Seeing TJIC bicker and squabble all day is like watching elementary school students argue.
TJIC’s turnover rate is exceptionally high. There are too many people in Taiwan who currently have N1 certification, so TJIC is not worried about being unable to fill positions. TJIC uses a temp staffing system, and most newcomers are dispatched workers. If they are unable to adapt and leave, the staffing agency will help find a replacement. I have seen people resign after working for just one week, and I have also seen people resign after just two weeks. The constant turnover makes things extremely unstable, and there is no real system for training newcomers. They say you need Japanese-language N1 certification to get in, yet there are people who cannot even speak Japanese but claim to have N4, understand 60%, and still get hired, only to push work around inside the company.
The former department head led internal power struggles and openly bullied a team leader who had been recruited from the Industrial Technology Research Institute. When that team leader was no longer useful to him, he publicly bullied them at TJIC, demoted them to an ordinary staff member, and, as if that were not enough, transferred them to Kaohsiung. The team leader was nearly 50 at the time and had a girlfriend in her twenties. This forced the team leader to resign. Because the dismissal also required a written report, the former department head used every means possible to drive the team leader out—truly a master of internal power struggles.
The bickering and squabbling inside TJIC are nothing new. A newly promoted team leader clashed with a veteran team leader and they argued openly inside TJIC, to the point that the former department head and deputy department head had to close the door and decide who was in the right. They also drove an older employee out.
Things can be very difficult for dispatched workers. Veteran permanent employees bully new dispatched workers and dump work on them, making them work overtime until they are exhausted, so the casualty rate among dispatched workers is very high. One female colleague did not leave work until 4 a.m., and many people did not leave until after midnight. The worst part is that overtime is unpaid. You just have to work while starving, working for TJIC for free until you are completely worn out, because work is randomly dumped on whoever is available, and the veterans especially like dumping work on dispatched newcomers.
People often cannot leave until very late because too many well-connected people enter the organization without doing any work, leaving these dispatched workers to handle it. As a result, work is distributed unevenly, and newcomers often receive an excessive workload, leading to an extremely high attrition rate among them. The former department head would paint an overly rosy fantasy, saying there were good opportunities to change jobs because many Japanese companies interacted with TJIC and would come to recruit from it. The problem is that Japanese companies want people who are inexpensive and useful, and they recruit directly through staffing agencies. If you aspire to work for a Japanese company, you can simply interview with one directly; there is no need to go to TJIC to work as a dispatched laborer for an illegal organization—the Institute for Information Industry—that does not pay overtime.
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1. Not civil servants, yet they receive civil servant salaries (the year-end bonus is only one month’s pay and still depends on performance—what’s wrong with their heads?)
2. The department uses outdated technology and shouts slogans all day, but in reality accomplishes nothing.
3. Faking things is extremely serious: when they can’t complete a project, they make up for it with a PPT.
4. They have very little respect for employees, and no respect for technology either (doing work outside one’s job duties—who decided on the unspoken rule that R&D staff should work as laborers?)
5. There are far too many old-timers, all of whom trade on their seniority. If you don’t know how to flatter people, you definitely won’t last long.
That’s all. If you’ve read this and still want to join, either there’s something wrong with your head or your technical skills are poor. I hope this helps you.
Energy Data Center / Deputy Director Hong O-jie
If you are applying for a position and encounter this supervisor, reject it outright. There are many problems in the department—do not go under any circumstances. Don’t listen to him paint an overly rosy picture. This person appears very sincere, but is more calculating than anyone; not only is he lacking in professionalism, he is also not sincere enough. He has absolutely no respect for professional expertise, and when problems arise, he does not lead by example and shows no sense of responsibility.
In addition, this person’s behavior is now circulating throughout the industry and has become common knowledge, turning into all sorts of jokes and a topic of conversation for stress relief over tea and meals.
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Energy Data Center / Deputy Director Hong O-jie
If you are applying for a position and encounter this supervisor, please refuse outright. There are countless problems in the department—do not go under any circumstances. Don't listen to him paint an overly rosy picture. This person appears very sincere, but is more calculating than anyone. Not only is he lacking in professionalism, he is also not sincere enough. He has absolutely no respect for professional expertise, and when problems arise, he does not lead by example and shows no sense of responsibility.
In addition, this person's behavior is now circulating throughout the industry and has become common knowledge, turning into all kinds of jokes and a topic of conversation for unwinding after meals.
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Energy Data Center / Deputy Director Hong O-Jie
If you are applying for a position and encounter this manager, reject it outright. There are many problems in the department—under no circumstances should you go. Don’t listen to his grand promises. This person looks very sincere, but is more calculating than anyone else. Not only is he lacking in professionalism, he is also not sincere, completely disrespects professional expertise, and does not lead by example when problems arise. He has no sense of responsibility.
Moreover, this person’s behavior is now circulating throughout the industry, becoming common knowledge and a source of jokes and lighthearted after-meal conversation.
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Energy Data Center / Deputy Director Hong O-Jie
If you are applying for a position and encounter this manager, reject it outright. There are many problems in the department—under no circumstances should you go there. Don’t listen to his grand promises. This person appears very sincere, but is more calculating than anyone; not only is he insufficiently professional, he is also not sincere enough. He shows absolutely no respect for professional expertise, and when problems arise, he does not lead by example and has no sense of responsibility.
In addition, this person’s behavior is now circulating throughout the industry and has become common knowledge, various jokes, and a topic of conversation for relieving stress after work.
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Energy Data Center / Deputy Director Hong O-Jie
If you are applying for a position and encounter this supervisor, reject it outright. There are many problems in the department—do not go under any circumstances. Don’t listen to his grand promises. This person appears very sincere, but is more calculating than anyone else. Not only is he lacking in expertise, he is also not sincere, has absolutely no respect for professionalism, and does not lead by example when problems arise. He has no sense of responsibility whatsoever.
In addition, this person’s behavior is now being circulated throughout the industry, becoming common knowledge and a subject of various jokes and casual conversation used to relieve stress.
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Energy Data Center / Deputy Director Hong O-Jie
If you are applying for a position and encounter this manager, reject it outright. There are a great many problems in the department—under no circumstances should you go. Don’t listen to his grand promises. This person appears very sincere, but is more calculating than anyone; not only is he lacking in professionalism, he is also not sincere enough. He has absolutely no respect for professional expertise, and when problems arise, he does not lead by example and shows no sense of responsibility.
In addition, this person’s behavior is now circulating throughout the industry, becoming common knowledge and a subject of various jokes—a topic for unwinding over casual conversation.
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Energy Data Center / Deputy Director Hong O-Jie
If you are applying for a position and encounter this supervisor, please decline immediately. There are many problems in the department, so absolutely do not go. Don’t listen to him paint an overly rosy picture. This person looks very sincere, but is more calculating than anyone; to say nothing of lacking professionalism, he is also not sincere enough. He has absolutely no respect for professional expertise, and when problems arise, he does not lead by example and shows no sense of responsibility.
In addition, this person’s behavior has now circulated throughout the industry and is widely known in conversations, becoming the subject of all kinds of jokes and a topic for relaxing over casual conversation.
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Energy Data Center / Deputy Director Hong O-jie
If you are applying for a position and encounter this manager, refuse outright. There are many problems in the department—do not go under any circumstances. Don’t listen to him paint an overly rosy picture. This person appears very sincere, but is more calculating than anyone. Not only is he lacking in professionalism, he is also not sincere enough, and has absolutely no respect for professional expertise. When problems arise, he does not lead by example and shows no sense of responsibility.
In addition, this person’s behavior is now circulating throughout the industry, becoming common knowledge and a source of various jokes—a topic of conversation for unwinding over drinks.
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Energy Data Center / Deputy Director Hong O-jie
If you are applying for a position and encounter this manager, please reject it outright. There are extremely serious problems in the department—do not go under any circumstances. Don’t listen to him paint rosy pictures. This person appears very sincere, but is more calculating than anyone; not only is he lacking in professional competence, he is also not sincere enough. He has absolutely no respect for professional expertise, and when problems arise, he does not lead by example and shows no sense of responsibility.
