日本NEC集團_統智科技股份有限公司

The welfare committee is pretty good.

1. It is said to be about individual performance on the surface, but in reality it is not; instead, it is a competition among peers.

2. Bullying among colleagues, forming a small clique that excludes others.

There are many holidays

At a company gathering in early July this year, my colleague was subjected to inappropriate physical contact by someone from the company. She immediately felt uncomfortable and frightened. Afterwards, she formally reported the incident to her supervisor in accordance with company procedures and fully cooperated with three interviews (with her department supervisor, the legal department, and an external lawyer).

However, the company ultimately closed the case citing “insufficient evidence.” Even the fact that the person responsible had proactively sent her a message apologizing was deemed inadmissible as valid evidence. Throughout the investigation, she was forced to repeatedly recount the details of the incident, resulting in prolonged insomnia and low mood, with a clear impact on her work.

Even more confusingly, the investigation report initially required her to submit an additional application form, but later said this was unnecessary. The report was only formally provided a week later, after repeated reminders, causing her further psychological stress amid confusion and waiting.

She had originally believed that if she bravely raised the issue, the system would protect her. Instead, the experience left her disappointed—the current procedures not only struggle to protect victims, but may also cause further secondary harm.

This story reminds us that sexual harassment is not an individual problem, but a systemic one; no one should be forced to bear it alone when seeking help.

None

We agreed on a time for a phone call, but no one called when the time came.

I waited over 20 minutes before they replied that something had come up unexpectedly.

Quite disrespectful to job applicants. Think twice.

Look at the unit

Worse than before in every aspect—even the unit managers are jumping ship.

Japanese-style communication; communication from superiors to subordinates tests your ability to endure embarrassment.

Technical outsiders override the experts... Don’t be bluffed during the interview

1. The interviewers were young and seemed easy to get along with.

2. The interview atmosphere was fairly pleasant.

3. They told me very directly that overtime would be required and might continue for a long time, and that they might need someone to put out fires, so they hoped I could get up to speed quickly.

1. I don't know why one of the interviewers (there were two interviewers in total) insisted on asking me questions about using grid layouts, even though I use <div>........ for all my layouts.

2. The HR representative was not very polite.

3. Overtime is required.

4. They did not clearly explain how the manager handles projects or assigns work.

5. To supplement the first point: because I brought a portfolio website, when asking me about grids, the interviewer also asked how many grid cells there were on the website (I was thinking, do I really have to count them....?).

Good working environment, no pressure

The gap between the stated salary increase range and the actual increase is huge.

If this is something that concerns you, please think carefully.

Good company benefits and pay above the average for new hires

A laptop is provided (an overtime-work神器—don't even think about escaping)

Must be willing to work overtime and be on call

Harmonious atmosphere,

Many opportunities for afternoon tea,

A more American-style way of working

Some department PMs never learn to respect professional expertise

Managerial positions are filled by acting appointments year after year, and opportunities are not given to people below; benefits are being reduced year after year

After adding benefits to the salary, the total is generally around 40% higher than at ordinary companies, but it is worth noting that employee welfare subsidies are counted as salary (and are taxable)

Each department has a very different style, and the differences are substantial. A good department takes you to heaven; a bad department keeps you from making it out of the office

The division of responsibilities among PMs/ SAs/ SDs/ PGs is not very clear. Usually, one person has to handle the entire project, from writing the backend to the frontend and preparing the documentation; if an API is needed, you have to write it yourself

The modules provided by Japan basically cannot be modified; you can only grit your teeth and use them

Basically, that’s how it is

Although the company benefits are not as good for newer employees as they are for senior employees, the salary is quite good compared with what is offered elsewhere. However, the lack of clarity regarding managers’ responsibilities is indeed a major concern.

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Comments

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Overall, it is a pretty good company.

The benefits should already be above standard.

There are shortcomings in the management of system development and maintenance projects.

However, every job will naturally have many problems.

You have to be open-minded and accept them.

There are many senior employees worth learning from.

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Benefits

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Excellent! The benefits structure is comprehensive.

New employees receive annual leave in advance (starting from 7 days).

There is also additional welfare leave available (the number of days is being reduced year by year).

Employees who organize their own trips can receive additional subsidies.

Every year, the company provides internal training (courses arranged by the management department) and external training (employees independently find courses they want to take to improve themselves).

The management department takes great care of employees' needs, big and small.

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Problems

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Project manager positions require attention.

The new supervisors (several of them) have not appropriately delegated authority to project managers.

During periods of project confusion, appropriate human resources are often not allocated, resulting in serious overtime.

During stable project periods, functional supervisors occasionally interfere with the project manager's policies.

They may directly instruct engineers without informing the project manager, effectively sidelining them.

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Engineers need to pay attention.

The new supervisors (several of them) often assign tasks at short notice.

Supervisors do not proactively understand the reasons for overtime.

The company's system makes it difficult to communicate about overtime issues.

There is limited tracking of employees' annual leave balances; any remaining leave automatically disappears after the end of the year.