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Cold|knowledge A miscellaneous|chat

The battery trailers turned out to be real events! How crazy do the people in Florida have to be? 😍

Every day that the laptop appears is real; after that, they’re all rotten strawberries. That’s really wild. This time, the setting is in these four cities: Korea and Japan. For people with choice paralysis in games, choose gifts, new clothes, and new shoes, then sell them to exchange for insurance.

The fictional movie corresponds to the real world—no-dick superior officer. What a bunch of bird people and bird matters. Shit fills the psychedelic market scenario; the nurse gives you a menu and tells you there’s no medicine for you. It’s a real-event vote: an old man barges into the toilet, there are lots of stocks, Walmart 50% money sent out, ATM upgrades, something similar to running naked appears on an OLED screen, racial discrimination; no matter how you run, the business on the sports channel explodes and everyone happily transforms 15234-BRADG.

The current vulnerability backend reports are more numerous and occur more frequently. They only show you one week; the other three months are a fake security mechanism. It’s fine—if you have permission but they don’t let you see it, then it’s fine. ➕➖➗ Willing to carry the cost of luxury-brand bags for you; come quickly for product placement to increase reach 💋💋💋💋

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1. An established company, so there’s little risk of it going under.

2. The colleagues are very nice.

3. There’s a company shuttle you can take.

1. The work I ended up doing after joining was different from what was described during the interview, and the pay was also very low. Even though I completed all my tasks—and worked overtime when they weren’t finished—I was still criticized for not being qualified to earn that salary and for leaving too early to catch the company shuttle.

2. The bureaucratic culture is very strong. You have to be extremely cautious when submitting documents and dealing with supervisors. Once, a vendor brought gifts and said they had already given one to the supervisor, so I assumed the supervisor had received theirs. I distributed the gift the vendor gave me among my colleagues without giving it to the supervisor first. I acknowledge that I failed to follow workplace ethics, and I apologized at the time. However, after thinking about it, the supervisor became increasingly angry. After walking out, they stormed back in and immediately berated me, saying that someone like me would not be able to survive at any other company for failing to give it to the supervisor first.

3. The immediate supervisor has a very subjective, intuition-driven approach to work requirements. After I revised something at the supervisor’s request, the senior supervisor was dissatisfied, but the immediate supervisor completely denied having asked for it and pushed the blame onto the subordinate, claiming it was something I had come up with myself.

4. It really depends on the department here. Having an emotional supervisor is a complete nightmare. Is it really so difficult to communicate properly? Do they have to get physical? They would jab a finger repeatedly into my shoulder, or wave an A4 sheet of paper in my face.

5. At first, they would not say they were dissatisfied with the copy proposed by a subordinate, only pointing out what had not been done well. After we continued working on it, they then said they did not want it. When asked at the beginning whether it was acceptable, they would not say either. This resulted in us doing pointless work every day.

Suitable for settling into retirement; colleagues in the department get along harmoniously. It is relatively stable and unlikely to undergo changes, making it suitable for people who prefer a comfortable, easygoing environment.

Household appliances or products from the company’s own e-commerce platform are provided during the three major festivals and on Labor Day.

Because a colleague announced their resignation, I was unfairly given the worst grade, a B, and must also be promoted one year later than them!

During the year-end performance evaluation, a colleague told the supervisor that they planned to work until March next year. As a result, I was called in by the manager and told that they believed I could still put in more effort this year. Also, because the department needed someone to receive a B rating, they were sorry, but I would be rated B!

I was actually stunned at the time because I believed that last year I had been very cooperative with overtime work. In terms of work performance, progress, attendance, relationships and mutual assistance with colleagues, and interdepartmental relations, there was not a single task I had delayed, I had never been late, and I had never had an argument with a colleague.

Yet because of policy-related factors, the people who work diligently receive a B performance rating and must also wait an extra year for promotion!

The way the company supervisors conduct performance evaluations made me realize that performance ratings are no longer based on annual work performance. They are assigned entirely according to policy requirements.

This means that as long as I submit my work on time without delays, I can slack off and arrive late every day—as long as I show up at the company, it is enough. After all, working seriously will not earn me a good performance rating either. Eventually, one year it will be my turn to get promoted!

Basically, most of the benefits he listed on the job site are actually provided.

There’s just one thing I find pretty laughable:

“Systematic education and training.”

Give me a break, Sampo.

I don’t know whether that’s how things are in administration,

but I know the manufacturing department very well.

Not one of them was properly trained before being put on the job;

instead, they just throw you into the deep end and leave you to figure it out yourself.

I’ve seen other people talk about the administrative side,

so I’ll talk about manufacturing.

For the same type of work,

the salary is simply lower than elsewhere.

If you want to earn more, you have to comply with their overtime system.

And even if you work until you hit 46 hours of overtime and completely burn out, it’s still lower than outside...

What a joke! A company that wants slaves.

1. Blurred boundaries in hierarchical work relationships

Section and department-level managers directly give orders to operators,

without the team leaders or shift leaders even knowing.

