煙波大飯店股份有限公司

The only advantage might be that the pay is slightly higher compared with other companies in the same industry?

No systems, no logic, senior managers do not resolve conflicts among their subordinates, severe internal friction, a lack of respect for professional expertise, intrusive marketing, wanting five-star results while providing a two-star budget, always settling for having something before striving for excellence (though it seems there is never a next step).

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The manager is incompetent; there is no need to waste time interviewing.

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No systems or procedures, poor benefits

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They would rather spend a large amount of money placing ads in magazines to influence public opinion and writing articles to enhance the company’s image than invest the funds in their employees, which is disheartening.

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1. Poor benefits

2. A culture of clinging to powerful connections is prevalent in the company

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1. Whenever there is a problem, no manager provides solutions or suggestions; they only sway opinions and blindly shift the blame onto senior employees.

2. After dedicating yourself for many years, you are only pressured and exploited for all kinds of different reasons, with the sole purpose of avoiding paying retirement benefits.

3. What qualifications do incompetent managers have to evaluate employees’ performance?

I’m talking about you! Manager X!!!!

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A unit in this hotel has long allowed employees with the title of senior specialist to independently interview new employees.

They can have the privilege of flexible working hours and can alter the promotion list in the system to put themselves on it. Yes! She is now a section manager.

Employees who can talk back to their supervisors.

Attendance is submitted separately to the unit's top supervisor for approval (but this person has the top supervisor's approval password and personal seal—so can they approve their own leave?)

When work is reported truthfully to the top supervisor, the only response is, “What do you think? What ideas do you have!!!” They do not help think of solutions.

They will also bypass you and ask the vendor to confirm whether what the vendor says differs in any way from what you told them! Truly disrespectful.

The number of people who have resigned from this unit under this top supervisor over the past two years:

Senior managers: 2

Managers: 11

Assistant managers: 6

Section managers: 10

Senior specialists: 5

Watching supervisors and subordinates make a mess of things while rumors spread throughout the company, yet the boss does nothing!!

Since the head of this department took office, nearly 20 managers at the manager level or above have been replaced. Whose problem is it, exactly!!

I completely agree with what the person above wrote—when the commander is incompetent, the entire army suffers.

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1. Favoring the boss’s protégés and riding on their coattails; the year-end bonus never ends.

2. Supervisors talk big and keep getting promoted.

3. Responsibilities and authority are unclear, making it easy to shift the blame when something goes wrong.

The building is sturdy and will not collapse in an earthquake.

1. The department supervisors have serious problems, especially in the Administration Department.

2. There are numerous labor disputes, and they only know how to evade responsibility.

3. The supervisors’ professionalism needs improvement.

The only advantage: the year-end bonus

After becoming a full-time employee, taking a 30-minute break to eat lunch is impossible—just keep dreaming.

Work efficiency is held to very strict standards, but no one cares whether employees get to rest and eat.

In the end, it can only be described with an idiom:

When the generals are incompetent, the soldiers are worked to death.

1. Stable salary, and the year-end bonus is quite good for this type of business (2–3 months).

2. The company has systems in place; for hotel and food-service businesses, it is relatively well-organized.

3. Time passes very quickly at work. You keep handling one task after another, and another month has gone by!!

4. Before I knew it, I had been working there for more than two years~~~

5. Basically, it is a good company; it is just that a small number of people mess things up and damage the company’s reputation.

1. The quality of the managers assigned by the company affects the overall work.

2. When a subordinate makes a mistake, the manager, as the supervisor, bears joint responsibility and receives twice the penalty.

Example: If a subordinate receives one minor demerit for a mistake, the manager receives two minor demerits for joint responsibility.

3. Any minor mistake... will result in disciplinary action (warnings, reprimands, minor demerits... all of these are possible).

Example: A typo in an English word in an internally circulated document, or failing to reply to an email within the required time.

4. Staffing is extremely lean, so you have an endless amount of work every day.

5. You watch managers and subordinates make a mess of things, and rumors spread throughout the company, yet the boss does nothing.

6. Since the senior manager of that department took office, nearly 20 managers at the assistant-manager level or above have been replaced. Whose problem is it, exactly?

7. The department that is notoriously short of both managers and staff—you’ll know which one it is if you look into it...

8. Everyone in the industry knows about it, so they have no choice but to recruit from other industries to fill the positions. But switching industries is like being separated by a mountain!!!

9. This manager is highly favored by the boss’s wife, but achieves their goals by exploiting subordinates~ Keep up the good work!!!

