香港商瑞健股份有限公司台灣分公司

The company building is impressive. The work environment is about the same as at a foreign company. That's all.

Chinese meals: Chinese-style boxed meals with side dishes. Very greasy. Western meals: NT$150. Very expensive.

The main point: the exterior is very Taiwanese.

The way the two groups on the second floor work together is problematic.

One side left, and a group of people went with them. It was very chaotic; they did not know anything when asked for information.

The other side places excessive emphasis on efficiency and output, but does not thoroughly improve processes. They are also not accustomed to keeping meeting minutes and like to complain that they have too much work.

Newcomers have a high chance of being left to fend for themselves. A pile of standard operating procedure documents is written and then simply handed to new hires to read; even a basic introduction is omitted. Documents related to projects and clients are either sparse or nonexistent, or scattered around in a disorganized manner. Handover by the person in charge is also poorly arranged, with no systematic instruction—things are taught whenever they happen to come to mind...

The junior manager likes to say, “I told you about that,” or, “Why didn’t you ask me first?” You may very well be questioned for not being proactive.

The senior manager likes to impose schedule pressure and set high KPIs. The decisions they make may conflict with company policy and be self-contradictory.

They only become cheerful and chatty when they see foreign (White) colleagues; toward Taiwanese colleagues, they are basically cold.

Conclusion: This is an incredible place. They put on a complete show on the surface, but internally, both the management methods and processes are extremely chaotic—worse than quite a few Taiwanese companies. Is this really a multinational medical-device company?

The only year-end bonus left is three holiday bonuses, totaling two months’ salary.

The company has suffered overseas losses in recent years.

Domestic salary increases have lagged behind, while the workforce has been drastically reduced.

Recently, the company’s orders have also been repeatedly cut.

On top of that, company policies and many idiot managers are relentlessly pushing for higher production capacity, regardless of quality. This often results in customer complaints.

Orders are processed too quickly, leading to occasional shutdowns lasting several days.

There may be layoffs or several production lines being halted in the next few years.

If you’re thinking of coming here, run while you can. Don’t come here to be exploited.

This company has already become a sweatshop.

There are a bunch of parasitic managers and engineers who keep dumping work on those below them and taking credit for the results.

Even salary increases depend on their attitude. It’s complete garbage...

If this company opens positions, don’t get excited and apply.

Be careful: if your performance is considered poor after joining, management may target you.

They’ll use a pile of regulations to subject you to silent treatment and make things difficult, especially regarding KPIs.

They’ll nitpick all kinds of attendance and work-performance matters.

If you don’t dare report them to the labor bureau, or if you’re not the type to tolerate everything, don’t come here to get yourself killed.

Only consider coming here if you’re submissive enough, willing to flatter them, and obedient enough to be exploited.

However, it’s possible that when layoffs come, those cut will be the less-tenured employees.

And you—if you don’t dare resist—may also be discarded, even if you flatter them and act submissively. Think carefully before coming.

Fights and threats also occur inside the plant.

Managers and HR collude, pretend nothing happened, and cover things up.

Unless the matter is taken to the labor bureau, they’ll continue pretending nothing happened.

Compared with before, the people inside are now

an uneven hodgepodge of incompetent deadweights and workplace babies.

When things get busy, some people still drag others down or spout nonsense.

The incompetent ones get to coast comfortably, while the capable ones work themselves to death.

Salary increases are about the same. Every year they even conduct employee surveys

about becoming a “happy workplace.” Why don’t they just go eat shit?

The work environment gets worse every year. The people who stay

are merely used to it. They have strong enough mental resilience; it’s not

because the company has any reason worth staying for.

In summary: a sweatshop garbage company.

There are especially many people with connections, backstage support, drama queens, and all kinds of monsters.

The work atmosphere gets worse every year. Pros? Haha.

If you’re thinking of coming to the automated assembly line at Lifu Plant, MFMP-01, run—run fast.

MFMP-02 already had a pile of problems in the past, and MFMP-01 isn’t any better now.

The culture on this production line has changed since the new deputy manager arrived—a young, inexperienced ABC who returned from overseas.

Whenever something happens, they pass the buck and just tell the people below to find the group leader. They delegate all kinds of authority to the group leaders and only care about output.

Several group leaders, trying to prove themselves, have made many unreasonable demands that the people below are expected to accept.

At meetings, they say the company needs to streamline its workforce, removing one operator and one technician from every line. They say group leaders are included among the technicians, so the lines need to be staffed by group leaders. In reality, it’s as if the group leaders had an understanding: they never cover the lines. When there aren’t enough people, the employees under that line have to cover it themselves.

When output isn’t reached, they start blaming everything and everyone. Some group leaders even play petty tricks and deliberately make trouble.

Recently, people have been leaving one after another. The polite way to put it is that they have other plans.

To put it bluntly, the department’s work culture is terrible. Whenever something goes wrong, the technicians are treated as if it’s all their fault.

If you’re applying for a technician position in this department, think twice. Even operators have it better than technicians.

Technicians only make about 5,000–6,000 more than operators, while having to handle everything: maintain and adjust the machines, deal with engineers, and take photos of all kinds of machine conditions for the group leaders.

