台灣資服科技股份有限公司

I have been with the company for nearly 3–4 years and have experienced both the previous management system and the current group management system.

The company was incorporated into the Jingcheng Group around the end of 2020, so regarding comments about the company’s management style before December 2020, I suggest that job seekers not use them as a reference. The top executive has also changed, and the system has changed considerably compared with the past. Naturally, the current system is more institutionalized and no longer follows the management style of a past small or medium-sized enterprise. Everything follows the Labor Standards Act and the group’s internal control system, and current benefits have increased significantly compared with the past.

Benefits:

Compared with the past, the company has added birthday leave (to be taken on a selected day within the birthday month), the Jingcheng Baby Fund (with a maximum subsidy of NT$120,000), and a flexible working-hours system, making it easier for employees with families to plan their time and balance work and family responsibilities. However, departments such as customer service need to accommodate clients’ system service hours, so their working hours are separately stipulated.

Training:

The company strongly encourages employees to pursue continuing education. In addition to viewing the courses offered by the group on the system, employees can register to participate with their supervisor’s approval. I also heard that new hires this year receive Hahow student accounts, allowing them to view many courses. (Of course, company-mandated courses must be completed first.) The available courses cover a wide range of topics, including management, finance, marketing, music, data analysis, design, and languages.

The difference I feel most clearly now is in the company’s employee training courses: the group offers diverse and comprehensive courses. If you are someone who hopes to keep improving or pursuing further education, I hope you will come and become my colleague.

Perhaps because we are also in the information services industry, there are now many additional courses on information security, personal data protection, company policies and regulations, technical meetings, and more. We constantly need to absorb information while balancing work and course study, so we need to become time-management masters and plan and arrange our schedules carefully.

Flexible planning of working hours—great!

A member of the Systex Group~~shared resources~ The company is willing to nurture its employees, as long as they are willing to work hard

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They keep asking HR to fire employees who have taken proper leave according to the rules, even though the employees have all provided medical certificates.

The boss’s wife does not understand accounting or human resources.

However, she insists on being consulted about every matter, big or small, and even takes employees’ travel expense invoices home, forgetting to bring them back to the company.

Human resources certainly needs to be handled well, but before the Lunar New Year, they desperately try to get HR to fire employees. That way, they don’t have to pay year-end bonuses!

1. When the manager is absent, this company is very well organized. Management, benefits, salary adjustments, and customer communication are all very good—but then the manager came back.

2. I heard that this company planned to conduct a self-assessment for a public offering (I have already left, so I am not certain), but the company's projects rely on government budgets. One project may be evaluated after 2020; this project accounts for approximately 30% of the company's revenue. However, the manager said that the company might issue stock in the future.

These points may not exactly count as disadvantages, but I will explain my past experience:

1. Handling issues between clients, situations that the teams under your supervision might encounter, and commands issued directly by the company's manager.

2. If you fail to meet the company's manager's requirements, former colleagues told me that, after you leave, your name is often written on a whiteboard to be berated, and problems for which you are not responsible will all be blamed on you.

3. The company's manager once demanded that a system be developed by the next day. The entire team worked overtime until 4 a.m. and finally completed it, but if the system operated less smoothly or a field had a problem, the manager would sarcastically ask whether you had even properly attended elementary school.

4. You make money for the company, but the money belongs to the company's manager. When paying year-end bonuses, the manager says that everyone should work hard for their dreams and ideals. When employee benefits are brought up, the manager says that providing benefits would increase the company's expenses.

5. In a software company, almost every project can earn a profit of more than 50% (putting it tactfully). Regarding the method of calculating the gross margin, the company's manager says that the company is losing money this way and can no longer subsidize employee benefits.

6. According to colleagues who still work at this company, travel-expense applications now require you to consider the distance to the client site. If you can arrive by leaving early, then regardless of what time you leave, you are expected to do so. Only when it is genuinely impossible to make it on time may you take faster transportation. For the return trip, take a bus or the MRT (they do not care what time you get home; you are expected to save the company as much money as possible).

I. Project Manager (PM):

1. Maintenance:

(1) Maintaining the original project is considered your duty, and taking on new projects for the company is also considered your duty. Don't be naive—there will be no salary increase; all of this is simply expected.

2. The company's managers interfere heavily in project management and execution. From system planning and document writing to purchasing gifts and assigning personnel, you must fully comply with the manager's requirements. If the client is dissatisfied, it is considered a problem with the PM's ability.

