced in less than half a year.

2. New hires have low salaries; even after working for three years, you still won’t get a raise as much as they do.

3. The quality of store managers varies. When you encounter one who is difficult to communicate with, you also have to double as internal customer service.

4. There are many long-time employees who are set in their ways.

Summary: Young people shouldn’t go, because you won’t be the one getting a raise anyway. Those over 30 who have previously been managers have a better chance. If you’re looking for a stable job to coast toward retirement, you could consider it.

Senior executives only pay lip service.

They enjoy flattery from others.

There is severe infighting within the company (in short, some mid- and senior-level executives each do things their own way and constantly fight among themselves).

If you are looking for an easy retirement job, choose this company’s position carefully, because it will definitely differ from the offer you negotiated (after all, they will take advantage wherever they can).

There are numerous affiliated companies, and senior management lives only within the group’s small inner circle. They are also enthusiastic about participating in the so-called TCFA association, believing themselves to be highly superior.

The gap between the offer and the actual job responsibilities is enormous:

The recruitment pitch is full of sales talk; they take advantage wherever they can and twist things however they can.

Top management even openly says: “We deliberately open mid- and senior-level positions to attract applications, then offer lower-level positions and placate people with empty promises.”

There is severe infighting within the company, and managers cannot stand to see others doing well.

There are quite a few “ghost managers” who drift around every day, have little presence, yet occupy positions.

At this company, learning how to deal with people is more important than learning how to do the work.

Senior executives favor flattery and do not consider work ability at all; they only care whether they like your attitude.

Large amounts of meaningless work, with decisions being repeatedly changed, are an everyday occurrence.

Managers often forget their promises just five minutes later, and execution is extremely poor.

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Knowing that his balloons are deliberately pieced together, many people have played it. Honestly, it is quite addictive and turns people into addicts. There is no need to download or install it, like an NFT, but at this stage I think it can already be regarded as a completely different crypto game.

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World-record players will discover that there really is not that much miscellaneous learning; learn the world language, and any means can be used to endorse nuts.

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None; the other departments just leave us to fend for ourselves.

E-commerce:

If the person interviewing you is a slightly chubby woman with glasses whose surname starts with J,

you might want to consider going. She is very willing to teach her subordinates the following key points of the job:

1. Your annual leave is not really yours; whether you can take time off is decided by your supervisors.

2. How to complete work efficiently: if you work overtime, it means your abilities are insufficient and need further honing.

3. If you cannot figure out the standards for making judgments, congratulations—you will have plenty of opportunities for trial and error, guaranteeing that you become an expert at reading the atmosphere and guessing your supervisor's mood.

4. The team spirit of being all in the same boat: only the supervisor's standards are the sole and correct ones. Come follow the great leader and accomplish great achievements.

I am leaving this review here in the hope that she can also grow and learn from it. She is a very intelligent person, so I believe she will handle it well.

Note 1: The marketing department is also under this supervisor's responsibility, so you can imagine whether it is possible to transfer there.

Note 2: Employees from other departments may also be internally transferred there. The transfer process is not a consultation but merely a notification—that's all.

None

Joined the head office at the time

All I can say is that it was a sweatshop of a company, with a department completely devoid of camaraderie.

Besides talking behind people's backs,

they would also roll their eyes right to your face and slam things that needed to be revised onto your desk.

Every Monday, we had a performance review meeting. When reporting work progress, even if you finished ahead of schedule, you would get a response like: “So you don't have anything to do now?”

Wow, you get mocked for finishing your work early :)

Putting all of the above aside,

at the time, passing the assessment (and getting a salary adjustment) required going to a store for around 10 days of training.

This was just as the pandemic was beginning to take hold.

At first, the department supervisor used protecting employees from going to the front line as a reason

to prevent it. Later, they delayed it with other excuses, saying things like: “If you go, who will do your work?”