And if you’re not in the group leader’s faction or one of their favorites,

you’ll work yourself to death and, at the end of the year, get that paltry, beggar-like pay raise.

This company is not suitable for coasting into retirement now—unless you have connections or are very good at flattering your supervisors.

There is an employee meal available at lunchtime for the day shift.

In the past, you could coast here until retirement. Now the company’s director and many managers want to reduce headcount. There are lots of miscellaneous tasks, but the pay is not commensurate with the work, so it is no longer suitable for coasting until retirement.

The salary is different for everyone who joins. Some people with no experience earn 2,000–3,000 more than those with experience. The salary-setting standards are bizarre.

Promotions are difficult. HR has started controlling promotions.

In the past, people who happily did nothing were promoted as far as they could go. Those who came later and did a ton of work still are not guaranteed a promotion. This year’s salary adjustment was terrible too. They even included the meal allowance in the salary adjustment.

A foreign company acting like a Taiwanese traditional employer—it’s truly unbelievable.

There are still lots of people on PTT saying this company is suitable for coasting until retirement. I wonder if they realize they could be the next ones to get cut.

Now there are only going to be more and more tasks. They make you do a ton, but the year-end performance review and salary adjustment are just handouts to you—2% to shoo away a beggar. Every year, just pretend there was no raise and no performance bonus; you might feel a little better.

The CI Improvement Department is basically the company’s bloodsucker. It does nothing all day and asks other departments to make improvements, then takes the credit.

Reducing headcount was also that department’s idea. It really is a garbage department.

As for the supposed advantages mentioned in the other reviews, just take them with a grain of salt.

If it were really that good, would you have gotten the opportunity? They all introduce their own acquaintances. If you have connections, they will look after you somewhat when it comes to promotions and salary adjustments. If you don’t, you’re on your own.

It's easy to make money as the MP-02 team leader on the sixth floor—just hide away and sleep all day, and you still get paid.

MP-01 has a very large number of orders, and the supervisor also said that if there are enough people on the sixth floor, there is no need to keep too many people there. However, the L-surnamed team leader on the sixth-floor night shift always keeps the people on their personal list upstairs and only sends Xiao-Fei down to the third-floor MP-01 to provide support. They themselves spend all day hiding in a blind spot of the sixth-floor surveillance cameras and sleeping. Even when they come in for overtime, they hide on the sixth floor and sleep until the end of their shift. No matter how much money the company makes, it shouldn't be supporting this kind of wage thief.

High base salary

The employee relations department basically does nothing. When problems arise, they only push them off, and the company essentially has no benefits.

There’s nothing good to say! A fake foreign company!

This company’s reputation outside is already rotten! It is widely regarded as a sweatshop. The Liufu plant in particular has nothing but a glamorous exterior; the managers throughout the company enjoy high salaries but have no intention of putting the rotten culture in order! Starting with the frontline team leaders, more than half of them are practically competing to see who can be worse. The corrupting influence of those at the top has spread all the way down to the frontline operators. The legendary night-shift team leader on the sixth floor is supposedly an especially bizarre case: Yingying Meiko sleeps all day until she wakes up naturally, then welcomes the warm sun and eats breakfast. This wage thief is truly incredible, putting on all kinds of performances! Those who know how to flatter, cling to influential people, and put on an act naturally become supporters! Everyone gets along and enjoys an easy life—I’m so envious of those who collect high salaries! What’s utterly baffling is that, despite this person being a legendary figure on the night shift at the entire Liufu plant, none of the senior managers at or above the supervisor level seems to have heard of this person’s “achievements”! It’s terrifying—the whole team is truly bizarre. This company is even more bizarre.

The production line is clean.

There is a fixed employee meal every quarter.

The company cares about employees’ physical health.

The food in the restaurant is delicious.

Although it is a foreign-owned company, its benefits are slightly better than those of ordinary companies outside.

During working hours, Team Leader H from Group H on the night shift in the PSDI department on the 6th floor leads others in sleeping and playing mobile games, blocks subordinates’ overtime requests without authorization, bullies and harasses subordinates, and targets anyone who does not take his side. The senior manager does not actively investigate, allowing this person’s behavior to become increasingly extreme and seriously affecting everyone’s mood at work. Frontline employees who simply want to work and earn money are not advised to join this department.

1. The work environment is clean and tidy

2. You can practice English; there are lots of foreigners

3. Lots of beautiful women (and lots of decorative employees)

4. Good starting salaries for new hires; they’re very generous

5. A retirement home

1. The same old 2% raises every year; a severe culture of flattery

2. Please completely disregard the year-end performance bonus

3. Promotions are difficult

4. If the starting salary is low, resign and negotiate again when you rejoin

5. Meetings, endless meetings, meaningless meetings

The production line is very clean.

The colleagues are okay, there is a cafeteria meal provided, and you need to pay for your own meal card. Personally, I think it is acceptable (for the standard of employee meals).

There are instant noodles available outside, but at NK they only have A-Kuai! The Taoyuan plant has more varieties of instant noodles!

