全球傳動科技股份有限公司

Meals provided

There are many issues: the policies are incomplete, the supervisor has poor technical skills and often berates people, and uses seniority to assert authority. They casually threaten to fire people as an excuse. Think carefully before going—before long, there may be another labor dispute.

The workload is not heavy, so it’s a good place to coast.

The technology is repetitive, but practice makes perfect.

Senior employees mentor newcomers; experienced colleagues guide juniors.

Revenue is unstable and declining year by year.

The technology is monotonous, and its applications are niche.

Seniority is valued over ability, and there are many cliques.

The boss likes to show off and pretend to be something he’s not.

The supervisor says he can do everything; he learned all of this in school before.

The supervisor has no real expertise, yet loves to put on an act. He always wants to use the pretext of discussion to learn things on the sly.

No pros

Not suitable for an internship; there’s not much technical content. Don’t waste your time

I honestly can't think of any advantages.

If you're a philanthropist who doesn't mind not receiving bonuses, being paid a low salary, and even having your pay issued incorrectly, you can join.

I absolutely do not recommend joining.

A restaurant that treats its employees like disposable chopsticks.

Key points:

1. It is a traditional industry, not a tech company.

2. The salary offer is very low—NT$5,000–10,000 less than the industry average—and paychecks may even be issued incorrectly.

3. Salary increases are small and not provided consistently.

4. Overtime pay is not provided (Labor Bureau, please come investigate).

5. Sales bonuses are not paid on time and are delayed by at least six months. Even when they are paid, the system is not transparent.

During the interview, HR said the bonus was 0.8%, but the final amount received may be less than 0.08%.

So take what they say with a grain of salt. As for bonuses under other categories, you basically won't receive them at all.

A certain senior manager surnamed Li in the overseas department once said: “Bonuses are not regular wages, so the company is not necessarily obligated to pay them.”

After reading this, are you sure you still want to join?

6. Performance reviews:

Performance ratings rotate every year, without considering your ability or contributions. If you are assigned rating B this year, you are simply less fortunate and will receive a smaller year-end bonus than those rated A.

7. Managers and colleagues:

Whether in the office or on-site, this company's culture is to bully and exploit new employees. Managers will single people out to bully.

For example, they may ask you to prepare a market report on Friday and want it by the following Monday, effectively requiring you to work over the weekend.

Or they may demand that you cooperate with overtime; otherwise, they will definitely call you in for a meeting the next day. There have been colleagues who worked overtime until 10 p.m.

Alternatively, they may routinely assign tasks at the last 15 minutes before the end of the workday.

As for colleagues, there are plenty of two-faced people, people with extremely poor emotional self-control, and colleagues who simply go whichever way the wind blows.

The parent and subsidiary companies have the same policies and approach toward employees.

None

Management sees frontline employees as nothing more than Taiwanese laborers, no different from foreign workers.

Foreign workers even receive better benefits than Taiwanese workers: free meals three times a day and free dormitory accommodation.

At this publicly listed company, bonuses are given based entirely on the managers’ moods.

If you don’t grovel and flatter them, you won’t get any bonus at all—not even a cent of the Mid-Autumn Festival bonus.

Even if the company makes money, frontline employees will never get a share of it.

When there isn’t enough work, they tell you to clock out first, then return to your workstation and continue working.

They don’t pay overtime—a very calculating company.

None

Management sees frontline employees as nothing more than Taiwanese laborers, no different from foreign workers.

Foreign workers even receive better benefits than Taiwanese workers: free meals three times a day and free dormitory accommodation.

At this listed company, bonuses are given based on the manager’s mood.

If you don’t grovel and flatter them, you won’t get a share; you don’t even get a cent in Mid-Autumn Festival bonuses.

Even if the company makes money, frontline employees never get a share.

If there isn’t enough work, they tell you to clock out first, then return to your workstation and continue working.

They don’t pay overtime—this is a company that is very good at calculating things to its own advantage.

None

The job opening is always posted—are they looking for someone to interview every week?

Does the PO post a bunch of fake job openings just to advertise?

Even when you arrive at the designated time, you still have to wait outside.

The interview asks a bunch of irrelevant questions.

Why ask so many personal questions—are they just gossiping?

If they’re not hiring, why do they keep inviting people to interview?

Does HR have too much free time? Are they just padding their performance numbers?

During the interview, the department manager was friendly and clearly explained the job requirements.

The job posting stated that the position did not require overseas assignments, but after the interview, I was told that assignments to Asia would be required, wasting both parties’ valuable time.

*Meals provided.

*Plenty of parking spaces for cars and motorcycles.

*Except for on-site production staff, most other positions are under a responsibility-based work system with no overtime pay.

*Performance bonuses depend on the mood of senior management: they pay them when they are happy and do not when they are not.

*If a sales employee resigns, their performance bonus goes to the company instead of being distributed evenly among the other sales employees.

*Sales staff have to do sales assistants’ work, while sales assistants have to do sales staff’s work (this applies to the overseas department; the domestic department is better).

*Every now and then, you are asked to prepare reports. If your supervisor is not satisfied, you have to redo them until they are pleased (the key point is that you have to do them during your own time after work and on days off).

*Overseas exhibitions cannot be claimed as overtime; you can only exchange the hours for compensatory leave, with no additional allowance.

*There is so much work every day that it is impossible to finish it all. Supervisors only say that you lack ability, that you are just busy without being productive, and that you do not know how to allocate your time. They leave as soon as their own workday ends and do not understand why their subordinates are so busy.

*If you encounter a supervisor who only wants to keep their position and does not care whether subordinates sink or swim, it is best not to make mistakes or let them dislike you. There are plenty of ways to force you to resign voluntarily.

Meals provided

A friend went for an interview the day before yesterday, and the salary offered was very low... Being on a responsibility-based system means no overtime pay. Fortunately, he was only there to take a look—another company has already hired him.

I really don't understand how such a large traditional manufacturing company could offer this kind of salary.....Tsk tsk.

No employee outings~ Bonuses for the three major holidays depend on performance

The quality assurance department is great; everyone is very nice, and they still invite me out to eat even after I left.