There is a run-down gym
There are routes far from the MRT where you can go for a brisk walk
Managers paint grand but empty promises
Many people are very good at changing faces—one way in front of others and another behind their backs. When they need you, they play the good cop; when you make demands, they play the bad cop
As long as you’re good at bluffing and telling stories, you have a better chance of getting a high rating; those who actually do the work get the scraps
Working until eleven or twelve at night is considered normal and does not count as overtime
They only require that the work be done well. As for the overtime pay you want and what happens to your health, that’s your own problem
1. The company’s buildings are very good; they keep buying land and buildings.
2. They are very good at political maneuvering. Even when they clearly violate the Labor Standards Act, they always manage to make sure there is no record.
1. The salaries they offer employees are very low.
2. There is overtime every week. You also have to attend meetings and connect to the VPN after returning home, but none of this is counted as overtime or paid accordingly.
3. They withhold overtime pay and do not pay it.
4. They do not value talent; people who write C# are sent to write Java.
5. They place importance on people who speak well and are good at giving presentations, while completely ignoring those with a technical background.
6. Even the supervisors’ annual reports to their departments are done sloppily, and the slogans they chant are incomprehensible.
7. If you come here, they really only hope that you know how to use their products; you will not learn much at all.
In this information technology company, as long as you are senior enough, most of the long-serving employees do not have much new ability, but their positions are already secured. The company will neither move them nor pressure them. If you have been there long enough and are still willing to act like a sycophant, you may still have a chance of being promoted.
Regardless of whether you apply to Data Systems or Digiwin:
1. In departments that the company strategically cultivates, whether they perform well or poorly, the money will all go to those departments; other departments should not expect to receive much in bonuses.
2. The company’s money mainly goes to two places: continuously building new office buildings and continuously lining the pockets of the group at the top of the pyramid.
3. The company has a great many managers. Above the director level, they rely on talking; those with the titles of assistant manager or manager are all there to exploit you. They will not give you people or resources, but you still have to finish the work.
4. Whether it is the “new” digital marketing initiative or the listing in the Greater China “hua” region, believe me, it is all for the people at the top of the pyramid to make more money. No one even knows how many shares each of them holds, yet they still managed to bluff Hon Hai into investing.
There is a Taichung office.
There is space to park motorcycles.
If you’re willing, you can develop your skills.
The supervisor said performance rating C is assigned on a rotating basis, so new employees received a C in all four consecutive evaluations.
The total salary increase over two years was only a few hundred dollars.
There is traffic congestion at Dali Bridge during the commute.
If you drive and do not rent a parking space, it is difficult to find parking nearby.
You can slack off and have a great time, but as long as you have even a little sense of responsibility, the work will never end. In any case, when they cannot get the veterans to do something, they assign it to those who do not know how to refuse.
When a senior employee resigns, the remaining new employees are asked to take over their responsibilities, and no replacement is hired.
The overall office environment meets basic standards, and there are parking spaces for scooters.
The company places relatively little importance on its employees. Although its annual revenue is at a certain level, senior management easily pursues overly ambitious ideas, leaving the teams below in chaos (for example, constantly reorganizing departments every year).
Most employees have to work excessive overtime to meet performance targets (for example, holding meetings at 10 p.m. and using tomorrow’s data), yet the company seems completely unaware of it. For fresh graduates, it is still possible to work hard there for a year or two (and learn some things), but it is not recommended for those with five or six years of experience.
The company is very stingy when it comes to employee benefits.
For example:
1. Salaries are relatively low, and bonuses can only be earned through very long working hours (so they are not worthwhile overall).
2. Benefits are below average: there is no particularly good equipment (the gym is also very old and run-down), subsidies are barely acceptable, and the year-end banquet is stingy.
Other benefits are basically nonexistent.
Conclusion: Fresh graduates can actually go there and work hard for a few years. After all, it is a company with some track record in the industry. Staying for at least two years before changing jobs should provide some good options. The benefits are limited to the basic necessities.
As for those with more than five years of work experience, I genuinely do not recommend going there.
