Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
Read the community guidelinesThe program has structure, underlying libraries, and very clean code.
Because the program follows established conventions, it is more difficult to learn new technologies at this company.
The work is divided into very specific tasks, and most of the time you can leave work on time.
Colleagues are fairly friendly and polite.
The benefits system is not what you would expect from a large-scale company.
The company's management system feels like school management and is very oppressive.
You cannot eat at your desk during working hours; even small snacks have to be eaten furtively.
The senior managers in the individual travel department are quite nice.
The office environment is good.
They train new employees, there is room to grow, there is not much overtime, and job responsibilities are clearly divided.
The bonus system is not transparent. More senior colleagues say that salaries are not adjusted often.
HR never mentioned that the salary would increase after the probationary period.
The lunch break is an hour and a half; I would rather start work 30 minutes later.
The interview was fairly thorough. Although the benefits aren't very good, I felt they were spending time on it.
The benefits are fairly standard, and there was no detailed explanation of the promotion path or related matters.
First, fill out the interview information form, take the personality test, and answer the short-response questions:
《What were you most satisfied with and what setbacks did you encounter in your previous job?》
《Why do you want to apply for this job?》
《Briefly describe your professional strengths》
《Expected salary》
《Your future career plans》
《Language skills and Chinese typing》
Benefits include bonuses at the three major festivals and a year-end bonus.
The starting salary is low, but there are bonuses and profit sharing.
It is a local company, and the boss strongly dislikes employees being late or having poor attendance.
OPs need to take turns covering the lunch break (scheduled), for which there is an allowance; holiday shifts (assigned by drawing lots) are compensated with time off in lieu.
See advantages
Colleagues get along well.
The policies and systems are inadequate.
Unfriendly toward employees.
The rule prohibiting eating and drinking at one’s desk is extremely unreasonable.
A female manager with long hair in a certain administrative department
is self-important and unwilling to listen to feedback from subordinates,
acting arbitrarily and scaring away countless employees.
Colleagues get along well.
They are not very respectful toward design and planning, saying things like “you’re just accessories,” which is really upsetting to see.
Managers cannot reach a unified opinion, and sometimes even forget what they themselves have said, pretending not to know.
They constantly belittle your abilities and value.
They often say things that sound good, but it’s all just talk.
Position: Information Department, Web Engineer
1. Suitable for those who want a comfortable, stable life and are looking to coast until retirement.
2. There is not much pressure; many feature-request deadlines can be postponed.
3. Bonuses are somewhat better than those in the general traditional manufacturing and travel industries.
1. If you want to learn technical skills, this place may not be suitable.
Many senior employees do not even know the fundamentals of computer science. You may ask questions such as what GET, POST, or Ajax are, and they may not be able to answer. Some do not even understand the difference between postback and Ajax. Wanting to use new technologies—or even relatively modern approaches (which are not considered new in the industry)—is basically impossible here.
2. Some mid-level engineers (at the junior-manager level) are quite resistant to learning new technologies (which can no longer really be called new technologies in the outside world). If you suggest using them, certain people will basically start quietly blacklisting you (they are afraid they do not know how to use them, but do not want to learn).
3. I think the information-security awareness here is inadequate. Many response measures are implemented as if this were a technology company, but you can never have the comprehensive systems, controls, and equipment of a technology company. For example, mobile phones cannot be connected to company computers, and Google Mail cannot be used to receive messages. Going back to the root cause, if the personnel-quality problem is not addressed, these are just gimmicks in abundance and cannot actually prevent anything ... With a simple Outlook configuration, receiving mail from external mailboxes is not a problem at all. This only restricts people who do not know how to configure it. Hello? What is the point?
4. They do not really think about why engineers leave and often blame other factors. However, most people who leave do so because they “cannot learn technical skills” and because of the “strange management culture.” Personnel issues occur everywhere, so this place is no exception. Some junior managers have very problematic ways of thinking.
5. There is no PM and no documentation (flowcharts or sequence diagrams). Requirements and business logic are passed on verbally. Almost everyone wears multiple hats, even though there are clearly sufficient resources and staff to allocate to these tasks (to me, it is simply ridiculous).