(1) Hardware:

i. The client wants to purchase item A, but the company's manager believes item A is not good and recommends item B instead. The manager often requires the project manager and sales staff to continue communicating with and persuading the client to buy B.

(2) Software:

i. The price quoted to the client includes multiple estimated items, such as PM hours, SA hours, and programmer hours. However, when the project is actually carried out, the personnel and hours available are less than 10% of the quoted estimate.

ii. It is normal for the company's manager to want to make money, but the estimate for system implementation is calculated based on actual needs. They want the horse to run but do not allow it to eat grass—consider carefully whether you can survive in this environment.

3.

II. Systems Analyst (SA):

1. One person must handle three to four projects (each project costs approximately NT$3–7 million).

2. Taking responsibility for more projects does not mean you will earn more; forget about it. The pay remains the same, and getting a raise is extremely difficult.

3. As in most companies, you are expected to negotiate requirements. If someone else cannot deliver their project, the company will ask you to assist, and you will end up shouldering the responsibility—while your salary remains unchanged.

III. Research and Development Engineer (RD):

1. I did not have much involvement with this department, but its turnover rate is fairly high, possibly because the salaries are simply too low.

2. This department is arguably the most complete part of the company; the company's managers have never interfered with it.

3. You often need to support other projects. To put it nicely, you may hold an R&D title, but you spend most of your time assisting with project development and do not have much time to invest in developing your own technical skills.

IV. Programmer (PG):

1. Each engineer is responsible for maintaining six or seven major systems. In addition, you must work overtime to find time to build systems yourself. Although overtime pay is provided, too many overtime hours will affect your year-end KPI.

2. The company's manager believes that as long as systems are built using the company's architecture, engineers are replaceable: if an engineer stops working, the manager can simply find someone else.

3. If you want to practice and improve your coding skills, you might consider joining. However, in my experience, salary increases and bonuses do not happen.

4. The company's manager often says that the better the system is built, the lower the company's costs will be. This is supposedly for every colleague's dreams, and everyone should work hard for their dreams—in other words, there will be no extra pay.

V. Business Development (BM):

1. Obtain more projects for the company and earn more money. However, the more you do, the more is expected of you. If anything fails to meet the company's manager's requirements, the manager will say your pay should be docked, without considering how much you have done previously.

2. This company has no bonus system. At most, you may receive an additional NT$1,000–2,000 in your year-end bonus.

3. The company's manager often requires sales staff to communicate with clients. If you do it poorly, the manager will immediately berate and insult you.

VI. Business Assistant (BA):

1. This position requires you to know how to write service proposals, project proposals, and deliverable documents for every stage. If it is document-related, it is your responsibility; you are given one example and expected to complete the rest.

2. During the time I worked at this company, I never saw an assistant get promoted. As for the money, of course, no promotion means no raise—think carefully.

3. The company's manager frequently fires people in this position. I once saw three rounds of replacements among five business assistants within six months…

VII. Customer Service (CS):

1. This company works on projects for government agencies. Don't assume that government-agency users speak politely. I once listened in near the customer service department: the phone never stopped ringing, and users would call and start by berating you regardless of the circumstances. Everyone was under tremendous pressure.

2. Customer service staff must travel to client sites to provide training. Everyone must know how to use six or seven systems. As for travel expenses for going out to teach people—don't get your hopes up. Traveling is considered part of the job, so there is no travel allowance.

3. The only advantage of customer service is that most of the time you do not need to work overtime. There is a half-hour flexible window in the work schedule: start half an hour later and leave half an hour later.

VIII. On-site Staff:

1. If you regularly check this company's job openings, you will notice that on-site positions are frequently vacant because the company's manager believes that anyone who is unsuitable should be fired immediately, regardless of how hard they work.

2. Depending on the client, some clients may require on-site staff to assist with many things. However, the company considers on-site staff to be doing nothing as long as they are not handling company matters, and does not regard this work as contributing to long-term project cooperation.

3. On-site salaries for the various projects are not high, but the tasks the company requires you to perform will go far beyond what should reasonably be expected for that salary.

4. If a project is lost, I guess the on-site employee will be the one held responsible, because for now everyone is doing their best to keep the projects going.

These may be situations that occur at ordinary companies as well, so readers should make their own assessment.