HR is constantly hiring, but people can't be retained, and they keep doing pointless busywork.
They only treat recruitment as a KPI.
A company you should not join.
Don't go, don't apply, and don't interview either, to avoid being harmed physically, mentally, and emotionally.
Being one minute late results in an hour's deduction.
They keep emphasizing this point about employees. Overall, this company just keeps hiring, because hiring is HR's KPI.
The company doesn't even know what kind of talent it needs. It's completely incompetent.
They hired a bunch of students, but they aren't productive at all.
They expect full-time employees to manage the students' working hours, but students' schedules are fundamentally different from those of full-time employees. How are full-time employees supposed to manage them...?
The office and the building’s decor are pretty good.
They’re not even sure what kind of person they’re looking for. Maybe they’ve been interviewing so many people that they’ve lost their heads. You might as well not come and waste your time interviewing.
In terms of salary and benefits, among companies in Neihu, it can only be considered among the worst. However, at least there have been no known cases of the company being unable to pay salaries. (The only positive point is that after completing one year of employment, employees receive 10 days of paid leave, which is better than the statutory requirement. In practice, however, most people discover the true situation and resign before completing a year.)
The office environment is fairly good for a small company. The workstations are spacious, and the break area has a coffee machine, water dispenser, and refrigerator. There is also a beer machine that some people may enjoy (beer is provided during the summer).
The company has accumulated many internal problems and outdated practices, affecting its structure, systems, and fundamental principles. These issues are largely caused by management misusing senior executives, failing to clearly assign authority and responsibility, making arbitrary and changeable decisions, being prone to anger, and governing by slogans without providing genuine value. (Although the company presents itself externally as a general technology enterprise under labels such as ESG or Energy SI, in reality it is entirely a traditional Taiwanese manufacturing company.) Because of these various problems, communication both vertically and horizontally is highly obstructed and inefficient. There is also a significant generation gap among members of management, along with frequent ineffective communication and inefficient operations.
As a result, the workload constantly increases whenever management comes up with new ideas on a whim, without adjusting resources such as staffing or time accordingly. Daily working hours are therefore quite long, and employees are still required to work overtime using their own time after work and on holidays. In addition, the company uses internal rules and its HRM system to circumvent the Labor Standards Act’s overtime provisions: overtime only counts, and can only be converted into compensatory leave, if an employee works at least 1.5 hours of overtime and obtains supervisor approval.
This type of company is relatively suitable for employees who are more willing to accept a subservient role. It is less suitable for those who have their own ideas or hope to develop, receive promotions, or accumulate experience and qualifications within the company. As a result, the turnover rate among newly hired employees is extremely high. Apart from a very small number of senior employees who have stayed for more than 10 years and can tolerate the systems and management, most employees resign within a few weeks or six months of joining. (Annual turnover exceeds 40 employees, while the Taiwan company has only around 50 employees.)
None
High turnover, largely related to department managers
The interviewers were courteous.
1. During the interview, the HR manager directly stated that the company does not pay overtime, offering only compensatory leave. This clearly violates the legal requirement under the Labor Standards Act that employees may not be forced to take compensatory leave.
2. Even though a résumé had already been provided, I was still required to handwrite the company’s résumé form. It was likewise an outdated form that asked for a lot of private, non-work-related personal information.