Since no one on the forum has left a comment about the NK plant, I’ll add some information. If you interview for NK and your employee number ends in 22, you might have a chance to interview again and possibly get assigned to a better department.

This place is very suitable for people who love working overtime. There is overtime every week; if you don’t work overtime, your dedication bonus is deducted—NT$500 per week, until there is nothing left to deduct. If there are five weeks in the month, the deduction is carried over to the following month. Of course, from the company’s perspective, this is not a deduction; the dedication bonus is extra money the company gives you, and there is nothing unlawful about it.

The other bonuses for the Mid-Autumn Festival and Dragon Boat Festival are based on performance; they are not half a month’s pay as stated in the interview. In fact, it depends heavily on the supervisor. Some colleagues were transferred from other plants, where their section manager was very good: even if they didn’t work overtime, their dedication bonus was not deducted. However, he said helplessly that plant transfers were not something he could choose. There is nothing wrong with the company; it just depends on whether you are lucky enough to be assigned to a good supervisor. I’m the unlucky one.

For reference for anyone considering joining 😳

Because there are many people, including many beautiful women.

The management style of Taiwanese companies is not at all like that of foreign companies; people constantly push work onto one another.

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This year was funny—we held a family day and year-end party in November 2019, saving a lot of money at once.

Flexible working hours.

There are still quite a few excellent young employees here.

A good environment for practicing spoken English and listening comprehension, because there are many foreign managers or colleagues.

A place to coast until retirement

Annual raises are capped at 2%, and they aren’t even guaranteed raises—you only get one if you meet your KPIs.

Taiwan’s annual inflation rate is already 3%–5%, so doesn’t a 2% annual raise mean you get poorer the longer you stay? That’s why I decided to leave as soon as I heard that raises were capped at 2%.

The job covers everything under the sun, but the salary is completely uncompetitive; everyone there is just coasting until retirement.

Wasting time in a bunch of useless meetings.

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1. Even when the company makes money, year-end bonuses do not increase; it exploits cheap Taiwanese labor. 2. People who know how to curry favor and flatter others receive recognition. 3. There are many foreigners with no professional skills drawing high salaries.

Position: Assistant Specialist, Supply Chain Logistics Department

Work location: Nankan

Salary: 28,000–31,000

Highest level of education: University

Experience: None

Job duties: Preparing materials, picking orders, consolidating pallets, and stocking

Working hours:

Morning shift: 8:00–17:00

Evening shift: 13:00–22:00 (shifts rotate once per quarter)

Bonus: Evening-shift allowance of $150/day

Interview process: Supervisor → Director → Human Resources

Note: You will be asked to provide your salary expectations, and HR will determine the salary based on them.

Impression: The cost-performance ratio is really low~

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HR proactively invited me to an interview, so I traveled a long way there. Later, they said they would inform me of the result, but never did. It was quite disrespectful to the job seeker.

A salary increase every year—稳稳 “2%” (unless you’re good at flattering, acting, or have connections)

You won’t have to worry about not getting shifts, and overtime pay is always provided, but don’t expect much.

The medical industry has good profits and isn’t likely to go under, making it suitable for people without ambitions who want to stay long-term and coast toward retirement.

The more you bluff about your expertise during the interview, the better. If the supervisor believes you, your salary will be higher.

Foreign exterior, but fundamentally Taiwanese.

The company’s internal environment has already been ruined by incompetent Taiwanese managers. Many upper-level positions are filled by parachuted hires from outside; they have no technical skills or expertise, yet their starting salaries are higher than those of senior employees.

They are excellent at pushing out competent people. Those who know how to curry favor, cling to influential people, and put on an act have the best prospects. Ideally, make sure the supervisor sees everything you do so you can leave a good impression and get a raise.

Starting at 4–5% and up, they are excellent at deducting money under all kinds of pretexts. Make a mistake in a report and 500 is deducted. Take too much annual leave and another 500 is deducted. They deduct until there’s no 2,000 bonus left, starting with the three year-end bonus installments... If you end up with a good supervisor and have connections, you can comfortably coast and spend your days doing little. If you end up with a clueless supervisor and no connections, leave as soon as possible. When you re-enter the workforce, your salary might well be better and higher than what you’re getting under your current supervisor....

A technician who knows how to do everything gets 30K, while someone who knows nothing is hired at 29K. The salary approval standards are truly bizarre.......

They discuss 28K during the interview, then put you on a 25K probationary salary to learn each process (to put it bluntly, they throw you onto the production line as a technician). Before leaving, you ask to return to the original position, but they say you were hired at 25K (What happened to the promised 28K!!??). How can they say 25K after you’ve learned everything?

Conclusion: Before joining, even if it’s fake, you have to make yourself look as professional and capable as possible to the interviewer.

There are plenty of people who, after joining, are worse than even the technicians yet earn more than others.

Plenty of them don’t even blush about it. Many people have job titles that only look good on paper—just take them at face value.

If you want stability, don’t look for technician roles. The base salary is low; even after working for 10 years, it may not be higher than someone else’s starting salary.

28 or 29K is higher.