友暉企業有限公司

(1) Work in an air-conditioned environment, without having to go outside and be exposed to the sun and rain

(2) As stated above, taking leave really is very easy, with few restrictions

As a newly resigned manufacturing section manager, I would like to offer a little advice to those who are seriously considering interviewing for the section manager position. I believe there are many people more capable than I am, but the following points are provided for reference.

(1) This company is simply a contract manufacturing factory. Since it only provides contract manufacturing, its nature is to help with assembly when assembly is needed, help with testing when testing is needed, and help with dispensing glue when dispensing is needed. As a result, the company produces many different types of products, with very little connection between them. Production control scheduling is also strange and often changed on a whim (of course, it may be due to temporary customer requests). Consequently, things prepared the day before are often completely changed the next day, and production switches to another product. In short, it is very chaotic.

(2) As the previous reviewer stated, and as my own private inquiries confirmed, the figures match: eight section managers were replaced in 2018 alone. The subsequent section managers also lasted only a very short time—so short that the team leaders and line staff could hardly remember them. According to a senior employee who has worked there for more than ten years, he has seen at least 20 to 30 section managers.

Because of this, the line staff also think, “This section manager won’t be here for long anyway, so we only need to pay lip service to what they say.” Some people cannot be directed, or when certain people are assigned certain tasks, they refuse because the tasks require overtime. They demand that someone else be assigned instead and say they themselves do not want to work overtime. Some even directly say, “I don’t know how to do that testing,” and have no intention of learning. Since everyone earns about the same, they only want to do the easy tasks.

There was even an incident in which a product needed welding (a very simple task), but there was no separate welding allowance. The person assigned simply said, “There’s no allowance, so I’m not doing it.” If you were the section manager, how would you handle that?

In addition, the line staff treat the section manager like an assistant. The section manager is often asked to carry this or move that, with no sign of embarrassment whatsoever.

(3) The most serious problem is production control itself. The woman in this role has the title of production controller, but in reality she is the “supervisor of the production control line.” She is very forceful about everything. If you do anything that does not conform to her wishes, “it is simply wrong.” You must not disagree with her. If you make even a small mistake (please note, this applies even to newly hired section managers!), she will go and tell the boss. Therefore, “you must not make mistakes!” I learned that previous section managers were “almost all driven out by her.” She treats the section manager the same way; it feels as if she is the section manager’s supervisor. I do not even know how many disadvantages I suffered behind the scenes.

Returning to point 1: because some schedules are strange, unfinished work means overtime. Leaving early once or twice occasionally is not a problem, but if the line staff are still working overtime and you leave first, you will be accused of “not caring whether they live or die.”

By the way, sometimes Saturday overtime is also required! Anyone interviewing for the section manager position should pay attention to whether they can accommodate Saturday work.

I regret not seeing the previous person’s post before starting work, so I am posting my own small observations. Some people may think I am a competitor trying to smear the company. That is fine—I am simply telling the truth, and everyone is free to believe it or not.

I believe many more outstanding and capable people will apply for interviews. However, friends, if you are confident that you can handle the three points above and have enough of the “eight characters,” you are welcome to take on the challenge.

Basically, you can think about this: why would a company recruit a section manager from outside and parachute them into the unit instead of promoting someone internally? Is there no suitable person, or does no one actually want to do it?

Also, during the interview, if the boss hires you on the spot and even adds several thousand to the salary figure you proposed, there is probably something suspicious behind it.

It is simple: people leave too quickly.

I hope my small opinion can help you.

1:Freedom without leave-request restrictions

2:No restrictions on process applications

1:Operator/process engineer salaries, as shown at the URL

https://drive.google.com/open?id=16i_sT15kzsO69hcaJ4hdKmTUZV2ORrIk

2:The boss is emotional at work, while supervisors read novels during working hours and shift responsibility to others, as shown in the video/audio file

https://www.youtube.com/watch?v=xNFwqpCLB7c

The above includes images and videos showing the truth

1:Operators listen and do as instructed; indirect staff pass the blame whenever possible, and when they cannot, they see who will be unlucky. Turnover is very high—in 2018 alone, eight manufacturing department managers came and went.

2:Some supervisors surf the internet at work and only immediately report matters when the boss arrives. I think the boss turns a blind eye as well.