三井資訊股份有限公司

Close to the train station

This is a family business full of older employees. The senior management is basically all from the family, and the annual outstanding employee award also goes to someone from the family. Don’t come here expecting a promotion or a raise, or you’ll work yourself to death! Some managers here are parachuted in mainly because they know the owner; they talk about how capable they are and then get brought into the company as managers. As a result, when subordinates leave, the company also assumes it’s the subordinates’ problem! Not a place to stay long-term... The main points are that the pay is very low and there are lots of miscellaneous tasks, haha.

For people living in Taoyuan, this location is closer than commuting to work in Taipei.

This company is extremely fond of making empty promises. The salary they promised initially is reduced once you actually start working, with the excuse that it will return to the original agreed amount after the probationary period. Even after you pass probation, they still will not restore it, claiming that your performance is below expectations and refusing to adjust it. The funniest part is that if your performance really is below expectations, they could simply let you go instead of insisting on keeping you! It is obvious that they are short-staffed but do not want to pay the salary they actually agreed to. This is also a family-run business with almost no rules: what you do today may not be what you are expected to do tomorrow, and the policies keep changing constantly, while the salary never increases. They also psychologically manipulate employees... and there are countless other horror stories. Working there is not even as enjoyable as getting a part-time job at the nearby CoCo!

Employee training has to be held in Taoyuan—LOL.

Basically, the previous few comments have already described 90% of the real situation. Aside from sales performance, no matter how capable or hardworking you are in other aspects of work and administrative duties, it all counts for nothing.

Employee training has to be held in Taoyuan—LOL.

Basically, the previous comments have already explained 90% of the real situation. Aside from sales performance, no matter how capable you are or how hard you work on other tasks and administrative duties, it all counts for nothing.

If your colleagues are supportive, you can learn a lot from them.

I work in retail sales.

First of all, this is a family business. The supervisors, managers, and so on above you are basically all parachuted-in outsiders. They come to inspect the store as if they were visiting their own home—touch a pane of glass, say that it’s filthy, and tell the part-time worker to wipe it immediately. As the “hygiene monitor,” I’m sure you know what I mean.

Secondly, the company does not comply with the Labor Standards Act. Everyone is required to arrive half an hour early to clean and hold a morning meeting, and at closing, we have to wait until all customers have left, finish the checkout, and complete the cleaning. That would all be fine if there were overtime pay—but there isn’t! During the one-hour lunch break, you have to be ready to deal with customers at any time, so you can’t even eat properly. Then they make up excuses like, “If there are no customers, you’re resting anyway,” just to brush it off. The store even posts a notice saying that the company provides a normal lunch break in accordance with the Labor Standards Act. It’s obviously posted for labor inspectors to see—it’s an absolute joke. The Ministry of Labor’s system for checking businesses and employers violating labor laws can find plenty of cases, and there are countless more that haven’t been found.

Then there’s the store supervisor. During the interview, HR said, “This supervisor may be a little serious.” That was incredibly superficial—it’s actually a full-blown case of self-importance. The first thing he said when we met was, “Do you know who I am?” Wow, what an impressive display of authority. But that wasn’t all: other colleagues were assigned to teach me everything about the work environment, the department’s duties, and the training. Whenever I encountered something I didn’t understand and went directly to him, all he could say was, “I don’t know,” or “Go ask XXX.” Every day before work, he made everyone stand in a line and lectured us—not motivational speeches, but personal attacks. Before leaving, he would bring up the day’s sales report, see how much each person had sold, and berate us one by one for selling so little. Meanwhile, he himself just sat around in the back during work. He would even openly berate you in front of customers, showing absolutely no respect. If he had provided guidance several times and I still couldn’t do it, then that would be my problem. But this store manager simply never provides guidance; he only looks at the KPIs, and if they aren’t met, he unleashes a barrage of profanity. He also asks things like, “How much are you going to sell today?” and makes people set their own targets, only to berate them again at the end of the day if they fail to meet them. Why don’t you predict how many customers will come in today, then? Anyone assigned to a supervisor like you is truly unlucky.

All I can say is that there’s a reason the turnover rate is so high at a store with so many self-important people.

1. The company delegates its business model to a certain extent. The management style of store staff is primarily determined by the store manager. At stores with good performance, employees who know how to be self-disciplined can enjoy greater freedom.