This often leaves operators caught in the middle and getting yelled at from all sides,

and they also frequently interfere with the assembly-line SOPs = =

2. Managers who throw their weight around

Their own instructions cannot be questioned or corrected.

Even when an instruction makes no logical sense, they expect you to swallow it.

3. Managers or long-timers inside often play “boot camp” games

When they see someone young or newly hired, they boss them around and bark orders.

The worse ones will even sneer, “Who do you think you are?”

4. Managers who speak rudely

Yes, that’s right.

As long as you do something that displeases a manager here,

they’ll use all kinds of nasty tactics against you,

or launch a Hakka-language attack.

(LMAO... In this day and age, there are still people who assume others only speak Mandarin and Taiwanese. Sorry, I speak at least six languages.)

That’s what the Linkou plant is like—the kind of place that leaves people from the Banqiao and Tucheng plants completely stunned.

My advice to young people: don’t waste your time here.

Big companies are less likely to go under (?

The salary is lower than at comparable companies elsewhere; here, the harder you work, the more you get worked to death

The bureaucratic culture is very strong

Being right isn’t important; what matters most is what the supervisor likes

Capable young people don’t stay long

Don’t expect much from the salary here—even after working for several years, it’s still far lower than elsewhere

Skip straight to the section below.

Recently, I saw that Sampo is recruiting management trainees again, which prompted me to write this cautionary post for everyone’s reference.

I have a friend who was a management trainee in a certain year. At the time, Sampo widely recruited management trainees at job fairs held by many schools, and the campaign was conducted on a grand scale, almost like a nationwide audition. They also invited many people to interview at Sampo.

In the end, they hired around 20-some people, but very quickly, half of them had left within a year, only one-third remained within two years, and fewer than two people remained after five years.

Those two people were still working in entry-level positions. As for claims that outstanding performers would be promoted ahead of schedule, those were all lies.

With so many people ahead of you blocking the way, how could you possibly get promoted? Even if you really became a manager, you still couldn’t manage those veterans.

When a project handled by a veteran required overtime to finish at night, they would leave on the company shuttle. Whether you were a manager, a rookie, or a management trainee, you had to help complete the work for them. That’s just how this company operates. They also can’t afford severance pay, so they don’t dare casually ask people to leave.

As for the salary... You’d be better off working in equipment at TSMC!

Also, some departments don’t pay overtime, and working days of more than 14 hours are very common.

And there’s something else—this is very important. During the first year, management trainees are frequently invited to discussion sessions, creating a very warm atmosphere, and they are also evaluated regularly. But after a year, once half the people have left, none of this remains. No one remembers that you’re a management trainee. They only bring it up when they want to exploit you, using reasons such as “unreasonable requests are training” to make you do “good deeds” and help others with their work.

After several years, you still won’t be able to get promoted; it somehow never becomes your turn. You’re also very likely to encounter managers and senior employees who play workplace power games. The salary is the same: in the tech industry, people with five years of experience can earn annual salaries of over NT$1 million, while here, you can consider yourself lucky if you break NT$600,000.

So please think it over carefully! I remember that the president once even invited students from National Cheng Kung University to intern, but not a single one wanted to join after graduating.

Unless your foreign-language ability is genuinely poor, your professional knowledge/skills are also inferior to others’, and you actually enjoy remaining a rookie for more than ten years, this place really is a good fit for you.

1. Most colleagues are easy to get along with and are warm and considerate.

1. There is a serious generational gap. In some departments, even the youngest employees are already in their 40s. Young employees who have not been there long and feel that something is wrong quickly leave. Most of those who stay are graduates of lower-tier private universities or people who are unable to move to other places.

2. Some people enjoy the sense of power they had during military service. When they see younger employees, they treat them like new recruits and call them over to put them through drills for no particular reason. Having such a person as a supervisor is a tragedy. Why do they still think there is nothing wrong with them when all the young employees have left?

3. Before the first half of 2020, many units did not pay overtime. Some even paid only NT$100 per hour, while also using your overtime hours as part of your performance evaluation. As a result, everyone competed to see who could do the most unpaid work.

Although overtime pay was subsequently calculated, every department had a cap—for example, an entire department might be limited to 40 overtime hours in total. After the supervisor used up their own allocation, everyone else could only take whatever was left, if anything.

Starting this year, the starting salary listed on 104 has dropped considerably compared with the past. This is related to the introduction of overtime pay, but the salary is truly far too low. You could go work as an operator in the technology industry and still easily earn more than the salary of a management position here.

4. After downsizing, selling land, and constructing high-rises, a global company that once had locations around the world has become a company with only one plant left in Taiwan. Although there are plans to build a plant in Tainan, it recruits only National Cheng Kung University graduates. Isn’t that incredible?

There are three seasonal bonuses.

The sales unit does not require clocking in or out, and there is no overtime pay. Performance achievement bonuses are subject to deductions under various pretexts, but this is not clearly stated in writing. Overtime pay for business trips does not comply with the One Fixed Day Off and One Flexible Rest Day policy. New employee turnover is high.