There is a swimming pool, and the entire building belongs to this company.
1. Very far from the MRT station
2. During the interview, HR directly asked what working hours I could accept. They also said that sometimes I would need to connect remotely for meetings after going home, and that this would not count as overtime.
3. The salary offered is very low.
4. HR is very good at tricking you into coming for an interview. I originally did not want to go after seeing the comments here, but after going to the interview, I found that discussing the salary really was very disappointing.
5. Formal attire is required at work.
6. The area nearby is very desolate, with hardly anything to eat.
7. The work is very demanding. HR was still contacting me about the interview after seven o’clock.
8. They talk about a bonus system, but it is basically just making empty promises.
The environment is nice (they have their own office building, as well as a swimming pool and spa).
There were 6–10 HR representatives and 5–7 senior managers throughout the interview, showing how seriously they take interviews.
The role is not clearly defined.
The job may really be very demanding (HR always contacted me after 6 p.m., which suggests an overtime culture).
1. The employee benefits are quite good; there are often cookies or food provided by vendors available to eat.
2. Colleagues generally get along well.
1. The salary is too low (even as a department manager, it may only be around 40,000).
2. Connections are more important than performance (there was once a vice president's relative in the department whose performance was quite average, but whose year-end bonus was higher than that of the hardest-working employee in the department).
3. The company is unwilling to hire new employees (I reported the lack of manpower to HR several times, but the department continued with the strange practice of replacing three departing employees with only one hire, resulting in a severe manpower shortage and preventing senior employees from focusing on their own work).
4. There is no overtime pay (there are only more and more tasks every day. It is more practical to leave on time, because there really are not enough people—whether you use the time for self-improvement or exercise).
Note: When I first joined, there really were more people, and the daily workload could be handled. This is not to say that I wanted to slack off;
currently, each person's workload is definitely more than three times what it was, but the number of people leaving is no less considerable.
The environment is pretty good.
Before the interview, applicants are asked to complete a logic test and a personality test, followed by an interview with the supervisor.
What kind of salespeople can you hire for NT$32,000? Would experienced salespeople want to join?
You need to provide your own vehicle, and there is also a possibility of frequent overtime.
They often hold presentation competitions. Do they think employees have nothing to do and need help finding things to do?
The company really makes a lot of money
But it really doesn't give any to its employees https://finance.sina.com.cn/roll/2022-09-05/doc-imizmscv9135629.shtml
Dingxin’s sales work is very suitable for people with the following traits. If you are not one of them, it is recommended that you do not waste your time and subject yourself to emotional harm.
1. People who genuinely do not lack money at home. You not only have to spend money maintaining your car; parking fees and mileage that are not recorded can only come out of your own pocket. You may even be expected to spend money freely treating senior colleagues, secretaries, and clients to meals and drinks. If you do not treat them, you may be considered socially inept and lacking in judgment. If the deal does not receive support, you are on your own.
2. Extremely submissive people—not just 996, but those who expect even longer working hours. You can experience internal company meetings scheduled to begin at 8 or 9 p.m. after work, staying up until 3 a.m. to finish reports, and still being expected to arrive at the company after 8 the next morning, while the company considers this perfectly normal.
3. People who want to be “tempered.” Even if your supervisor shouts at you and verbally attacks you so loudly that the entire building can hear, you can remain unfazed, feel that you are doing great, and maintain your confidence. Many of the people who have become supervisors internally are genuinely very submissive and very willing to endure abuse, so after becoming supervisors, they also make every newcomer undergo this kind of “tempering.”
Other advantages:
1. The company is very famous—famous for being demanding and low-paying. (The company’s money all goes toward constructing buildings and cultivating consultants.)
2. During interviews, the sales manager will make you feel that they are friendly and willing to teach and mentor people. You can learn that salespeople act one way in front of others and another behind their backs, and understand how to “gloss over the important points.”
3. Honestly, the employee welfare committee does a good job and is fairly conscientious.
The sales-performance pressure is genuinely very high. Supervisors will force you to push clients forward, so you have to set aside your own moral standards and sense of justice.