In addition, this person’s behavior is now being circulated throughout the industry, becoming common knowledge and a subject of various jokes and casual conversation for stress relief.
None
Energy Data Center / Deputy Director Hong O-jie
If you are applying for a position and encounter this manager, please reject it outright. There are many problems in the department—under no circumstances should you go. Don’t listen to his grand promises. This person appears very sincere, but is more calculating than anyone else. Not only does he lack professionalism, he is also not sincere enough, completely disrespects professional expertise, and does not lead by example when problems arise, showing no sense of responsibility.
In addition, this person’s behavior is now being circulated throughout the industry and has become common knowledge in conversations, turning into all kinds of jokes and a topic of stress relief over casual chats.
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Energy Data Center / Deputy Director Hong O-Jie
If you are applying for a position and encounter this supervisor, reject it outright. There are many problems in the department, so do not go under any circumstances. Don’t listen to his grand promises. This person appears very sincere, but is more calculating than anyone. Not only is he lacking in professionalism, he is also not sincere enough. He has absolutely no respect for professional expertise, and when problems arise, he does not lead by example and shows no sense of responsibility.
In addition, this person’s behavior is now circulating throughout the industry and has become common knowledge, turning into all kinds of jokes and a topic of conversation for relieving stress over drinks and meals.
None
Energy Data Center / Deputy Director Hong O-jie
If you are applying for a position and encounter this supervisor, refuse directly. There are many problems in the department—under no circumstances should you go. Don’t listen to him paint rosy pictures. This person appears very sincere, but his calculations are more elaborate than anyone’s. Not only is he lacking in professionalism, he is also not sincere enough, and he shows no respect for professional expertise whatsoever. When problems arise, he does not lead by example and has no sense of responsibility.
In addition, this person’s behavior is now circulating throughout the industry; everyone knows about it and jokes about it, making it a topic of conversation for unwinding after meals.
None
Energy Data Center / Deputy Director Hong O-jie
If you are applying for a position and encounter this manager, please reject it outright. There are many problems in the department—do not go there under any circumstances, and do not listen to his empty promises. This person appears very sincere, but is more calculating than anyone; not only is he lacking in professionalism, he is also not sincere enough. He has absolutely no respect for professional expertise, and when problems arise, he does not lead by example and shows no sense of responsibility.
Moreover, this person's behavior is now circulating throughout the industry, becoming common knowledge and a source of various jokes and after-dinner conversation for stress relief.
None
Energy Data Center / Deputy Director Hong O-Jie
If you are applying for a position and encounter this supervisor, please reject it outright. There are many problems in the department—do not go there under any circumstances, and do not listen to his empty promises. This person appears very sincere, but is more calculating than anyone else. Not only is he lacking in professionalism, he is also not sincere enough. He has absolutely no respect for professional expertise, and when problems arise, he does not lead by example and shows no sense of responsibility.
In addition, this person's behavior is now circulating throughout the industry; everyone knows about it and jokes about it, making it a topic of conversation and stress relief after work.
None
Energy Data Center / Deputy Director Hong O-Jie
If you are applying for a position and encounter this supervisor, please refuse directly. There are many problems in the department, so do not go under any circumstances. Do not listen to him paint an overly rosy picture. This person appears very sincere, but is more calculating than anyone. Not only is he lacking in professionalism, he is also not sincere enough. He has absolutely no respect for professional expertise, and when problems arise, he does not lead by example and shows no sense of responsibility.
Moreover, this person's behavior is now circulating throughout the industry, becoming common knowledge and a subject of various jokes and casual conversation for stress relief.
None
Energy Data Center / Deputy Director Hong O-jie
If you are applying for a position and encounter this supervisor, please reject it outright. There are many problems in the department, so by all means do not go. Do not listen to his grand promises. This person appears very sincere, but is more calculating than anyone. Not only is he insufficiently professional, he is also not sincere enough, and he has absolutely no respect for professional expertise. When problems arise, he does not lead by example and has no sense of responsibility.
In addition, this person's behavior is now circulating throughout the industry and has become common knowledge, turning into all kinds of jokes and a topic of conversation for relieving stress over tea.
None
Palace-intrigue training circus
Institute for Information Industry (III), Taiwan–Japan Center: A “sick palace-intrigue theater” and bullying hell disguised as digital transformation
Deputy Director Hou Jingyi and Deputy Manager Fu Wangqi are closely connected (possibly relatives), and enact an extremely twisted workplace culture in the office: fawning smiles, coy behavior, and superficial pleasantries toward male colleagues; constant criticism and coldness toward female colleagues. Toward Q, they display an almost pathological sensitivity and hostility.
Fu Wangqi was not originally a member of the group, but forced her way in after Q joined. She immediately aligned herself with the deputy director and adopted the same attitude, repeatedly targeting Q. There was even a disturbing little act of “imitating a young male colleague’s background photo,” making the entire workplace atmosphere awkward and uncomfortable, filled with a suffocating sense of oppression.
Team leader Lu Jianhao may appear dull and unresponsive on the surface, but in reality helped with a series of malicious acts of manipulation and exclusion, attempting to isolate Q from the organization.
I. The short version: Why is this a toxic unit? Within the III Taiwan–Japan Center, a group of people use public resources to carry out systematic bullying. They have no ethical boundaries, work chaotically, and worst of all, have poisonous hearts!
II. The explosive revelation: Hou Jingyi’s “delusional, disorderly accusations”—the ugliest extreme of workplace bullying
This was retaliation faced by a vulnerable new worker after being subjected to long-term unfair treatment, stigmatizing accusations, and human-rights violations at the III, when she filed a workplace-bullying complaint:
Absurd definition of “bullying”: Deputy Director Hou Jingyi (a senior manager with administrative resources, personnel authority, and control over work assignments) actually brazenly accused a female student worker of “bullying” her. The person holding life-and-death power claims to have been bullied by a vulnerable student worker? This is a world-class joke—and a malicious desecration of bullying victims.
Ambiguous fantasies and retaliation: It is said that all of this originated from Hou Jingyi’s twisted ambiguous fixation on Zhang Qifeng (perhaps even dreamlike hallucinations). Unable to deal with her own emotional projection, she actually turned her accusations toward an innocent female student worker, treating the victim as an imagined enemy and fabricating charges against her. This is not merely “evil”; it is deeply “disgusting.”
Organized chain of false accusations: Hou Jingyi joined forces with “a wolf in sheep’s clothing” team leader Lu Jianhao and HR staff Lin Fenjuan and Ye Wenxian. These people formed an accomplice structure, collectively smearing the victim with a consistent narrative. This is why they abused the gender-equality mechanism: once they label someone first, they can ostensibly carry out illegal measures such as “no contact, removal of access privileges, and retaliatory remote work.”
III. Legal thuggery and collective violence This was a case of “collective psychological violence” led by Hou Jingyi and Zhang Qifeng. When the victim filed a workplace-bullying complaint, these “legal thugs” allegedly took advantage of the situation to make a “counter-accusation” of sexual harassment against the victim, attempting to use a restraining order to silence her. Such a “malicious false accusation” is the most insidious way to destroy a person’s reputation.
They imposed speculation about personal relationships, absurd dreams, and gender bias onto a workplace complaint. Using the gender-equality mechanism to carry out “retaliatory false accusations” seriously violates Article 21 of the Gender Equality in Employment Act.
IV. Conclusion: Public funds should not support these toxic people who thrive on infighting These people draw salaries from the state but do not strive to improve; instead, they engage in palace intrigue internally and bully workers. The III Taiwan–Japan Center is not only a hotbed of workplace bullying, but also a toxic base that encourages perpetrators’ delusions and suppresses victims’ voices!
