力成科技股份有限公司

As long as you know how to flatter the boss, the bonuses, promotions, and overtime pay are all yours!

Whether you have the ability is secondary.

There is an unwritten rule that overtime must extend past 8 p.m. Newcomers may even be reviewed to see whether they have reported their break hours. It is very common to be asked at short notice to work overtime on holidays, and working seven days in a row is considered perfectly normal—but if you do not cooperate, you will be subjected to emotional manipulation.

Senior managers and long-timers like to form cliques, and there are all kinds of sarcastic remarks and gender discrimination.

Be careful when you join: no one will hand over the work to you or provide you with any SOPs.

When it comes to rewards, they say newcomers are not eligible; when there is work to be done, they treat you as if you have ten years of seniority. All they want are obedient people. If you do not comply with the boss’s wishes, they will force you to resign.

Ask around about the turnover rate and you will know. A department with decent pay can be completely wiped out several times.

The exam was very easy.

1. The banner outside said 14:00–14:30, but the security guard said we couldn't enter at 14:00, so it was changed to start at 13:30.

2. After logging in to the website and filling in my personal information, I took the written test and then waited an extremely long time—two and a half hours—for the interview.

3. It was very obvious that some people with connections and former employees were given priority.

4. The interview ended after just a few questions, while other people's interviews took a very long time.

Name? Mode of transportation? Can you only work the morning shift? Reason for leaving your previous job?

They said they would notify me if there was an opening.

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I thought to myself: If there are no morning shifts, then don't post a morning-shift position in the job advertisement.

They didn't explain anything about the shifts, job duties, salary, or anything else.

Only go for the interview if you know someone who works there.

I’ve heard they’re quite generous with bonuses (it depends on who your supervisor is—the MLB team leader at a certain plant is particularly bad).

The process work hours are long, and overtime reports keep getting rejected, so you can’t report overtime. They also say overtime can only be reported after 7:30 p.m.

New hires have to train others even if they haven’t passed their own training.

If the boss takes a dislike to someone, they keep exploiting and pressuring them, which affects the working atmosphere of the entire team.

None

1. The DP and EN stations on the fourth floor of the P9 plant are really awful. There aren't many MEs here. Before another new hire and I joined, there was only one ME per shift, and sometimes one or two foreign workers would help shoulder most of the ME workload. More than a year ago, after the other new hire and I joined, it became two MEs on each of the two day shifts, but the night shift still had only one ME. So staffing is extremely tight, and the managers above aren't capable enough to add more people. There are many machine conversions at the DP station—on average, three to four machines need conversion every day. A major conversion takes two hours, and a minor one takes an hour. The previous MEs would directly leave the conversions to the foreign workers, and when it came to machine repairs, they would only come out of the office to handle them if the foreign workers couldn't fix them. Later, there was only one foreign worker, but the workload increased because machines kept coming in, making conversions and repairs more frequent. Although the EN station doesn't require conversions, the machines are terrible. Whenever all the EN machines are running, you basically may have to remain on standby at the production line all day. It's common to be called to repair a machine halfway through a conversion, and then have two or three more machines needing repair halfway through the repair you were doing. But if you go repair the machines, the conversion will be delayed. At times like this, the entire day is exhausting and extremely tense, yet management above still thinks there is enough manpower and won't hire anyone.

2. Among my coworkers, there are both experienced employees and less experienced ones, but the other new hire and I were the least experienced when we joined at the same time. The coworker paired with the other new hire had been there for four or five years and apparently took it for granted that new hires should do everything first, supposedly so they could learn more and faster. After the new hire had been there for more than half a year and had learned almost everything, that senior coworker still did nothing—neither conversions nor repairs—unless the new hire couldn't handle it, in which case they would come out to help. The coworker paired with me also encountered roughly the same situation as the other new hire at first and often dumped conversions and repairs on me. However, that coworker had only joined three or four months before I did, and their professional ability was seriously inadequate. Whenever a machine required mechanical maintenance, disassembly, or reassembly, or there was a problem with the electrical control wiring or motor drive, they still had to ask me how to repair it. Someone like that even had the nerve to slack off. I tolerated it for more than a year before reporting it to my supervisor. The supervisor asked, “Why didn’t you say anything earlier?” and now wants to brush me off by telling me to prioritize the bigger picture. If I didn’t report it before, aren’t I reporting it to you now? And I still get scolded. Then they talk this nonsense about prioritizing the bigger picture. Does prioritizing the bigger picture mean they won’t deal with my coworker slacking off and refusing to work? The shift supervisor is also the most useless of the four shift supervisors. The supervisors of the other three shifts often complain that my shift supervisor does nothing and hands a pile of machine issues over to other shifts to handle. I often need the supervisor to help me deal with work-related matters, but they don't know how to handle them either and just fob me off. My coworker is useless, the shift supervisor is useless, and the managers above are even more useless.

1. According to HR... you can receive 18 months’ worth of pay

2. Working overtime on holidays is paid at double time (calculated based on your full salary)

3. Year-end bonuses and profit sharing are both calculated based on your full salary

1. The working hours in the manufacturing process are quite long

The person works as a shift equipment engineer at Culture Factory 1. The year-end bonus and profit sharing or other bonuses are among the highest in the Hukou Industrial Park area.