Because of this, I kept receiving the trainee salary (they said they would make a lump-sum adjustment after the training—are you kidding me?)

Is there such a thing as a 10-month probationary period????????????????????????????????

So stingy, constantly delaying things with all kinds of lousy excuses. Absolutely ridiculous.

In the end, I decided to resign because of my life plans (Looking back, it was crazy that I stayed for 10 months.)

Anyway, don't go to this company with its poor benefits and terrible environment, haha.

Unless you want to do a good deed every day, build up some karma, and work on your EQ (when I requested wedding leave, I was mocked with: “Wow~ I really want to know what it's like to take wedding leave.”)

Flexible working hours

There is a group of elderly people at work who are very annoying

The pay is very low

If you are still young, don't go

Flexible scheduling for hourly staff

There are many long-time employees—very experienced aunties and older women—who throw their seniority around. They boss others around every day, yelling and screaming, acting as if they were full-time employees. Basically, unofficial store managers, I guess? I think MOS Burger used to be better. Now there are so many employees who throw their seniority around that I’m genuinely speechless.

1. Manage multiple aspects of the plant factory, including environmental control, production, harvesting, shipping, and sales.

1. Since this position is part of a newly developed business unit, it is recommended that you clarify the scope of responsibilities and authority during the interview to avoid not knowing whom to approach when problems arise.

2. The farm's basic production target is 2,500 kilograms per month, while also reaching the break-even point. Whether the target is achieved depends on the targets set by other departments.

3. Although overtime is not explicitly required, staffing is clearly insufficient, so more than an additional hour must be spent each day completing management tasks.

Part-time student employee benefits comply with the Labor Standards Act.

Unless you truly love it, absolutely do not take a full-time position.

Good external corporate image

1. Poor internal lateral and upward communication

2. After HR issued a formal offer, they called to say that the result needed to be reviewed again. The offer email was merely intended to secure talent and did not represent an employment contract (!? This is the first time I've heard that). In the end, they said it was due to internal organizational changes and a re-evaluation of the salary (NT$10,000 less)...!

1. Paydays are only moved earlier, never delayed.

2. The three seasonal bonuses are indeed paid, but they are in the form of Books.com gift certificates.

3. After six months, you do receive three days of paid annual leave, which increases according to seniority thereafter.

4. There is indeed a travel allowance, but you must have been employed for a full year to receive it.

5. There are discounts on purchases of TECO home appliances (all are companies within the TECO Group).

6. If you get a good store manager (one who is rigorous, responsible, and implements training), you can indeed learn a lot.

7. Promotion is fast. As long as you prepare seriously, internal assessments are easy to pass. Neither the written test nor the practical test is difficult. Promotion to level 2 or above requires an oral examination (I resigned before taking the oral examination, so I am not sure how difficult it is), but based on what those who passed have shared, it is not difficult to pass if you understand operations and management. If the supervisor believes you are capable, they will proactively train you in the relevant skills and help you pass the oral examination.

8. Once you pass level 1, you can become an acting store manager (there are many such positions in northern Taiwan); at level 2, you can become an assistant store manager or a newly appointed store manager.

9. At present, it is relatively easy to become a store manager in northern Taiwan (in about one to one and a half years).

1. The company changed its clock-in system. Once you exceed the scheduled end time by about 30 minutes, you can no longer clock out, so any time worked beyond that is essentially volunteer work.

2. Whether employees receive overtime pay depends on your store manager. Overtime pay for store-manager-level employees may depend on an even higher-level supervisor. I am not sure about this because I resigned before becoming a store manager.

3. Whether a store is good or bad is closely tied to the store manager. A rigorous manager makes things go well; a lazy one creates a vicious cycle.

4. Starting salaries differ between northern and southern Taiwan. The starting salary in the north is simply NT$2,000 higher, even though the work is exactly the same.

5. The system is based on shifts, but whether you actually rotate between morning and evening shifts depends entirely on your store manager.