【If you are a job seeker, remember these names and steer clear if you see them: Hou Jingyi, Fu Wangqi, Lu Jianhao, Zhang Qifeng, Lin Fenjuan, Ye Wenxian, Weng Jianyi, Chen Long.】
The supervisor is highly professional
The salary and benefits package is excellent
Energy Data Center / Deputy Director Hong O-jie
If you are applying for a position and encounter this supervisor, please refuse outright. There are many problems in the department—do not go under any circumstances. Don’t listen to him paint an overly rosy picture; basically, none of it is true and none of it will come to pass. I hope this can help you, who are currently researching information.
There are absolutely no drawbacks
1. Lots of elderly employees (also lots of highly educated idiots)
2. A mishmash of tasks
3. Most of the work is non-core
4. Low pay (no need to think about it: a National Taiwan University graduate with 7 years of experience earns at most NT$600,000–700,000 annually, including the year-end bonus. If you get more than that, I’ll bow down to you.)
5. Lots of bonuses for the three major holidays (one NT$500 PX Mart gift voucher—how exciting)
6. Salaries never increase (Weren’t they supposed to be adjusted every year??????)
7. Extremely disrespectful of professional expertise (So exciting—apparently it’s perfectly reasonable for exploited workers to have no rights)
That’s all; these are all “advantages.” Listen to those who came before you: basically, you’re doing charity work and taking care of your physical and mental health. If you join the Institute for Information Industry, all I can do is laugh at you—you, whose brain is located up your ass and whose intelligence is highly questionable.
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Q: What questions were asked during the interview? A: How to run this place like a harem?
If you want to develop a mental illness, you are very welcome to come to III.
If you are considering going to the Institute for Information Industry’s Digital Transformation Research Institute, Taiwan-Japan Industry Collaboration Center (TJIC), be sure to think it through carefully.
Deputy Director Hou Jingyi and her relative Fu Wangqi practically run this place like a “harem”:
• They exclude and isolate young women, and even imitate your style and behavior to provoke you.
• At the same time, they gradually use resources and power to win over young men and create an atmosphere of “closeness.” (Also, Fu Wangqi’s imitation of Zhang Qifeng’s background photo was extremely creepy.)
• Most outrageously, they and their pawns portray you as a “desperate woman who throws herself at and harasses men,” even though you have done nothing—you simply wanted to ask a work-related question.
III is like a palace struggle (brief version)
-Hou Jingyi: Disguises personal grudges as “gender equality and bullying complaints,” successfully isolating the victim.
-Fu Wangqi: A relative of Hou, obsessed with younger men and hostile toward outstanding women, much like a weakened version of Hou.
-Lin Fenjuan and Ye Minxian: Despite being HR personnel, they operate two-facedly, pretending to be neutral while actually helping the bullying group.
-Lu Jianhao: Uses managerial power to control things, interferes with office access, information, and interpersonal relationships, and deliberately isolates dissenters.
-Zhang Qifeng: Ambiguous friendly interactions were twisted into defamatory material, becoming the spark that set off the incident.
-Chen Long: Deputy institute director who chose to tolerate and remain silent about the bullying.
The division of responsibilities is extremely chaotic, promotions depend entirely on connections rather than professionalism, and the whole place feels like it is cultivating a harem of pretty-boy favorites. I go to work every day feeling disgusted. If you can put up with it—or if you are a man who enjoys serving older women and will also exclude young women you dislike—then this place may be suitable for you.
III DX Institute Taiwan-Japan Cooperation and Industry Promotion Center Information Disclosure｜Gender Discrimination and Controversy over Black-Box Handling
III Digital Transformation Institute Taiwan-Japan Industry Promotion Center TJIC｜Workplace Bullying and Black-Box Operations Behind Taiwan-Japan Exchanges
Taiwan-Japan Cooperation Under Scrutiny｜Workplace Bullying Case at III Taiwan-Japan Promotion Center
III Digital Transformation Institute Taiwan-Japan Center in Name Only, Palace Intrigue in Reality 📦 Workplace Bullying and Black-Box Operations｜Case files involving Ching-i Hou, Wang-Chi Fu, Chien-Hao Lu, Chi-Feng Chang, Fen-Chuan Lin, Min-Hsien Yeh, Lung Chen, and others.
Under the name of “Taiwan-Japan cooperation and exchanges,” a serious workplace bullying (power harassment) and gender discrimination incident has recently erupted at the Taiwan-Japan Industry Promotion Center (TJIC) of the III Digital Transformation Institute. Victims were marginalized, excluded, falsely accused, subjected to rumors and attacks, and forced to lose their normal workplace rights through a black-box investigation. The main individuals involved include Ching-i Hou, Wang-Chi Fu, Chien-Hao Lu, Chi-Feng Chang, Fen-Chuan Lin, Min-Hsien Yeh, and Lung Chen.
This incident has exposed problems of black-box operations and systemic bullying at III, prompting criticism that it is “Taiwan-Japan cooperation in name only, but palace intrigue in reality,” and focusing attention on whether it involves serious alleged violations of the Labor Standards Act, the Gender Equality in Employment Act, and human rights protections.
Behind the appearance of Taiwan-Japan friendship and exchanges, III has in practice allegedly violated or exploited loopholes in the Labor Standards Act, the Gender Equality in Employment Act, and human rights protections, becoming a serious case of workplace bullying and black-box operations. The incident highlights how systems can be abused, leading society to question III’s governance and sense of responsibility. To date, the institution has shown no reflection regarding the victims and has instead intensified its conduct, deepening the controversy surrounding III’s bullying, black-box operations, and gender discrimination.
III Digital Transformation Institute Taiwan-Japan Industry Promotion Center Power Harassment and Black-Box Article
Under the name of “Taiwan-Japan cooperation and exchanges,” serious power harassment (workplace bullying) and gender discrimination have occurred at the Taiwan-Japan Industry Promotion Center (TJIC) of the III Digital Transformation Institute. Victims were subjected over a long period to exclusion, false accusations, slander and hostility rooted in jealousy toward women, as well as a hostile environment, and had their rights taken away through opaque black-box investigations. The main individuals involved are Ching-i Hou, Wang-Chi Fu, Chien-Hao Lu, Chi-Feng Chang, Fen-Chuan Lin, Min-Hsien Yeh, and Lung Chen.
The incident has been criticized as “Taiwan-Japan exchanges in name only, but power struggles like those of Qingming Palace in reality,” and has drawn attention as a serious issue from the perspectives of the Labor Standards Act, the Gender Equality in Employment Act, and human rights protections.
Behind the surface of “Taiwan-Japan friendship and exchanges,” III has in practice violated or exploited loopholes in the Labor Standards Act, the Gender Equality in Employment Act, and human rights protections. This has become a case of serious power harassment and black-box operations, showing society how systems can be abused. As public doubts about III have grown, it has shown no reflection toward the victims and has instead escalated the abusive conduct.
III DX Institute Taiwan-Japan Promotion Center Power Harassment & Black-Box Chronicle
Under the banner of “Taiwan-Japan Cooperation,” the III DX Institute Taiwan-Japan Promotion Center (TJIC) has been exposed for severe power harassment (パワハラ), gender discrimination, and black-box operations. Victims faced long-term exclusion, false accusations against women, slander, and a hostile environment, while opaque investigations deprived them of their labor rights. Key figures identified include Ching-i Hou、Wang-Chi Fu、Chien-Hao Lu、Chi-Feng Chang、Fen-Chuan Lin、Min-Hsien Yeh、Lung Chen.
The case has been criticized as “Not true Taiwan-Japan cooperation, but palace intrigue”, raising concerns over potential violations of the Labor Standards Act, Gender Equality in Employment Act, and human rights protections.
Behind the facade of “Taiwan-Japan friendship and cooperation,” the III DX Institute has been found violating and attempting to exploit loopholes in the Labor Standards Act, the Gender Equality in Employment Act, and basic human rights protections. This case exemplifies workplace power harassmentand black-box operations, revealing how systems can be abused. Public doubts over III’s governance and accountability continue to grow, while the institution shows zero reflection toward victims and instead escalates its abusive practices.
A palace-intrigue drama in the front row of the cinema—oh damn, has the comments section already started? Sorry, excuse me.