Dingxin will not lie to get clients to sign contracts, but because of sales-performance pressure, they will ask you to “gloss over the important points” ^^ Many clients only discover problems after making a purchase and come back to argue. Your supervisor will not help you, because the problems may arise some time after implementation begins. As a result, even after resigning, you still cannot finish responding to all the messages, giving you a “warm” feeling from being sought out.
ERP is very well-known
I don't know if they are extremely short-staffed in sales, but they kept sending interview invitations. I originally didn't want to respond, but after they became so annoying, I logged into 104 and checked the box to politely decline. Unexpectedly, HR later called me and kept talking even after I repeatedly said I wasn't interested....
They also kept saying that the bonuses are very high and that an annual salary of one million isn't a problem if you seriously pursue sales. Then, HR guy, why don't you switch to sales yourself...
None at all
Upon arrival, the HR representative immediately took me to take a logic test.
Later, there were two interviewers: one was a supervisor, and the other was presumably a regular employee (both were women). They started by asking what proportions of UI and UX I hoped each would account for in my work. After I answered according to my expectations, they began asking me to introduce my portfolio. Throughout the process, they kept asking questions about UX!! At the time, I felt that something was off. During the initial phone invitation, they said they were looking for a UI designer, but the email later said web designer (I reviewed the job description in the email and evaluated it before going to the interview). It was only near the end that they said they were looking for a UX person—the position title was inconsistent from beginning to end.
They kept asking UX questions; it was truly like going around in circles. I clearly stated that I wanted to pursue UI, yet they kept asking about UX. What exactly were they…? I also said that I had very little UX experience—basically none—but they continued bombarding me with UX questions. By the end, when they lost interest, they looked impatient. They could not even get the position being applied for right. When I pointed out on the spot that it differed from the position mentioned in the phone invitation, the interviewer, who was the supervisor, just grinned and said: “It’s our HR department’s problem. They never seem to be clear about which position we’re hiring for.” As a supervisor, when something goes wrong, this interviewer shifted the blame to other colleagues and showed no sense of responsibility. The job title communicated to the company’s own HR department and the interview process were both illogical. How can someone like this lead a team?! Or is the approach simply to dump every problem on someone else to take the blame, then walk away yourself? After all, the interviewee’s time apparently doesn’t count—just use the interview as an excuse to get out for a while.
Interviewing with the design manager, I was able to learn about the company’s overall systems and work directly from the manager.
The plans for what needs to be done over the next one, two, and three years are clearly laid out.
Also, during the interview, the manager never made me feel that they were acting superior.
Instead, they discussed my weaknesses and strengths based on my past experience.
After the interview, I felt that I probably wouldn’t get the job,
but the manager’s attitude did not become any worse because of that.
Overall,
it felt as though we were discussing how to improve the company’s design or further develop my own abilities.
I would like to work with and learn from this manager,
and discover new directions in design that I have never encountered before.
The manager said they would not tell HR that there would be an additional hands-on test,
so they could see how candidates respond on the spot?
But they clearly said the interview would only take two hours....
I applied to Dinghua, so why was Dingxin the one contacting candidates?
The whole system is quite strange.
The employee welfare committee system offers good benefits.
Annual salary increases.
My past experience in a certain product line was as follows:
Internal infighting was severe, and people who wanted to target you would use their connections to do so.
The product mindset was outdated, and innovation was not encouraged.
The performance evaluation standards differed for different roles within the same department, but in the end, employees were ranked by score within the department to determine their ratings. The general manager also had the final discretion, and well-connected people always received an A rating.
Customer-specific acceptance testing did not count toward service bonuses, but the service team still had to prepare specifications and conduct acceptance testing; failure to complete acceptance testing would lead to criticism.
Promotions between job grades were difficult. After reaching the senior engineer level, advancement required qualifications such as teaching experience. Even meeting these requirements was only the entry standard; after that, it depended on the interviewer's mood. Only employees with a performance rating of B or above could participate in the promotion evaluation, so opportunities often seemed within reach but remained unattainable.
