大眾電腦股份有限公司

Experience at the subsidiary (Kunzhong Technology Co., Ltd.)

1. Some colleagues are responsible and kind people, but quite a few often like to ridicule certain new colleagues as a joke (in addition to joking about him in daily interactions, they would even gather more than 20 people in the office downstairs during working hours outside of lunch breaks, using internal phones to talk negatively about the new male colleague. I often listened nearby and was speechless. One female colleague in particular spoke in a way that was very much like a middle school student bullying and excluding someone; as a bystander, I also felt very uncomfortable hearing the words she used.)

2. The salary repeatedly promised during the interview was merely a lie and a sales tactic to trick you into joining. On your first day, they would then use HR as an excuse to cut several thousand from your salary on the spot (in reality, the only person managing the company’s finances was the supervisor mentioned below). This left a very bad impression. Before reporting for work, they would also ask you to take another day off and meet him at a specified time for half an hour (if he had stated in advance in his messages that he would break his promise and suddenly cut several thousand from my salary on my first day, I would never have wasted my time).

3. During the interview, they promised that you could receive that year’s year-end bonus, but only a few days before the year-end banquet did the supervisor tell you that you could not receive it because you had not yet completed your probationary period. Similarly, during the interview they said you could participate in that year’s year-end banquet lottery. You even attended meetings to discuss which prizes to ask vendors to sponsor, and the company had listed your name on the lottery-number list early on. Then, a few days before the banquet, the supervisor suddenly said that employees still on probation could not participate and grayed out your name on the lottery-number list (ridiculous).

4. The deputy supervisor often gives instructions only verbally, but also frequently says that he does not record what he said and has no recollection of it, leaving subordinates at a loss. He may say something should be done one way and then suddenly change his mind, later blaming you for remembering or doing it incorrectly even though you followed his earlier verbal instructions. It is easy to be wrongly blamed because he gives instructions only verbally and does not remember what he decided or said.

5. The prizes in the year-end banquet lottery were extremely disappointing. Other than the grand prize, which was acceptable, most prizes were a sika deer, while the second prize was three small children.

6. I do not know why the company chose an overpriced travel vendor that often charges extra fees under useless line items. The vendor’s ticket bookings were even more expensive than booking online yourself, and employees had to cover one-third of the company trip’s cost. Many expenses felt unnecessary, but the vendor insisted on charging them and would even create an additional useless item at the last minute to collect more money. It is unclear why this vendor had to be hired when there were other options.

7. If you take annual leave before completing one year of employment, money will be deducted from you when you later leave the company.

Experience at the subsidiary (Kunzhong Technology Co., Ltd.)

1. A female colleague takes several dozen days of leave each month, and the supervisor only says, “You just help her.” As a result, you frequently have to take on the work of an irresponsible colleague who shirks her duties, while she receives the project bonus. No matter how much extra work or assistance you provide, you receive the same pay; they will not adjust your salary or give you a bonus simply because they discover or know that you do more.

2. In addition to requiring you to do the female colleague’s original work, the supervisor seems to live in another dimension and frequently sets extremely unreasonable and unrealistic workloads. Later, when the supervisor finally realized that the project was understaffed and that one colleague was repeatedly taking leave—making it likely that the project would not be completed and the company could be fined for breach of contract—the supervisor hurriedly brought several people down to help. The project eventually involved about eight people, even though all eight stated in meetings that the required daily workload was unreasonable. The supervisor still kept repeating, “I don’t care if you feel physically unwell or whatever—you will get it done. I don’t care what happens.” The supervisor clearly showed that all he wanted was to exploit subordinates without limit.

3. The female colleague took bereavement leave last month, then in the following month or several months later used bereavement leave from several months earlier that she had not finished taking to travel abroad—while you were still covering her work.

4. The supervisor holds meetings to understand case progress, but seems not even to read the completion requirements in the contract. During meetings, he often calmly says things that completely contradict the contract, leaving you speechless and wondering what the point of the meeting is.

5. The supervisor’s temper is very unstable and he takes it out on people who are not involved. For example:

(1) During a major cleanup, a male colleague did not clean thoroughly. Instead of first asking who had been assigned the task and speaking to that person, the supervisor entered his office, saw that it had not been cleaned properly, then came out and shouted at all the unrelated colleagues: “What the hell are you doing! @¥%,” along with other profanity.