🧨 The Big Bullying Scandal at the Institute for Information Industry: The Chenggong Palace—A Bombshell Exposé of the Nepotistic Harem
https://www.threads.com/@againstbully2025
Female newcomer Q is brutally besieged from both sides by Lu Jianhao, Hou Jingyi, Fu Wangqi, and Zhang Qifeng (feat. Threads episode updates)—the Institute for Information Industry’s palace-intrigue spectacular officially begins.
Fueled by women’s jealousy, men’s control, and the Institute for Information Industry’s bullying culture, this is basically a cultivation ground (not a battlefield of asuras, okay).
👀 Female supervisor Hou and deputy administrator Fu, who is suspected to be her relative, have never looked you in the eye. But whenever you interact with a male colleague, their gaze sticks to you tighter than a magnet, as if terrified that you might “harass” them. LOL, it’s enough to make your eyes roll back. After Fu closely followed Q into the team, Fu immediately allied with Hou. Their positions are highly consistent, and they repeatedly displayed inexplicable targeting of Q, including ambiguously mimicking male colleagues’ profile photos. Awkward.
🐍 Team leader Lu, who interviewed her, is actually a puppet eunuch supervisor who talks the talk but sells the wrong product, specializing in PUAing newcomers. Foul-mouthed, chaotic in assigning work, and extremely vengeful. Signature achievement: borrowing a computer from a subordinate.
💋 And the male lead of this palace intrigue—he both loves and hates newcomer Q. He is the chief consort favored by Hou and Fu; at a decisive moment, he chose to break with Q (making an exception to work overtime to rewrite the character-profile draft, until his CPU burned out, crashed, and shut down—please try again later).
🔥 Poor little Q endured long-term sexual smearing, defamation, marginalization, and gender discrimination. She finally filed a complaint, only to discover that the other side activated “petty matters combined with fantasies from dreams” and teamed up with a wicked HR department, turning around and filing two self-staged complaints accusing Q of psychological harassment. They drove her out of the office and escalated the suppression, on the grounds that—her very entrance always left the little villains terrified and fractured inside.
🎬 This isn’t a palace-intrigue drama; this is the Institute for Information Industry’s 2025 reality show! A plot too outrageous even for an eight-o’clock serial is now officially streaming as a Taiwanese drama.
🍉 Updates aren’t guaranteed to be the fastest, but they are guaranteed to be intense!!
https://www.dcard.tw/f/job/p/259381903?cid=12D4FD70-1DB9-4E6D-9DE5-2113949F88E8
Related to Japan
A somewhat younger female employee, Q, joined the Taiwan-Japan Industrial Promotion Center at the Institute for Information Industry, originally believing it would be a platform for digital transformation and international cooperation. Unexpectedly, it turned out to be a Taiwanese-style power struggle mixed with a touch of a very “inauthentic” Japanese-style palace intrigue. Deputy Director Hou Jingyi and Deputy Manager Fu Wangqi are closely connected (possibly relatives). They smile and act overly familiar with male colleagues, while the Line group is filled with “XX~” messages all day. Toward women, however, they are critical and cold, and toward Q they display an almost pathological sensitivity and hostility. Fu was not originally part of the group and joined only after Q came in. After joining, Fu immediately aligned with the deputy director and adopted the same attitude, repeatedly targeting Q and even imitating the background photo of a young male colleague, making the workplace atmosphere awkward and uncomfortable.
When Q first joined, the division of work between her and an older part-time worker who started on the same day seemed extremely unfair, and she was often treated like a servant. After she raised objections, Team Leader Lu Jianhao appeared to compromise on the surface but actually held a grudge and gradually showed a tendency toward manipulation and exclusion, such as cutting off communication between colleagues and creating information asymmetry.
What troubled her even more was that her interactions with male colleagues of a similar age were subjected to one-sided stigmatization and suspicion. She was even placed under restrictions such as being “forbidden from contacting” them, turning ordinary interactions between colleagues into something tense and unnatural. These malicious attempts to target her were widespread, while inappropriate behavior by married personnel such as those described above, which affected the atmosphere and interactions in the office, went unexamined. Her supervisor and HR even abused their authority to monitor her conversation records with colleagues and arbitrarily distort them into sexual-harassment allegations, then refused to accept her gender-equality complaint.
On one occasion, the supervisor even asked to borrow her computer—in a unit that prides itself on digital transformation, a supervisor asking an employee to lend them a computer really resembled a circus performance. Afterwards, the supervisor deleted her calendar access on the grounds of “personal data.” This could be described as using personal data as a moral pretext for bullying, while the underlying double standard showed that personal-data protection was not genuinely valued.
When she sought assistance from HR and the Gender Equality Committee, she received cold treatment and retaliatory smears. On the very day she filed a complaint, she was suddenly removed from the office and forced to work remotely. Her access to calendars and meetings was blocked, and her in-person work was completely restricted. Her duties were downgraded to support tasks, and she was pushed out of the workplace’s social circle—made invisible and humiliated.
The complaint did not lead to a resolution; instead, she was “designated as the respondent in an investigation.” Watching them manipulate the complaint system, smear people in retaliation, and use sexual-harassment allegations to suppress innocent individuals, she truly felt that it was a waste of complaint resources. As for the deputy director, she apparently imagined that she had an ambiguous relationship with a young male colleague, then turned around and accused the young female employee she had bullied of bullying her.
The Labor Department also brushed the matter aside as a “civil dispute” with a verbal admonition, handling it as a teacher might deal with elementary-school students.
For women, young people, and those who value systems and responsibilities, entering such a semi-official-looking organization requires careful consideration. The supervisor who appeared harmless during the interview was actually skilled at disguising PUA-style control with a smile. As the deputy director’s puppet, he watched her mood and busied himself suppressing young women. He appeared to bear a grudge after being reminded about his bad breath and haphazard division of work, and seemed determined to retaliate.
Many people in the group appeared to be in poor mental states. Some lacked a sense of boundaries, some were enthusiastic about emotional infidelity, and some believed they were playing antisocial games within the system, when in reality they were merely slacking off and drawing a salary, wasting social resources. People who focus on doing their work usually do not look particularly cheerful. Of course, I had no reason to put on a pleasant face in such an environment either.
Even after her complaint failed, she continued to be stigmatized and made invisible until her final day of employment. After the colleague who had once demanded that she be silenced was challenged and was no longer treated as the primary attacker, the team leader again took action, claiming that she had “caused trouble by asking work-related questions” of other men in the group and former friendly members of another group. This misuse of the Japanese etiquette of not causing others trouble—copied and weaponized—became behavior that confused and offended others. As in the past, colleagues’ communications were maliciously distorted, employees’ privacy was violated, and she was harmed and isolated. Ironically, the person being excluded was someone who was socially skilled and attractive.
In fact, she had merely been arbitrarily prohibited from interacting with certain people, so she discussed work with other colleagues instead; nearly all of those collaborators happened to be men, something she could not choose. This staffing arrangement was precisely the result of the deputy director, her inner circle, and the team leader’s long-standing gender-based manipulation.
Finally, a reminder: Anyone planning to file a complaint in this kind of environment should understand that internal channels are mostly just for “going through the motions,” so it is unwise to expect much. When being suppressed or retaliated against, hold on until the time is right, then seek external or judicial avenues. After all, this culture of protecting insiders and oppression is unlikely to be eradicated in the short term.
Since last year, several members have experienced mental-health problems. The Institute for Information Industry itself also uses the complaint system to help suppress people targeted by supervisors.
Related to Japan
A relatively young woman, Q, joined the Taiwan-Japan Industrial Promotion Center at the Institute for Information Industry, initially believing it would be a platform for digital transformation and international cooperation. Unexpectedly, it turned out to be a Taiwanese-style power struggle mixed with a touch of a “very inauthentic” Japanese-style palace intrigue drama. Deputy Director Hou Jingyi and Deputy Manager Fu Wangqi have a close relationship (possibly relatives). They smile and act overly familiar with male colleagues, while the Line group is filled with “XX~” messages all day. Toward women, however, they are critical and cold, and toward Q they display an almost pathological sensitivity and hostility. Fu was not originally part of the group; she joined only after Q arrived, then immediately aligned herself with the deputy director, adopting the same stance and attitude and repeatedly targeting Q. She even imitated the background photo of a young male colleague, making the workplace atmosphere awkward and uncomfortable.