I won't go into the rest.
None at all
A vampire company—bureaucratic and completely indifferent to employees’ well-being. The managers are also crazy, often screaming abuse at their subordinates and engaging in personal attacks, even hurling profanities. They’re obsequious toward superiors and only know how to curry favor with high-ranking officials, completely disregarding their subordinates’ welfare. They say one thing in public and another behind closed doors.
I worked as a development engineer for a certain ERP product at the Taichung Dali office for two years.
My main responsibilities were developing ERP frontend programs, fixing bugs, and troubleshooting customer issues (debugging).
I am very passionate about learning technology. I did not come from an information technology background, but after teaching myself programming languages and SQL, I joined this company.
Overview and corporate culture:
This is not a typical technology company, but a software services and sales company oriented toward manufacturing management consulting.
Most people understand the software industry to have building high-quality, high-performance products as its primary goal. This company, however, attempts to establish strict and inflexible SOPs like those used in manufacturing, and then hires the cheapest labor to develop its products. Simply put, it aims to create a work environment where even idiots can code, in order to reduce labor costs.
Therefore, most new employees are recent graduates. Although the company does provide training courses, the main focus is on getting employees into their jobs as quickly as possible. Technically, you are not encouraged to learn anything outside your own responsibilities, because once you spend time learning or searching for information—even if it is only one hour—your performance score will decrease (see the KPI management system). The company still arranges many courses for you, but rather than learning technology, it would be more accurate to describe them as “learning how to operate the company’s products” and “learning the company’s development processes.” This is why many people say you cannot learn anything at this company: unless a customer poaches you, what you learn there has no value outside the company.
As the people who were relatively technically proficient in the early days left the company, subsequent management hired only inexperienced people. The technology used by the company is seriously behind the industry; the most recent technology/frameworks currently in use are probably from around 2000. When developing new products or features, because management is generally unfamiliar with technology and unwilling to learn, the resulting architecture is, by industry standards, bloated and inefficient.
Since this is an environment where even idiots can code, naturally many idiots apply for jobs. After idiots have been there long enough, they become senior or advanced engineers or managers. New employees are naturally assumed to know nothing. Even if you actually understand some technology, you will not be valued. Managers and senior employees will not ask for your views or opinions, and even if you express them, they will not understand.
In an environment dominated by idiots, bureaucracy flourishes, and seniority and job titles are treated as standards for evaluating expertise (which is truly a huge joke in the software industry).
Work and performance evaluations:
For work management, the company developed an internal project system that is linked to the KPI system. For each task assigned by a manager, the manager approves a suggested number of work hours—for example, estimating two hours to fix a bug. When you complete the task, you receive two points (you can think of it as collecting points). In this example, if you finish within two hours, it means you are efficient and capable. If you take more than two hours because the logic is relatively complex, you can ask your manager for additional points, but whether the manager will add them is another matter.
Anyone who has written programs knows that sometimes something seems simple to think through, but once you implement it, you discover many more aspects that need to be taken into consideration. If you rush to finish without caring about quality, it will only create more bugs later. This is another great joke resulting from blindly pursuing numbers.
Under this KPI system, the company effectively discourages you from spending more time writing better code. Not to mention that if your manager is difficult to communicate with, you can basically just produce whatever quality corresponds to the number of points assigned.
It is therefore easy to imagine how many bugs that could have been avoided during initial development are created this way. The codebase is also a complete mess, while senior staff still think they have written it well. (Editor’s note: That’s because nobody is better than them.)
At the end of each month, the company calculates how many points you accumulated. Different positions have different standards, and the result is an important basis for annual performance evaluations. Ridiculously, before the final performance score is released, managers can still manipulate it up or down. Officially, this is said to account for contributions not recorded by the KPI; in practice, the score is based on the manager’s personal preferences. Doesn’t this conflict with the fundamental purpose of the KPI system?