(2) When you told the supervisor about issues with a colleague working on the same project (for example: she takes several dozen days of leave each month, always requiring you to complete her work without compensation; tasks assigned to her by the deputy supervisor were often simply handed over to her, which she repeatedly agreed to, after which she would turn around, send the files to you, and ask you to do them together; one hour before taking leave, she sent you a document that the deputy supervisor had assigned to her a month earlier. When you opened it, you found that during the entire month in which she had promised the deputy supervisor she would handle it, she had not touched it at all or discussed the requirements with the person in charge, yet she insisted that she had worked on it—she had only performed one copy-and-paste action on one tab—and then asked you to help complete it even though it was due the next day, and so on), the supervisor would slam the table, shout, lose control emotionally, and accuse you of lacking team spirit or trying to force that colleague out. Even though you were handling all of that colleague’s messes, the supervisor would turn around and accuse you of all kinds of wrongdoing, then slam the table several more times to intimidate you.

(3) When you raised the unequal distribution of work, the supervisor only blamed you, saying that it was your problem, that you did not do enough, and that you had to help her. Even when you had recordings as evidence, the supervisor remained in his own fantasy world and verbally abused you, insisting that everything was your fault. He would not even communicate with the colleague who regularly passed her work to others and traveled abroad using leftover bereavement leave from several months earlier.

(4) The supervisor is unable to communicate with colleagues about unfair work allocation. It is often very difficult even to communicate with him; whether he simply is not listening or for some other reason, you may explain something three times only to have wasted your breath. He just fails to understand the situation and stubbornly pressures you to do more.

(5) The supervisor loves to make grand promises and set goals that do not match actual execution efficiency, then demands that unrealistic target from you every day. Even though nearly ten people said it was difficult, the supervisor only talked and said, “I calculated it based on the budget, so this is how it is. You will get it done.” Several times, you told the supervisor that you had already become physically unwell from doing it—especially since there were only two people on this project and you also had to cover for another colleague who liked taking leave, shirking responsibility, and dumping work on you. The deputy supervisor likewise only said, “I don’t care if you feel physically unwell or whatever. I want this number; I don’t care what happens—you will get it done.” Neither supervisor had ever actually worked on a project involving the required quantities. They simply made demands day after day. Regarding the feasibility of carrying them out and the fact that subordinates had already become physically unwell, they were dismissive and said it was not their concern. Even though they knew they had never done the work themselves, they continued to make empty, daydream-like demands that relentlessly exploited subordinates.

The HR team is pretty good.

May I ask whether the veterans are very unfriendly toward newcomers, afraid that the newcomers will take their jobs?

There were no advantages to the interview.

The manager talked at length about the job's technical aspects,

then made snide remarks about your previous work.

It wasted my time interviewing.

The company has an impressive presence

I went to the company’s meeting room for an interview.

The interviewer said, “I just looked at your résumé.

Your background has nothing to do with ours.

You’re not suitable for this job.”

I was completely speechless. Then why did you invite me to interview?

Next, they asked me what I wanted to know about the company.

I simply said nothing.

They even asked in surprise, “There’s nothing you want to know about our company?”

I said no.

I really didn’t want to waste any more time.

If you’re going to invite someone for an interview, the interviewer should at least review their résumé beforehand—not only look at it right before the interview.........

Then to say I wasn’t suitable—the whole experience felt really awful.

The interviewer and HR were both easy to get along with

Salary: 24k

Position: Production Line Assembly/Testing Staff

Polite attitude

I had already written my salary expectations on my résumé. Whenever I received an interview invitation, I would first ask whether they might be able to meet my expectations, and they said they could. Then, halfway through the actual interview, they looked at my résumé, saw my expected salary, and said, “Oh, we can’t possibly offer that much.” When I asked about it and pointed out that I had confirmed over the phone beforehand whether there was a possibility before coming in, they said they must have mistaken me for someone else?!

The HR staff and manager both had a good attitude.

I asked for a salary only a few thousand higher than my current one, and the manager looked troubled... Later, I received a rejection letter. I suggest that your company check candidates' salary expectations before inviting them for an interview, since the expected salary is listed on 104 resumes.