When Q first joined, the division of work between her and an older part-time employee who started on the same day seemed extremely unfair, and she was often treated like a servant. After she raised objections, team leader Lu Jianhao appeared to compromise on the surface, but in reality held a grudge and gradually showed a tendency to manipulate and exclude her, including cutting off colleagues’ communication and creating information asymmetries.
What troubled her even more was that her interactions with male colleagues of a similar age were subjected to one-sided stigmatization and suspicion. She was even subjected to restrictions such as being “forbidden from contacting” them, turning ordinary colleague interactions into something tense and unnatural. These malicious efforts to target her were widespread, while no review or criticism appeared when married employees such as those described above engaged in inappropriate behavior that affected the office atmosphere and interactions. Her supervisors and HR even abused their authority to monitor her conversation records with colleagues and arbitrarily frame them as sexual-harassment allegations, then refused to accept her gender-equality complaint.
On one occasion, her supervisor even asked to borrow her computer—in a unit that prides itself on digital transformation, a supervisor asking an employee to lend them a computer really resembled a circus performance. Afterwards, the supervisor deleted her calendar permissions on the grounds of “personal data,” which was essentially using personal data as a moral pretext for bullying while revealing a double standard whose underlying logic did not actually respect personal-data protection.
When she sought assistance from HR and the Gender Equality Committee, she received cold treatment and counter-smearing instead. On the very day she filed a complaint, she was suddenly removed from the office and forced to work remotely. Her calendar, meetings, and in-person work were all blocked; her duties were downgraded to support work, and she was expelled from the workplace’s social circle—made invisible and humiliated.
Filing a complaint did not bring a resolution; instead, she was “listed as a subject of investigation.” Watching them manipulate the complaint system, smear and sexually insinuate against an innocent person to suppress her, she truly felt that the complaint resources were being wasted. As for the deputy director, she apparently fantasized that she had an ambiguous relationship with a young male colleague, then turned around and accused the young female employee whom she had bullied of bullying her.
The Labor Department also brushed the matter aside as a “civil dispute” with a verbal admonition, handling it like a teacher disciplining elementary-school students.
For women, young people, and those who value systems and responsibilities, entering a quasi-official organization like this requires serious consideration. The supervisor who appeared harmless during the interview was actually skilled at using smiles to disguise PUA-style control and served as the deputy director’s puppet. He watched the deputy director’s reactions and busied himself suppressing young women; after being reminded about his bad breath and arbitrary division of work, he appeared to hold a grudge and focused on retaliation.
Many people in the team appeared to be in poor mental states. Some lacked a sense of boundaries, some were enthusiastic about emotional affairs, and some thought they were playing antisocial games within the system, when in reality they were merely slacking off and drawing a salary, wasting social resources. People who focus on their work generally do not look very cheerful; naturally, I had no reason to put on a pleasant face in such an environment either.
Even after her complaint failed, she continued to be stigmatized and made invisible until her final day of employment. After the colleague who had demanded that she be silenced was challenged and was no longer treated as the main attacker, the team leader once again took action against her, claiming that she had “caused trouble by asking work-related questions” of other male members of the team and former friendly members of another team. This misuse of Japan’s etiquette culture of not causing inconvenience to others became behavior that confused and offended people. As in the past, colleagues’ interactions were maliciously distorted and interpreted, employees’ privacy was violated, and she was harmed and isolated. Ironically, the person being excluded was socially skilled and attractive.
In fact, she was merely forbidden without cause from interacting with certain people, so she discussed business with other colleagues instead. Almost all of those collaborators happened to be men, which was not something she could choose. This staffing arrangement reflected the long-standing gender-based manipulation preferred by the deputy director, her inner circle, and the team leader.
Finally, a reminder: if anyone plans to file a complaint in an environment like this, internal channels are mostly just for “going through the motions,” so it is unwise to place much hope in them. When being suppressed and retaliated against, hold on until the right time, then seek external or judicial remedies. After all, this culture of protecting insiders and oppression is unlikely to be eradicated in the short term.
Since last year, several members have experienced mental-health problems, and the Institute for Information Industry itself also uses the complaint system to help suppress people targeted by supervisors.
None
Institute for Information Industry, Digital Transformation Institute, Energy Data Group, Deputy Director — simply an idiot, lacking professionalism and the leadership ability to manage people. He wants projects on both sides to do the same thing, turning everything into a game of semantics. He completely ignores software architecture planning and stability, and only wants to deal with the projects for that year well enough to complete the report. He does projects merely for the sake of doing projects.
When he was an engineer, he said he would only be responsible for software development. Later, because the projects became busy, he also had to do work outside his duties or go out into the field—work completely unrelated to his expertise. When his own team lacked manpower, he would only look for outside help or assistance from other groups. He just wanted to settle things simply and did not care about the importance of overall coordination and planning. In meetings, he only wanted to talk about his own suggestions as an engineer and would not listen at all; he would still only follow the PM’s decisions or the decisions he had made himself.
When fieldwork took place on holidays or at night, he would even say that overtime must not be claimed, because “you don’t have much to do at the company anyway.” Hearing that was truly disheartening. He does not know how to lead people or win their hearts, and cannot bring himself to say plainly that the team budget is insufficient and that everyone should contribute their time together. He truly does not know how to conduct himself.
All day, he only acts cheerful and pitiable around his superiors, while showing another sinister and deceitful side toward subordinates.
He would take A to the meeting room to speak ill of B, then take B to the meeting room to speak ill of A. After every meeting, we had to reconcile the two versions ourselves. It was truly exhausting. I came here to contribute my expertise, not to play psychological games.
If you want me to do frontend work, then let me properly do frontend work. One moment I have to go into the field, and the next I have to work on an app. Shouldn’t you ask around to see whether these different areas of expertise can actually be handled together? You do not give me a raise, yet you expect me to do so many things, imposing an extremely tight deadline for everything to be completed. You seem to think programming is simple, but that is just foolish. No matter how much effort I put in below, I really did complete it within the deadline, yet my supervisor still said, “You’re slacking now, so your performance is very poor.” You were the one who told me to finish early, and now you say I have nothing to do and am slacking.
Every year, projects are rushed simply so that you can complete the report for upper management. Do you really think something rushed out will be useful?
You do not plan for anything and only want to see results. You truly have no respect for professional expertise, no management ability, and are also a dishonest, awful person.
None
Everything you want to know is here
Benefits: Terrible (NT$500 PX Mart gift vouchers for the three holiday bonuses—don’t doubt it)
Salary: Very low (No matter how hard you work, it’s still 12 months’ pay; meeting your KPI adds one month—don’t doubt it)
Projects: Zero technology (Extremely outdated, and no one uses what gets produced—don’t doubt it)
Personal advice: If you’ve lost your mind, you can come and give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your career résumé is concerned, it will only have a negative impact. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The manager seriously paints a rosy picture and makes everything sound great, but once they decide you’re no longer useful, they’ll make you do manual labor. So, once again, good luck.
None
Everything you want to know is here.
Benefits: Very poor (a NT$500 PX Mart gift voucher as a bonus for each of the three major holidays—don't doubt it).
Salary: Extremely low (no matter how hard you work, you still only get 12 months' pay; achieving your KPI adds one month—don't doubt it).
Projects: Zero technical content (very outdated, and even when completed, nobody uses them—don't doubt it).
Personal advice: If you really want to make things difficult for yourself, you can come and give it a try. But remember, many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your résumé is concerned, it will only have a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The manager seriously paints an overly rosy picture and makes everything sound wonderful, but once they decide you are no longer useful, they will have you do backbreaking work. So, once again, good luck.