Office environment:
The new Taichung office was completed only in recent years, and I happened to join during this transitional period. At the time, the building was largely complete, but the interior was still under construction. Construction vehicles were constantly coming and going, yet to save money, the company told everyone to move in and work there directly, completely disregarding employee safety. It took six months for all construction to finally be completed. The company provides a swimming pool and gym, but they can only be used after working hours, which is unreasonable for a company that operates under a responsibility-based work system. The building’s exterior is impressive, but apart from the lobby on the first floor, there is practically nothing inside. Although the building has several floors, the company would rather leave them empty and unused and squeeze as many people as possible into the same office. Because it uses an open-office design and packs people together so densely, working there really feels oppressive. It also does not provide free food or drinks like a startup, nor does it offer spaces for discussing matters (only meeting rooms). As many as 200 people work on one floor, while one restroom is shared by two floors. If the male-to-female ratio is 1:1, using the men’s restroom stalls as an example, 200 people share three stalls. Whenever you need to defecate, you have to run up or down several floors looking for a restroom. As for the women’s restroom, there are often people waiting in line. It is truly both absurd and exasperating. This shows that the company completely disregards its employees.
Summary:
If you want to learn technology, do not come here and waste your time. If you have no experience and cannot find a job, you could come here to get some practice and learn technology from 20 years ago, haha.
But you should not stay long. Come in to pad your résumé and seniority, learn something useful after work, and prepare to look for your next job.
Benefits:
The salary for a mid-level engineer is NT$36,000.
Other than salary, the company’s benefits are fairly good. There is an annual travel subsidy, the company provides snacks every month, and gifts are given during the holiday seasons. The year-end bonus is based on individual performance; the lowest I received was one month’s salary.
As a consultant, this job can be tried on a short-term basis by those with other career plans (preparing for exams, etc.). It offers a high degree of flexibility.
This job cannot, and should not, be done long term.
The pay is low and the workload is heavy. If you took that same workload into sales in another industry, the salary would absolutely be several times higher than here. Moreover, from the perspective of building up workplace skills, becoming familiar with operating the鼎新 system does not offer much practical benefit.
The welfare committee does get things done.
Information Systems Maintenance Engineer—do not go to the Hsinchu area.
The senior employees there are currently slacking off and barely doing any work. All the difficult problems and overtime are dumped on new hires.
The assistant manager also has little influence over those senior employees.
During the interview, they said there was not much overtime, overtime pay was available, and that you could learn things. All of that was a lie.
Other departments provide compensatory leave when they require classes on holidays.
This department alone says that because they are asking you to learn, you will not receive compensatory leave. Although participation is supposedly not mandatory, they pressure you with emotionally manipulative language to attend.
The Hsinchu area is full of terrible employees, including an engineer surnamed Yang.
1. You do not arrange your own schedule; other people arrange it for you. Senior employees assign themselves easy schedules, and the schedules contain all kinds of unreasonable arrangements. A senior employee can spend an entire day on a particular assignment, but when it is assigned to a new hire, they demand that it be handled within half a day. If you work past the end of your shift, they just say it is a problem with your ability. You cannot report overtime, even though you did not arrange the schedule yourself. Ridiculous.
2. You can claim overtime pay, but there are conditions. You can only claim it for customers with time-sensitive service requests. If you work overtime on a request without a time limit, they will simply consider it a problem with your ability. Overtime pay is subject to the assistant manager’s approval, so you may not receive it in the same month. If you submit too many requests at once, they may reject them. Converting overtime into compensatory leave is more straightforward; requests to receive money are consistently processed extremely slowly.
3. When you have questions, the senior employees in the same area almost always pretend not to hear you. You have to rely on colleagues from other areas or customer service staff.
4. Regarding bonuses, people with higher job grades currently do very little work but receive more than new hires who have a mountain of work.
5. Weekend duty is assigned on a rotating basis, but in the Taoyuan–Hsinchu–Miaoli area, you are practically on standby even on weekdays. The duty areas are also divided very unfairly. For the areas handled by Hsinchu, the divisions are Hukou, Zhubei, Hsinchu City, and all of Miaoli County. When a senior employee does not feel like going, they send a new hire instead. The area divisions are a sham as well.