6. Schedules are set independently by each store manager. Many managers post one day’s schedule at a time, making it impossible for you to plan anything. (How bad is a one-day-at-a-time schedule? You may have the day off today but not find out until the evening that you also have the next day off. Even if you could make a last-minute plan to go out, you cannot. You may not know what time your shift starts the next day until you are about to go to bed.)

7. Regarding days off, store managers should generally let you request the days you want. If you genuinely have something to attend to, they should still let you take the day off. However, if you choose to let the store manager arrange your days off, whether you get a reasonable schedule depends on the manager’s conscience. Some managers make you work continuously up to the legal limit before giving you a day off.

8. There is no end to inventory counts: daily counts, weekly counts, monthly counts, as well as midyear and year-end counts. The fewer the items, the more frequent the count; conversely, the more items there are, the less frequent it is. Monthly counts are absurdly thorough—even the number of tissues has to be counted. During the midyear and year-end counts, machines and cash must also be counted, and personnel from other stores or headquarters must recount everything to confirm that the inventory is correct. It is normal to finish at daybreak and then go home.

9. The end of the month is very busy. In addition to conducting the monthly inventory and organizing and submitting the day’s revenue, you also have to replace promotional materials or menu light panels and update the POS system’s data. Of course, anything that goes beyond your scheduled end time is your own problem.

10. Employee turnover is very high, so you have to repeatedly train new employees. (The shortest-lived new employee I encountered worked for only four hours and then never came back.)

11. After handing over a task, some trainers may become very irritable and impatient with new employees. (As a manager, this makes you even more exhausted: you have to deal with and calm both sides, and new employees can easily say they want to resign because of this.)

12. Like many companies, whenever a message comes through on LINE, you have to deal with it even when you are on leave or off duty. You never really know whether you are considered to be on leave.

13. Shipments, ingredients, and supplies all come from different vendors, and each vendor has a different order cutoff time (after which orders cannot be placed). The items are varied, and product names do not necessarily match the names actually used in the store. They also do not care whether you are working, off duty, or on leave; as long as it is before the time you are responsible for, you have to place the orders. If incorrect ordering causes a stockout or an overflowing warehouse, you will suffer the consequences. In Taipei, there are more stores, so it is easier to borrow or transfer stock. Stores in central and southern Taiwan are extremely far apart, and a single trip can easily take 30–40 minutes or more.

None

There used to be two bonuses a year, but now there’s only the year-end bonus and no mid-year bonus. It’s not like the company didn’t make money, yet they’re reluctant to give out even the bonuses.

Full-time employees work like dogs, and their overtime pay is even worse than that of part-time workers.

Full-time employees get unlimited meals (after working for over a year, you definitely won’t want to eat them anymore).

You’re responsible for getting the job done, so they’ll squeeze as many hours out of you as they can.

Full-time employees work 9 hours a day, including a 1-hour break.

Except at the training store, I never had a day off.

The evaluations for job-level advancement are also predetermined.

Only part-timers might want to consider taking them.

Remember, don’t learn too many workstations; otherwise, it’s common to be made to do the work of three people by yourself.

If you react to this, they’ll say that all service-industry jobs are like this.

You’re expected to be understanding～～～～

All the employees, except for the female supervisor, were friendly and welcoming.

The bespectacled female assistant manager—or perhaps store manager—still had an air of superiority. After the interview, I decided not to take the job.

When I visited as a customer, I saw her express dissatisfaction toward a new employee with a tsk sound and facial expression. I felt fortunate not to have worked there; it seemed that the new employee would be bullied by her, especially if the employee was a woman.

MOS Burger Yongning Branch.

The colleagues are nice; everyone seems to enjoy themselves in their own little world, even in the activity hell.

There are surprisingly many people who go to the nearby Erawan Shrine to pray for smooth work........

Overall, it is a traditional company where people can coast until retirement. Department employees are all caught in a state of being blindly busy, confused, and at a loss.