None
Everything you want to know is here
Benefits: Very poor (NT$500 PX Mart vouchers as the three holiday bonuses—don't doubt it)
Salary: Very low (No matter how hard you work, it's still 12 months' salary; achieving your KPI adds one month—don't doubt it)
Projects: Zero technical content (Very outdated, and no one uses what gets developed—don't doubt it)
Personal advice: If you really want to give it a try, you can come and see for yourself, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. For your résumé, it will only have a negative impact. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Group is terrible. The manager seriously paints an overly rosy picture and makes it sound great, but once they decide you are no longer useful, they will make you do grunt work. So, once again, good luck.
None
Everything you want to know is here
Benefits: Terrible (NT$500 in PX Mart vouchers for the three holiday bonuses—don't question it)
Salary: Extremely low (No matter how hard you work, you still only get 12 months' salary; achieving your KPI adds one month—don't question it)
Projects: Zero technology (Extremely outdated, and no one uses what you produce—don't question it)
Personal advice: If you've lost your mind, you can come and give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. For your career résumé, it will only have a negative effect. Best of luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The supervisor seriously paints an attractive picture and makes it sound great, but once they decide you're no longer useful, they'll have you do hard labor. So, once again, best of luck.
None
Everything you want to know is here
Benefits: Terrible (NT$500 PX Mart vouchers for the three holiday bonuses—don't doubt it)
Salary: Extremely low (no matter how hard you work, it's still 12 months; achieving your KPI adds one month—don't doubt it)
Projects: Zero technology (extremely outdated, and no one uses what you build anyway—don't doubt it)
Personal advice: If you've lost your mind, you can come give it a try, but remember: many smart tech-industry HR professionals know what the Institute for Information Industry does. As far as your career résumé is concerned, it will only have a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The manager solemnly paints an overly rosy picture and makes it sound wonderful; later, once they think you're no longer useful, they'll have you do grunt work. So, once again, good luck.
None
Everything you want to know is here
Benefits: Terrible (NT$500 PX Mart gift vouchers for the three annual bonus occasions—don't doubt it)
Salary: Very low (no matter how hard you work, it's still 12 months' salary; meeting your KPIs adds one month—don't doubt it)
Projects: Zero technical content (extremely outdated, and no one uses what gets produced—don't doubt it)
Personal advice: If you've lost your mind, you can give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry is doing. As far as your résumé is concerned, it will only have a negative impact. Best of luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The manager solemnly paints rosy pictures and makes everything sound great, but once they decide you're no longer useful, they'll make you do grunt work. So, once again, best of luck.
None
Everything you want to know is here
Benefits: Very poor (NT$500 in PX Mart vouchers for the three holiday bonuses—don't doubt it)
Salary: Very low (No matter how hard you work, it's still 12 months' salary; achieving your KPI adds one month—don't doubt it)
Projects: Zero technology (Extremely outdated, and no one uses what you produce—don't doubt it)
Personal advice: If you've lost your mind, you can come and give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your résumé is concerned, it will only have a negative impact. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The supervisor solemnly paints a rosy picture and makes it sound wonderful, but once they decide you're no longer useful, they'll have you do grunt work. So, good luck again.
None
Everything you want to know is here
Benefits: Terrible (NT$500 Far Eastern Department Store vouchers as the three holiday bonuses—don't doubt it)
Salary: Extremely low (no matter how hard you work, it's still 12 months' salary; achieving your KPI adds one month—don't doubt it)
Projects: Zero technology (extremely outdated, and no one uses what you produce—don't doubt it)
Personal advice: If you've lost your mind, you can come and give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your résumé is concerned, it will only have a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The supervisor seriously paints grand visions and makes it sound great, but once they decide you're no longer useful, they'll have you do hard labor. So, once again, good luck.
None
Everything you want to know is here
Benefits: Terrible (NT$500 PX Mart vouchers for the three holiday bonuses—don't doubt it)
Salary: Very low (No matter how hard you work, it's still 12 months' pay; achieving your KPIs adds one month—don't doubt it)
Projects: Zero technology (Extremely outdated, and no one will use what you produce—don't doubt it)
Personal advice: If you really want to make a bad decision, you can come and give it a try. But remember, many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your résumé is concerned, it will only have a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The manager solemnly paints a rosy picture and makes it sound great, but once they decide you're no longer useful, they'll make you do grunt work. So, once again, good luck.
None
Everything you want to know is here
Benefits: Terrible (NT$500 in PX Mart vouchers as the bonuses for the three major holidays—don't doubt it)
Salary: Very low (no matter how hard you work, it's still 12 months' pay; meeting the KPI gets you one additional month—don't doubt it)
Projects: Zero technology (extremely outdated, and no one uses what you produce anyway—don't doubt it)
Personal advice: If you've lost your mind, you can come and give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your résumé is concerned, it will only have a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The manager seriously paints an overly rosy picture and makes it sound great, but once they decide you're no longer useful, they'll have you do menial labor. So, once again, good luck.
None
Everything you want to know is here
Benefits: Very poor (NT$500 in PX Mart vouchers for the three holiday bonuses—don't doubt it)
Salary: Very low (No matter how hard you work, it's still 12 months' pay; meeting your KPI gets you one extra month—don't doubt it)
Projects: No technology at all (Extremely outdated, and no one uses what you produce—don't doubt it)
Personal advice: If you've lost your mind, you can come give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry is doing. As far as your career résumé is concerned, it will only count against you. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The manager solemnly paints a rosy picture and makes it sound wonderful, but once they decide you're no longer useful, they'll make you do backbreaking work. So, once again, good luck.
None
Everything you want to know is here
Benefits: Terrible (NT$500 Far Eastern Big City vouchers as a bonus for each of the three major holidays—don't doubt it)
Salary: Extremely low (no matter how hard you work, it's still only 12 months' pay; meeting your KPI adds one month—don't doubt it)
Projects: Zero technical content (very outdated, and no one uses what you produce—don't doubt it)
Personal advice: If you really want to make a bad decision, you can give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your résumé is concerned, it will only have a negative impact. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The supervisor seriously paints an overly rosy picture and makes everything sound great, but once they decide you're no longer useful, they'll have you do menial labor. So, once again, good luck.
None
Everything you want to know is here
Benefits: Very poor (NT$500 Far EasTone gift vouchers for the three major holidays—don't doubt it)
Salary: Very low (No matter how hard you work, it's still 12 months; achieving your KPI adds one month—don't doubt it)
Projects: Zero technical content (Extremely outdated, and no one uses what you produce anyway—don't doubt it)
Personal advice: If you really want to make things difficult for yourself, you can give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your career résumé is concerned, it only has a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division are terrible. The supervisors seriously paint a rosy picture and make everything sound great, but once they think they have no further use for you, they will have you do hard labor. So, once again, good luck.
None
Everything you want to know is here
Benefits: Very poor (NT$500 FarEasTone supermarket gift vouchers for the three annual holidays—don't doubt it)
Salary: Extremely low (No matter how hard you work, it's still 12 months; achieving your KPI adds one month—don't doubt it)
Projects: Zero technical content (Very outdated, and no one uses what you produce—don't doubt it)
Personal advice: If you're determined to try it, you can come and give it a shot, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your career résumé is concerned, it only has a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The supervisor seriously paints an attractive picture and makes it sound great, but once they decide you're no longer useful, they'll make you do grunt work. So, once again, good luck.
None
Everything you want to know is here
Benefits: Terrible (NT$500 in PX Mart vouchers for the three annual bonus occasions—don't doubt it)
Salary: Very low (No matter how hard you work, you still get only 12 months' salary; achieving your KPI adds one month—don't doubt it)
Projects: Zero technical content (Extremely outdated, and no one uses what you produce—don't doubt it)
Personal advice: If you've lost your mind, you can come and give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. For your career résumé, it will only have a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The manager seriously paints an attractive picture and makes it sound wonderful, but once they think you're no longer useful, they'll make you do menial labor. So, once again, good luck.