Pros? There don’t seem to be any pros; they just treat fresh graduates as tools (hiring people for low wages).
The senior management has a severe bureaucratic style and talks a lot of nonsense. All they do all day is talk about engineers’ value.
The system/network administrators are always the most exhausted.
When online customer service staff encounter a problem they don’t know how to handle—or simply don’t feel like handling—during an online session, they just pass the buck to the engineers. Their skills aren’t particularly good either.
The sales staff are the same: whenever a problem arises after selling something, they push it onto the engineers.
Because of upper management, engineers are gradually being given sales-related responsibilities (upper management believes engineers can strengthen customers’ willingness to purchase products, but as for the $$ in the end... hehe).
Senior management never understands the hardships engineers endure. No wonder the higher-ups get increasingly out of shape.
Those who want to learn can come and give it a try, but absolutely shouldn’t stay for long.
Those who want to slack off can come here, but you’ll need the skill of spouting nonsense.
None. Really, absolutely nothing.
Since I started looking for a job, this is by far the most infuriating and ridiculous company I’ve encountered.
The HR representative called me and rattled off a whole bunch of things. When I asked what the job duties were, she only said, “Oh, just programming.” Her dismissive and careless attitude was truly something.
I replied, “You’re being so vague that even an idiot wouldn’t understand.” The HR representative actually laughed out loud？？？
Does a company like this really still need to conduct interviews?
There’s a reason they can’t hire anyone and have so many negative reviews.
The company looks impressive.
I interviewed for a marketing position. The manager could talk, but lacked professional knowledge during the interview.
They would also steal information from the second interview to use for the company’s own purposes. The questions in the second interview all revolved around how to improve
what they were already doing.
It made me feel like a lab rat,
or like a free resource for obtaining creative proposals by other means.
They had absolutely no idea what kind of person they were looking for,
wasting both sides’ time.
Hiring decisions are made quickly and efficiently.
Low salary and long working hours. Poor management by supervisors. Not recommended
0
A year ago, as a fresh graduate, I interviewed with my first company. NT$32,000 in New Taipei City—how can a crappy company like this survive? Even fried chicken shops pay more, haha.
There are many product lines, and the atmosphere and culture differ from department to department, as reflected in the turnover rates. The Product Center is relatively more stable. Having worked at other small companies, I think it is still pretty good for central Taiwan.
The promotion system is really..... People who don't catch their supervisor's eye will never be promoted because of the performance evaluations.
“Performance” should be evaluated based on how much you accomplish and how well you do it. But at this company, performance reviews have become a score based on “seniority” and “impressions”!
Then, those who can pretend to be busy do so, and those who can pretend to be obedient do so. They act one way in front of their supervisors and another way behind their supervisors’ backs, and the work is never finished!
People who can solve problems quickly are then considered idle and slacking off. I’d like to ask: Does a company’s atmosphere really have to be completely lifeless for it to be considered a growing company? How backward is that?
The compensation system is very similar to that of insurance companies.
Business unit
1. Signing the contract is the most important thing. Once it is signed, whether the system works well is none of our concern.
2. Signing the contract is the most important thing. Once it is signed, whether we receive the payment can be discussed later.
3. Units that sell large-scale systems may be better, such as those selling TipTop and similar products.
4. When a customer’s report cannot be generated, debugging takes two weeks. The business unit gets blamed from both sides.
5. I have used other systems at other companies, including SAP, Oracle, and Kingdee. To be honest, WorkFlow is quite difficult to use.
6. The company’s systems and policies are well established, which is a strength.
7. Some people can adapt, while others cannot. Personally, I feel it is a lot like direct selling.
8. It is not good, but it is definitely not bad.
The work is manageable, and if you’re capable and finish ahead of schedule, you’ll only get more work. There’s a lot of bureaucracy between departments. The pay isn’t high; even in central and southern Taiwan, it’s merely adequate. However, it’s worth mentioning that the employee welfare committee does a great job, and the non-salary benefits are quite comprehensive.