10. I hope everyone avoids joining this department. A former employee’s advice...

11. The other departments are basically okay, but as for the department I personally worked in, sigh... leaving was the right choice!!!

No three-festival bonuses; there are three-festival member points.

1. The staff meals are not tasty. I have even been served spoiled food and undercooked meat, which I immediately spat out.

2. There is no comprehensive training program. The Guest Services Department requires rotation, and those assigned to the Reservations team are especially unlucky. The supervisor would close the door and yell indiscriminately, favoring obedient and senior employees. After the system was changed, multiple versions of the SOP were provided; anything that did not match the understanding of the senior colleague on duty was deemed an error. Other people’s mistakes were counted against me, as were mistakes caused by incorrect instructions from senior colleagues. There was also no evaluation system at all during the probationary period—it was terrifying. The supervisor even wrote false statements to force people to resign or accept demotion. New employees were also required not to report overtime. Every day, we were required to arrive 10 minutes early; overtime had to be requested personally, and if we did not report it—or if we clocked in at 58, 59, or 40 minutes—we were expected to clock in and continue working…

3. After reporting the bullying to the Human Resources Department, the supervisor who bullied me faced no disciplinary action. Instead, I was told to take the blame and resign. All disciplinary and performance evaluations were signed by the supervisor and HR themselves; I never saw them… When I asked to see them and requested an investigation, everything was refused. This method was extremely malicious…

4. I switched jobs without seeing the experiences of former employees, only to find out that this company was so unacceptable…. They also directly covered up the fact that employees were being bullied. Fortunately, I filed a complaint with a government agency.

I strongly do not recommend working for this company…

By someone who was bullied into resigning from the Tainan branch

At year-end, if your performance rating is normal, the bonus is calculated based on the group’s overall performance and announced; you can receive the equivalent of 2–3 months’ salary.

However, it is calculated based on your base salary and paid in two installments (before the Lunar New Year and in mid-April).

They very much like employees who obey instructions; as long as you are obedient, your performance rating will be normal.

However, obedient employees are held responsible when they make mistakes—even when the mistake involves carrying out an erroneous decision.

Supervisors do not follow the performance evaluation system; they give whatever rating they want, with no channel or opportunity for appeal.

They impose disciplinary action whenever they want; the disciplinary action is decided first and the justification is constructed afterward.

Pay salaries on time.

1. Year-end bonuses are calculated based on base salary.

2. The promotion and salary increase process takes three months to take effect.

3. Employees in housekeeping and food and beverage departments can usually only look on while others enjoy the company trips.

4. There have been no year-end parties in recent years, and even the spring banquet requires the employee welfare committee to find vendors to sponsor gifts and ask various departments to perform on stage.

5. Year-end bonuses are issued uniformly across all properties. Properties that did not make money and properties that made money while overworking their employees all receive the same year-end bonus.

6. Senior executives show considerable disrespect for professionals. They only want employees who obey rather than employees who get things done.

7. Front-line departments are severely understaffed. Even when fully staffed, there still are not enough people because management focuses only on headcount numbers and disregards the fact that the equipment and conditions differ from property to property.

8. There is no comprehensive training or system. What exists is merely for show and to get by, which is quite poor for a chain operation.

9. Every month, there are three days of all-supervisor meetings (forums), but they have no topic or purpose. Under the pretext of sharing what happened at work, attendees do everything they can to go through the motions or muddle through with pointless speeches.

10. The workload and salary of front-line employees’ supervisors are absolutely disproportionate.

There is an annual bonus

Clothes are sent out for cleaning

Comprehensive benefits

Severe understaffing and "very severe" overtime work

Everyone only looks after their own responsibilities

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After you join:

1. Please don’t use compensatory leave when taking sick leave (otherwise, after you resign, you won’t receive half pay).

2. Before resigning, don’t rush to leave. Make sure you understand your rights (overtime-compensation hours and how your final pay is calculated).

3. Remember to write your name and the date on any documents you sign.

4. Before resigning, when submitting documents to the head office, remember to make a copy first (otherwise, they may fill them in internally themselves).

5. The more expectations they give you, the more you should just listen and take it with a grain of salt.

6. Keep track of your own hours. Otherwise, if they deduct an extra one or two hours, you won’t know.

Those thinking of joining, think it over carefully. by Someone who’s been there, at a branch near Hsinchu Big City

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The salary listed on 104 is NT$24K–34K, but during the actual interview, it didn’t even reach NT$30K (despite having more than two years of relevant experience). It felt pretty ridiculous.