Blindly busy and lost in decisions where they are very busy yet completely unaware of the actual goals.

They fantasize about making a lot of money from the brand while also hoping to invest zero cost or take zero risk.

Managers are conservative and inflexible. They ask for a pile of reports and proposals, then reject them or provide no response.

The company is like an ancient clock, letting a strange, meaningless 3 p.m. health exercise dictate everyone's life.

When applying for a specialist position, it’s great that there’s only one interview round to decide whether you’re hired or not.

I had to wait a really long time for the manager to arrive during the interview. The meeting waiting room was very small and quite basic.

I had to fill out quite a lot of EQ or IQ questions that seemed like something you’d only see when applying for an operator position, which I found boring.

In terms of overall benefits for part-time workers, they’re fairly good.

In 2017, the hourly wage was 133.

This year, 2018, it is 138—only a slight increase.

Some items on the employee meal menu are half price.

Break times during work are as follows:

For shifts of 4 hours or more, there is a 0.5-hour break.

For shifts exceeding 8 hours, there is a 1-hour break.

Basically, part-time workers are not scheduled for more than 8 hours,

unless you tell the store manager that you want to earn more money. The manager will assign shifts depending on the circumstances, your performance, and your abilities.

The prerequisite is still that the store manager agrees.

Part-time workers are entitled to paid annual leave after completing three months.

For example, I resigned after working for a year, and three months later the payment for my unused annual leave was transferred to me—more than 7,000 in total.

In terms of the benefits system for part-time workers, it is fairly comprehensive.

(The following is hearsay, because I only worked there as a part-time employee.)

For full-time employees, the salary in 2018 was 27,100 (I’ve forgotten whether this included the perfect-attendance bonus).

There was also a 200-per-day employee meal allowance (you could only eat items from the restaurant, and had to log in on the computer).

There was an annual performance review, and two year-end bonuses each year (one mid-year and one at year-end; this is basically how Japanese companies operate).

Employee trips and paid annual leave were generally provided.

I also heard that some employees got to visit Japan for observation and training (hearsay).

There is a comprehensive training program.

I heard that your pay increases after completing the training (covering things such as standard burger weights, standard procedures for maintaining cleanliness, and so on).

P.S. The store environment and atmosphere at work depend on the store manager.

Some store managers organize simple staff gatherings.

The work environment still depends on the store LEADER.

If the person in charge doesn’t manage things, they really don’t manage things, to the point that part-time and full-time staff at the store have no sense of cohesion.

This depends somewhat on the individual, but I think it can be included as a disadvantage because it is also an important reason customers complain:

“Almost everything is made to order.”

As a result, service is relatively slow, and customers may get angry with you.

There are some details that I’m not sure count as disadvantages, but I imagine every large chain faces them:

inspections by supervisors,

as well as MOS’s own in-store quality inspection department.

Therefore, you have to constantly pay attention to controlling the ingredients.

New employees may feel that throwing things away is wasteful when they first start,

but after working there for a while, you get used to throwing them away.

You ask whether the things we throw away can still be eaten?

Basically, items are discarded simply because they have exceeded MOS’s required freshness time, but they are generally not spoiled.

MOS’s requirements are just stricter than those commonly used elsewhere.

Can they be eaten?

This still depends on the store manager...

The company regulations say this:

If you ask the store manager, they will still answer: “No, it must be thrown away immediately.”

Basically, as long as you don’t sell spoiled food to customers, there won’t be any major problems.

Some former colleagues might ask, “What about changing the labels?”

I won’t discuss that further here, because almost everyone who has worked at MOS knows about it.

A standard exploitative company. It’s relatively okay for part-time workers—the benefits they should receive are still provided. However, it treats full-time employees terribly, being harsh and exploitative. There simply aren’t enough staff, and the training system is also problematic! As a result, the products keep getting worse; it’s common knowledge that MOS Burger’s quality has been declining.