2. Nothing.

1. Monthly salary fluctuations may be as high as 10%. Gas station employees may even have more stable incomes than you do. Any salary above the minimum wage comes from overtime, and the salary calculation method is extremely calculating. When there are fewer days off in a given month, the overtime pay is naturally lower. There is no fixed base salary. This year, the professional bonus was also canceled, which is the clearest indication that the company does not care about employees’ professionalism.

2. Good performance earns you various freedoms, while poor performance leads to all kinds of employee reviews. The reviews would be tolerable on their own, but you can easily encounter excessive supervision. Supervisors like to use remote video footage to make sweeping interpretations of employees’ behavior.

3. From area managers upward, superiors have no management ability to speak of—or perhaps they try to manage too much, making it impossible to implement management effectively. When lower-level employees make mistakes, they are also the first to be criticized. These superiors do not understand the meaning of leading by example.

4. The training system is extremely poor. When newcomers join, unless they know how to let experienced employees take credit for sales, have a certain foundation in 3C knowledge, and can sell products, they can hardly survive. Experienced employees are unwilling to teach because newcomers may take away their sales. How much of the training system assigned by superiors actually consists of preparing materials merely to show the superiors? In reality, training is not implemented at all.

5. Becoming a store manager or reserve manager does not necessarily mean a promotion or pay raise. When performance is poor or during the off-season, there are still no bonuses to collect. Those responsible bear a pile of burdens but can only receive the base salary. Every year, people leave store manager positions, and upper management does not care. Employees below are afraid to seek promotion because they would have to shoulder all kinds of chaotic responsibilities, as well as manage personnel and accounts. Who could put up with that?

1. There isn't much to do at work.

2. Resigning is very easy.

1. You end up doing the tasks others don't want to do, such as taking out the trash and cleaning. However, if your sales performance is worse than others', the company still considers you someone who should be eliminated.

2. The company judges you solely by what your supervisor says about you. Whether you are favored or disliked depends entirely on your sales performance.

3. There is no comprehensive training, and practices vary from store to store. You are expected to already possess all the necessary product knowledge and sales skills.

4. If the regional manager takes a dislike to you, they may openly tell you that you will be dismissed and give you advance notice and wages, while ignoring the employee's wishes. This is a serious point of contention.

The junior manager seemed quite sincere, which is a shame.

(Summary: I was ultimately offered the job, but I didn’t take it.)

Interviewed on 9/18. The whole process was fairly okay. On 9/28, I received a “verbal offer” by phone and was told that it would take a few days to complete the procedures, so I was asked to wait patiently and would later receive a formal written offer letter. By 10/5, I felt that something was strange, so I called to ask. HR said the manager had not even started the process yet == (shocked +1). That evening, the junior manager called and asked me to provide more work samples (the manager above them wanted to review them) before they could decide whether to hire me. Then why did you notify me on 9/28 in the first place? I had already turned down several other companies for this job, and the process was seriously problematic! After I sent the work samples on 10/7, they messaged me on 10/8 to confirm that everything was okay. Then I was hired—but my salary was slashed substantially! I think this was really terrible. Either issue the written offer from the beginning and tell me how much my salary would be cut, or, after reviewing the work samples, issue an offer based on my original salary expectation. They took the long way around, wasted everyone’s time, and are a crappy company. Not recommended!

The colleagues are nice.

If you don't meet the targets, you only get the statutory minimum wage. You work full-time every day, and when calculated, the pay is worse than working as a security guard. The parachuted-in district supervisor has poor information skills and only knows how to make others do good work for him to take credit for. He also wants people to change their LINE nicknames to his Chinese name. I don't know whether he doesn't realize people can change it themselves or is just too lazy to do it.

None

Family-owned business. Officially, there are break times, but in reality, as long as there are customers, you simply have no way to take a break. Supervisors will even spout nonsense that you are resting as long as there are no customers. Some long-serving supervisors have an extremely poor attitude toward people, only brag about their past experience, and treat you like a dog.

None

They give you lots of hope during the interview

but lots of disappointment when notifying you

None

Perpetually open position

There are violations of the Labor Standards Act～This information isn't shown here (?)

None

A billion-year job opening