中興電工機械股份有限公司

None

The supervisor and colleagues were okay, I guess, but the job description on the employment website differed significantly and was very complicated. I handled fund allocation, and all I can say is that it was extremely demanding. I was taught the work for six days and then left to figure things out on my own; after that, there was really no follow-up at all. When something went wrong, they would say, “I was only filling in. Once you arrived, I stopped keeping track. You need to remember the dates.”

The company would also use spare cash to purchase short-term bills just for the small amount of interest. I did not really understand the purpose of this. I had never done related work before, so perhaps I simply did not understand the rules—or maybe this is normal. Also, during the interview, I mentioned that I had left my previous job because of overtime. The supervisor said that this position did not involve much overtime, although there might occasionally be some at the end of the month. However, I started in the middle of the month, and in reality, apart from the supervisor leaving very early, everyone else was still at their desks; they would even steam lunch boxes for dinner.

As for the work itself, perhaps I am not a genius either, but I could not adapt to being taught one thing at a time without everything being explained at once. Just when I thought everything was finished, a follow-up procedure would suddenly appear a few days later. You also need to be very clear about the payments and amounts for each company. In short, I feel that you need to have a very clear mind for this job, especially since everyone is very busy and it is difficult to ask questions.

The company has a strong brand.

For such a large company, the salaries offered to engineers are surprisingly low. It would be understandable if the bonuses were high, but when calculated as an annual salary, it’s truly staggering. It makes one suspect that this company is merely propped up by political and business connections, with no intention of enhancing its competitiveness or moving forward.

None

I interviewed for a sales position. The manager had an academic background such as a PhD in electrical engineering, and was completely unfamiliar with marketing and sales. They also had unrealistic expectations, so it is no wonder the performance has not improved and they cannot recruit people. The manager kept trying to extract the interviewee’s business experience and methods; even though they had no intention of hiring me, they continued probing, trying to squeeze ideas out of the interviewee. This was truly unacceptable. Someone who studied electrical engineering kept arguing with me, a marketing professional, about my experience in marketing work. I was truly speechless.

Most importantly, the salary offered was very low!

The halo of “HwaCom Systems”

Low salary, no vision for your personal career. The company’s name and reputation are huge and impressive, but they have nothing to do with you—you’re still just a corporate wage slave.

Maintenance of various types of on-site electrical and mechanical, fire protection, air-conditioning, and water supply systems

Opportunity to learn various traditional electrical and mechanical knowledge and basic skills

High tolerance for errors, suitable for people of various age groups to learn; the work environment may be somewhat dirty

Monthly schedules and tasks are fixed, and the workplace is relatively stable

Leave follows the basic provisions of the Labor Standards Act

Additional employee travel subsidies and subsidies after obtaining certifications

Different schedules are available for shift work depending on needs

Apart from certifications, there are no other application restrictions

No management responsibilities are required; new employees are uniformly provided with uniforms

No fixed salary increase system

Salary is determined by the individual's certification level (NT$24,000 without a certification, NT$26,000 with a Class C certification, NT$30,000 with a Class B certification)

Depending on performance, the year-end bonus may be NT$1,000–10,000

For employees who choose shift work and overtime, overtime pay is uniformly calculated based on the minimum wage standard (NT$95 per hour)

Duty is required on typhoon days; overtime pay is provided, but no compensatory leave. Shift workers do not receive compensatory leave

Work duties must accommodate all requirements at the work site

Shift workers must work night shifts and holidays as required by the client

On-site maintenance projects have no performance evaluation system or promotion system

Turnover among new employees is high, making it difficult to spend a long time with colleagues

New employees frequently need to be trained on a daily basis

If new employees do not learn quickly enough, they may be reprimanded by the client, supervisor, and senior colleagues simultaneously