None
Everything you want to know is here
Benefits: Terrible (NT$500 in PX Mart vouchers as a three-festival bonus—don’t doubt it)
Salary: Extremely low (no matter how hard you work, it’s still 12 months; achieving your KPI adds one month—don’t doubt it)
Projects: Zero technology (extremely outdated, and no one will use what you produce—don’t doubt it)
Personal advice: If you’ve lost your mind, you can come and give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. For your career résumé, it will only have a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division are terrible. The supervisor seriously paints an overly rosy picture and makes everything sound great; later, once they decide you’re no longer useful, they’ll have you do grunt work. So, good luck again.
None
Everything you want to know is here
Benefits: Terrible (NT$500 in PX Mart vouchers for the three holiday bonuses—don't doubt it)
Salary: Very low (No matter how hard you work, it's still 12 months' pay; meeting the KPI gets you an extra month—don't doubt it)
Projects: Zero technical content (Extremely outdated, and no one uses what you produce—don't doubt it)
Personal advice: If you've lost your mind, you can come and give it a try. But remember, many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your résumé is concerned, it will only have a negative effect. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The supervisor solemnly paints a rosy picture and makes it sound great, but once they see you're no longer of much use, they'll make you do grunt work. So, once again, good luck.
None
Everything you want to know is here.
Benefits: Terrible (NT$500 PX Mart vouchers for the three holiday bonuses—don't doubt it.)
Salary: Extremely low (No matter how hard you work, it's still 12 months; meeting your KPI adds one month—don't doubt it.)
Projects: Zero technology (Extremely outdated, and no one uses what you build—don't doubt it.)
Personal advice: If you've lost your mind, you can come and give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your career résumé is concerned, it will only hurt you. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division are terrible. The supervisor seriously paints a rosy picture and makes everything sound wonderful, but once they decide you're no longer useful, they'll make you do grunt work. So, once again, good luck.
None
Everything you want to know is here
Benefits: Very poor (NT$500 PX Mart vouchers for the three major holidays—don’t doubt it)
Salary: Very low (No matter how hard you work, it’s still 12 months; achieving your KPI adds one month—don’t doubt it)
Projects: Zero technology (Very outdated, and no one uses what you produce anyway—don’t doubt it)
Personal advice: If you’ve lost your mind, you can come give it a try, but remember: many smart HR professionals in the tech industry know what the Institute for Information Industry does. As far as your résumé is concerned, it will only hurt you. Good luck.
Also, the Digital Transformation Institute / Energy Data Technology Center / Energy Data Services Division is terrible. The manager solemnly makes grand promises and makes everything sound great, but once they decide you’re no longer useful, they’ll have you do backbreaking work. So, once again, good luck.
None
It is probably best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover is high; even convenience store jobs are more comfortable.
None
It is best not to apply for positions at the Legal Affairs Center of the Institute of Technology and Law Research, as the turnover rate is high; even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology and Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Graduate Institute of Technology Law. The turnover rate is high; even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover is high; even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Graduate Institute of Technology and Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It is best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Graduate Institute of Technology and Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Association Affairs Legal Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It is best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law Studies. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology and Law; the turnover rate is high, and even convenience store jobs are more comfortable.
None
It is probably best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It is best not to apply for positions at the Legal Affairs Center of the Graduate Institute of Technology and Law. The turnover rate is high, and even convenience store jobs are more comfortable.
None
It’s best not to apply for positions at the Legal Affairs Center of the Institute of Technology Law. The turnover rate is high; even convenience store jobs are more comfortable.
Lots of money
Under no circumstances should you go to the Institute for Information Industry (III), especially the Systems Administration Group of the Information Services Department at headquarters.
This group specializes in ostracizing newcomers.
More than ten people left successively in 2022 and 2023.
Most of them left after only six months because the veterans would not pass on know-how to you or provide you with “correct” operating documents, causing you to make serious mistakes and get reprimanded by your superiors.
This situation is particularly serious with the veterans Chen Youren and Xie Weishan.
Xie relies on being a 20- or 30-year veteran of III, and even the deputy director cannot do anything about him.
As for Chen, the deputy director has already openly said that he intends to get Chen removed, so newcomers working under Chen will not have good outcomes.
Chen is a smiling tiger.
Even colleagues from other groups will wish newcomers good luck, indirectly implying that the Systems Administration Group is turbulent.
So under no circumstances should you go to III; this is advice from those who came before you.
Stable and won't collapse
Sharing with you based on my experience as someone who has been there:
Don't go to work at the Institute for Information Industry, no matter what.
Where there is government shareholding, there is a strong bureaucratic culture.
The four overt tactics of officialdom—“flattery and sycophancy, currying favor, returning favors, and forming cliques for personal gain”—and the four covert attacks—“spreading rumors, ostracizing, framing, and shifting the blame”—are all present.
Colleagues seem to be afraid that you will take their jobs......... They don't really tell you the business know-how; you have to feel your way through and figure it out yourself.
Even when you ask, they only give you directions and expect you to learn and try on your own.
This is especially obvious in the Systems Management Team.
Is it possible for a newcomer to misunderstand something and therefore make a mistake in their work??
Then they turn around and tell you that you weren't putting in enough effort.........
I really want to say this: I don't want to get involved in your politics. At first, I just wanted to do my job well.
But your atmosphere really makes it unpleasant to work there.
No wonder more than ten newcomers left consecutively back in 2022.......
Believe me, more people will leave, and they will tell everyone about the situation within the organization.
You veterans can work yourselves to death......... If someone is willing to take over your work, that's your veterans' good fortune. Don't hide all the know-how.
Stable and won't collapse
Apart from fabricating data,
your time allocation becomes: one part for your regular job duties, two parts dealing with QC, three parts dealing with audits, and four parts submitting orders, budgeting, filing reports, and dealing with accounting.
What dreams or passion? If you can deal with rigid-minded accountants without being driven mad, you can thank heaven.
#Entrusting DHL with shipping, yet still asking whether the price-negotiation procedure was followed... What else can you expect from the accounting department of such an organization?
The environment is great and the space is spacious.
Two supervisors
One of them kept scrolling on their phone throughout the interview and even left halfway through.
Right at the beginning, they asked, “Do you know what the Institute for Information Industry does?”
“Do you know what your position does?”
—
If I knew everything, why would I come here?
After talking for two hours, all I got was a thank-you letter.
The environment is great and the space is very large.
Two supervisors
One of them kept scrolling on their phone throughout the interview and even left halfway through.
They started by asking, “Do you know what the Institute for Information Industry does?”
“Do you know what your position does?”
—
If I knew everything, why would I come here for the job?
After talking for two hours, all I got was a thank-you letter.
The company is fairly uncomplicated internally, with an atmosphere much like that of a civil service organization.
Newcomers may have a somewhat heavier workload, but generally they are not subjected to office politics.
There are quite a few employee benefits, and overtime pay is always paid.
Employees in their twenties are well taken care of within the company.
Salary levels are also higher than the market average.
Even contract employees have a certain level of stability. I have had my contract renewed every year for the past three years, and the bonuses have also been quite reasonable.
Sometimes the bidding process is very urgent, which can make things somewhat high-pressure.
None, I can't think of any.
Great, really great. I originally thought only the managers were out of touch, but it turns out the employees are all the same. If you're looking for a job, choose your boss carefully—especially since the managers at the Institute for Information Industry's Smart Systems Research Institute are all so wonderful!