1. You have to buy the tools needed for various repairs yourself. Even a multimeter, crimp terminals, and connectors must be purchased and replaced at your own expense. Sometimes, when PCB cuts are out of specification, you even have to buy sandpaper to grind them down yourself.

2. New employees should be mentally prepared: no matter how well, seriously, or diligently you perform, your performance evaluation will definitely be at the bottom. Supervisors will only say that this does not affect profit sharing, bonuses, or benefits, but seeing the evaluation details and having to make improvement plans is infuriating. If the company does not make up for the shortcomings of new employees, will you be at the bottom of the performance evaluations every year? You initially wanted to devote your passion and effort to the job, but after seeing the evaluation comments, all your enthusiasm was extinguished.

Bonuses are available almost every month, and there are a few more than at other companies.

The year-end bonus is even split into two payments—it seems they’re afraid you’ll leave, so they spread the bonus out so much. With a terrible supervisor, you’ll truly feel like life is worse than death. The training system is poor, so you can only cling to experienced employees and humbly ask questions. It’s also difficult to take leave: they ask a bunch of irrelevant questions, and in the end still require you to switch shifts, make you work extra hours in various ways, and then don’t pay overtime.

Moreover, the production-line staff have a very arrogant attitude. If you don’t curry favor with them, they’ll make things difficult for you, leaving you wondering whether you came to work or to grovel before those “gods.”

The bonuses and dividends are slightly more generous than at ordinary companies. The exterior of the factory looked nice in the later stages... only the exterior.

The company often forces employees to take leave, and deductions are made before they have even received their leave benefits. Nearly all new employees have to take unpaid leave.

The whole company is very chaotic, possibly because mid- and senior-level managers are not fulfilling their functions. Everyone in the company looks as if they have eaten something awful, and departments keep pushing responsibilities onto one another.

It is very LOW and feels a lot like a traditional manufacturing company. Some people (colleagues/managers) like to use petty tactics to teach others a lesson. Work objectives there are all about placating upper management, so you do not accumulate much of value. Before going there, it is best to know someone inside and ask everything clearly before joining. Do not accept ambiguous answers, or you may find that the reality after joining differs from what you imagined by 180,000 miles.

Bonuses, profit sharing, and salary are all paid on the fifth of the month. That should count as a benefit, right?

Performance depends on the department. In the lottery department, if you get a performance score of 1,000, you should go buy a lottery ticket! But don’t buy too many—you can’t be sure that next month your performance won’t end up going to those people who do nothing but lounge around like sloths.

Every company has countless little cliques, but at Powertech, there are several smaller cliques within each little clique. That’s just business as usual! Never trust those people who agree with you and loudly badmouth the managers. They’re usually the ones stabbing you in the back—the kind who will stab you to death. If your mentor’s surname is Chan, transfer to another department as soon as you can.

There are no secrets at this company. If anything stirs, everyone in the entire department will know the next day. If you want to climb the ladder, this place is definitely suitable for honing your ability to navigate office politics. Afterward, no matter which company you jump to, you’ll have a smooth ride everywhere!

The profit sharing and bonuses are pretty good.

The company may seem very people-oriented, but in reality it is just superficial. For example, the rules state that regular day-shift employees cannot work past 9 p.m., but in practice, you have to clock out before 9 p.m. and continue working overtime. You can only report overtime until 9 p.m., regardless of how late you actually work into the night; any additional time is essentially donated to the company!

The base salary is not high, and there is a huge difference between the easier and more demanding departments. Those in the easier departments leave work before 6 p.m. every day, while those in the demanding departments often still have not even reported their overtime after 10 p.m. I recommend asking around before joining, so you do not end up earning less than the former while working harder than the latter.

Overall, compared with other companies, it is relatively law-abiding. It mainly depends on the boss and department you end up with: the good ones are really good, and the bad ones are really bad. As long as your department head isn’t a complete jerk, you generally work normal hours, and any overtime is reported.

There are channels for reporting issues, but in the end, cases are either covered up or simply dropped. Problematic managers remain in place, while only the people under them come and go.

The company benefits are pretty good

You can receive festival vouchers and a birthday voucher as soon as you join

Even if you haven't completed three months, you can still receive the mid-year bonus

Some departments are quite relaxed, but you can keep working overtime

The company recently started rotating audits across four shifts. Some departments have begun infighting. Even if you don't socialize with people, there will still be someone who wants to get rid of you

The benefits are pretty good

The policies are OK

The company itself complies well with the Labor Standards Act

When I was a process engineer in the earlier-stage manufacturing process, I encountered a terrible assistant manager.

He didn’t know how to lead people, and there were also problems with work assignments.

I recommend also interviewing the manager you would be working under during the interview process.

The company itself offers good benefits; it’s just that there is quite a lot of infighting among employees. If you don’t mind that aspect, you can give it a try and work hard! Overall, it’s a pretty good company.