They often say, “Double the output, double the salary?”
But isn’t this quite normal?
Shouldn’t it be double the output, triple the salary?
What’s more, they’ve been saying this for so many years, yet my salary has never increased.
Projects are accepted without distinguishing between good and bad clients
The ones who are always exhausted are the engineers and consultants at the bottom
The attitude toward the issue of employee turnover remains the same
“After all, there are so many fresh graduates.”
Clock in when you arrive, take responsibility when you leave. They tell you that every day consists of eight hours of assigned work; if you can't finish it, that's your problem. Then, when the assigned work exceeds eight hours, they tell you it's because they think highly of you. The people who assign the hours may not necessarily know how to program. The old-timers have plenty of money and free time, and are also useless. If you don't want to fight a long-term war, don't come. The company values consultants and salespeople; when it comes to programmers, they simply don't care about you. The year-end banquet is always just one month's salary. Every year, everyone is expected to share the burden during difficult times. Pay raises are small. The procedures are made very explicit, and are extremely troublesome. In short: new computers at the bottom.
The company’s overall culture is basically about pretending to be busy and dragging things out whenever possible. A bunch of long-timers are clearly idle, drawing high salaries while those below them do the work. No wonder new hires never stay.
The starting salary for fresh graduates may not differ much, but after working for a few years, things may be acceptable if you are in central or southern Taiwan; however, compared with northern Taiwan, it is not very good. Bonuses depend on the department, but even the difference between performance ratings from A to C is only a few thousand dollars. As for the year-end bonus, in recent years management has only hinted at the annual banquet that everyone should weather difficult times together. In practice, even when the company was earning substantial profits, employees received only a small amount. The average over the past few years has been a little over one month’s salary.
The systems appear comprehensive, with numerous promotion mechanisms, but they feel designed to make things difficult for employees. Advancing from engineer to senior engineer is already not easy, while advancing from senior engineer to staff engineer requires a group interview and evaluation by managers from various other departments who may not necessarily understand what you do. There are also annual quota limits. Even after being promoted, the salary increase is not much—only 500, 1,000, or 1,500—but this was the system in recent years, and the promotion process was changed again this year.
This company is essentially focused on consulting services. Within the company culture, engineers are not a highly valued position, so new graduates typically leave after completing their training. As a result, the technologies used by the engineers are relatively outdated, and people who want to improve their technical skills may be disappointed. The company culture is quite bureaucratic, but if you are looking for relative stability and want to remain steadily at a large company, this company is worth considering.
Clocking in is required, but after work you’re expected to take responsibility for everything; overtime pay and the like are nothing more than a pipe dream. Salaries are generally low—you have to put in 180% effort to have a chance of earning 80% of the market salary level. At the annual year-end banquet, you’ll almost always hear about how ambitious next year’s goals are, yet everyone is asked to “weather the difficult times together.”
For a fresh graduate, it can be a place to gain experience for a year or two. However, if your career aspirations do not lie in ERP and you have greater ambitions regarding salary, staying too long is not advisable.
For recent graduates, it’s a fairly decent “stepping stone.” I hear the turnover rate is quite high...??
Clock-in system for starting work, but a responsibility-based system for leaving work.
After working here for several years and logging over 2,500 hours of overtime, I never received overtime pay.
There was no compensatory leave for overtime on weekdays, and for more than four hours of overtime on holidays, whether you received anything depended on the supervisor’s mood.
I have already left the company.
Very demanding, very demanding.... The salary is considered above average. You can go there to gain experience for a few years. I couldn’t stand it. Of the 20 people who joined at the same time, only three are still there.
It’s very easy to end up needing to work overtime, but there is only compensatory leave and no overtime pay. Compensatory leave requires approval, and usually you’re so busy every month that you have little opportunity to use either compensatory leave or annual leave. Many colleagues don’t use all their annual leave, and there is no payment for unused annual leave.
Clocking in when starting work, but not clocking out when leaving work; no overtime pay