In our experience working together, this was a project outsourced by the Institute for Information Industry's Smart Systems Research Institute. At the start of the project, they misled us by saying it would be very simple, but they kept adding functions that were not in the specifications (by the end, the system was completely different from the specifications). During the process, there were also many instances where they added a requirement and then, after a while, said they no longer wanted the function. We repeatedly had to carry out the same work simply because the Institute's managers would first test what they imagined the vendor's requirements to be, only to discover in meetings with the vendor that it was not what they had imagined. This wasted a great deal of our time, and the project took more than twice as long as originally agreed. We even asked the Institute manager's superior to attend a meeting. The manager repeatedly implied in writing that treating the contract specifications as binding was how foreign companies and multinational corporations operated, whereas Taiwan had different practices. Since there was still a warranty period after the project ended, we did not dare to retaliate. (During meetings held while the project was underway, the Institute would maliciously prepare bugs and bring them up to criticize us. We were clearly in a cooperative relationship, so why treat us like enemies? Their attitude was always terrible.) Judging from their attitude in meetings, if we angered them, the warranty period would probably be difficult as well. The manager's understanding and technical knowledge were already far out of step with the times. When there was an error in the system, they never considered whether the problem was caused by their own settings or operation; they always blamed us first. Even when we explained things to them afterward, they sometimes did not understand what we were saying. If we talked back or resisted, they would find a new bug (or some relatively unimportant minor detail) to use against us. Although we always remained polite, this was the first time we had encountered such a working relationship. If we had the choice again, we would not take on another project from the Institute for Information Industry.
A monthly meal allowance of approximately NT$2,000.
There is a strong bureaucratic atmosphere internally, and there is not much genuine R&D either; much of it consists of piecing together things from here and there. Taking the ZhiX Institute as an example, a certain group leader often dozes off or looks at pictures of women during working hours, and even dozes off during meetings. Cameras are installed to monitor employees’ every move. When it comes to technical matters, the phrase they say most often is probably “I don’t understand it,” and they even disparage other employees who work hard. If you cannot accept this kind of “superficial” R&D position, think carefully before applying.
By the way, basically, there is no such thing as overtime pay, so please assume there isn’t any.
None
Even after two interviews, I still couldn't find out the salary.
Wasted the job seeker's time.
Compared with typical small companies, it complies with the Labor Standards Act, offers many employee benefits, has flexible working hours, and the company allows employees to take extended leave (depending on the supervisor). The restroom attendant cleans the restrooms extremely well (a huge plus!)......
There are benefits, but there is a significant difference depending on employment status. For example, full-time employees can enjoy five benefits, while dispatched workers can enjoy only two. So if you are hired as a dispatched worker, think carefully, because even if you work very hard and constantly work overtime, your performance will all benefit the full-time employees. Whether you can become a full-time employee depends on your background and whether the boss likes you—there is absolutely no proper system for turning things around. But if you are fortunate enough to become a full-time employee, the nightmare begins: your seniority is wiped out, your salary is reevaluated, your annual leave goes back to zero, and your performance evaluation from the year before last may also be reset to zero. Then they will expect you to do more work than you did as a dispatched worker, as repayment for the great achievement of becoming a full-time employee. After that, work will come pouring in like an avalanche XDD~
The work procedures are also incredibly cumbersome. Each department operates independently and creates a pile of additional internal rules. There is never one set of genuine rules to follow—this is a textbook example of internal friction at its finest!!
There are often supervisors parachuted in from outside.......... and then you get language from outer space and strange, terrifying stories...
Free Starbucks coffee and tea bags to drink as much as you want. Employee turnover is extremely low, and everyone is very happy working there!
There is no overtime pay for overtime work, and on top of that, there are no meals provided. As if not providing meals weren't enough, there are not even any small snacks. Employees work overtime for TJIC for free on empty stomachs. In theory, team leaders are authorized to approve overtime pay, but in reality, no one dares to submit overtime claims. Even team leaders and deputy-director-level employees do not receive overtime pay, and employees below them have never received it either. When 104 Job Bank explained the position face-to-face, it clearly said that TJIC paid overtime, but in fact, overtime pay is not provided. When dispatched workers first join, they are told to enter their actual clock-out time if they work overtime. People in the PO department will say, “Oh, you can’t do that! You have to enter 18:00 as your clock-out time. Look, everyone else enters 18:00.” Dispatched workers at TJIC have never received overtime pay. However, while working overtime, they can drink as much free Starbucks coffee as they want (there is a coffee machine in the company), allowing them to work overtime with renewed energy. In reality, it is not possible to drink that much coffee anyway, since too much can cause heart palpitations—at most, perhaps two or three cups a day. People then work overtime until the middle of the night. I have even heard of a female colleague working until after 4 a.m. and taking a taxi home, as well as some male colleagues working until the early morning before going home. Working overtime is very common at TJIC.
After the interview, the director’s secretary will say, “You can go on a business trip to Japan every month.” In fact, even the deputy director cannot go on a business trip to Japan every month, let alone dispatched workers; going once or twice a year is already considered a lot. The only people who can go to Japan every month are the director and the director’s own son-in-law. The two of them go to Japan together every time and always stay in the same room.
After three years, employees can go to a Japanese language school in Japan for training. However, applicants must have at least N1 to get in. If you already have N1, why would you still go to a language school in Japan? Moreover, each stay can last six months, with meals and accommodation covered; meals can be reimbursed at up to ¥750 per meal. Therefore, this benefit is actually for people with connections who do not know Japanese. Those without connections must have N1, and when they go to Japan for training, they can dream about receiving US$200 in daily business-trip expenses.
There are many well-connected people inside the company. TJIC hires a retired minister-level official, the incumbent municipal adviser to “Hua Ma City,” and a National Policy Adviser to the Office of the President as advisers to TJIC. It also hires a heavyweight elder from the Pan-Blue camp as an adviser. Therefore, there is no need to worry that the director will be replaced when political parties alternate in power; this is insurance. The son of that individual also works there and has astonishing English and Japanese abilities: a TOEIC score of 990, a perfect JLPT N1 score, and dual master’s degrees—a degree from a Japanese translation and interpretation graduate school and an MBA from the United States. When communicating with Japanese people, the son of this heavyweight always personally speaks fluent Japanese with them. When writing letters to Japanese companies, he writes them himself without needing colleagues to ghostwrite them. He is simply a genius.
The benefits are quite good.
Meetings can run until the early hours of the morning without overtime pay. When the supervisor and an external professor have differing views, the supervisor directs the criticism at employees, claiming it was a communication failure on the employees’ part, even though most communication is handled directly between the supervisor and the professor.
The supervisor also blames employees for not working hard enough when the supervisor’s own decisions fail to meet expectations, and frequently makes personal attacks.
None
This was my experience interviewing for a position at a graduate institute of education several years ago (early 2014), and even now, looking back, it still feels terrible. Over the years, I have interviewed with at least dozens of companies, but this experience ranks among the three worst because I felt seriously taken advantage of. At the time, in addition to being asked to come in for an interview, I was also asked to attend “internal meetings”—meetings for internal employees—and was expected to participate and offer opinions. I went there at least three times in total.
However, from start to finish, I was never asked to fill out any employee information, nor was I asked to provide my diploma, which meant that they never initiated any salary approval process for me. Whenever I asked when I could start work, they would brush the question aside. It was only several months later that they told me there was an issue with the number of available positions, so they could not hire me ... The person who handled communications with me was one of the institute’s very senior executives.
Around the same time, another colleague of mine received similar treatment, so this was apparently not an isolated incident. From then on, my impression of this organization was completely shattered.
One of the interviewers was very friendly and asked questions specifically about my work experience.
Unfortunately, they did not go into depth.
There were two interviewers.
One of them had not fully read my résumé beforehand and kept looking at the basic information printed from 104 rather than the complete résumé I had prepared separately.
They spent too long asking about what I studied at university (I already have one and a half years of work experience). In the middle of the interview, they even yawned and interrupted my answers several times.
The most interesting part was when salary came up. The response was: “Our HR department will have a system calculate it.”
May I ask what kind of system can calculate the experience value a person has accumulated through their work?
Let’s talk about the benefits.
What I find most distinctive compared with other companies is:
The first 15 days of sick leave are paid in full, and the following 15 days are paid at half salary.
A NT$6,000 travel subsidy.
The employee welfare committee occasionally organizes activities.
Discounted prices on selected Vieshow Cinemas movie tickets.
That’s about it.
As for bonuses, I’ve seen people receive only NT$1,000, and I’ve also seen people receive NT$150,000...