卡訊電子股份有限公司

1. Not much workload

2. In some departments, people can push tasks onto others and get paid for doing little

3. Leaving work on time

4. Quiet office

5. Drinks and light snacks at the monthly meeting every month

6. The company buys lots of snacks for worship ceremonies

7. Listening only to the general manager speak makes you feel that the company has a lot of hope; when you turn back to deal with matters with colleagues, their logic and attitude make you question the company’s future

8. A place for people who want to coast toward retirement and have no particular ambitions at work

1. The direction upper management wants to pursue differs from that of the employees—the front and rear of the train are heading in different directions. What upper management wants to do is more fanciful, without risk analysis or practical considerations; they often charge ahead first and think later, with enthusiasm that lasts only three minutes

2. People in some departments push tasks onto others or handle matters with very strange logic. When the workload is heavy, it feels like these people are holding everyone back

3. People who want to do their work well, have drive, and have too many ideas are not suited to staying

4. The boss saves money in strange places

5. Product stability is insufficient, customer complaints are frequent, and the defect rate of new products is very high

1. The sixth floor is very bright; the other floors are very run-down. I was misled by the sixth floor.

2. The ergonomic chair and dual monitors are very comfortable.

1. High salary, low reporting.

2. Spend a lot of money packaging and promoting the boss’s image.

3. Employee trips always use terrible dates because they are cheaper.

4. The general manager seems to be under investigation, and the company seems to be involved in a lawsuit. Something feels strange.

Don’t waste your time on strange companies,

especially this kind of family business,

with a husband-and-wife team as the bosses.

Avoid at all costs.

Some experiences working in a traditional industry:

1. The chair is pretty good; even sitting for a long time isn’t too uncomfortable.

2. Working with dual monitors is very convenient and improves work efficiency.

3. The travel subsidy depends on seniority, but unfortunately, it does not cover the full amount.

The salary includes a meal allowance. The boss says this is for the employees’ benefit because it allows them to save on taxes. But for workers whose annual income falls below the NT$560,000 tax bracket, who exactly is benefiting from the tax savings?

Based on a monthly salary of NT$32,000, one month of year-end bonus each year, and NT$500 for each of the three traditional holiday bonuses, the annual income is calculated as follows:

NT$32,000 per month * 12 months + NT$32,000 year-end bonus + NT$500 traditional holiday bonus * 3 = NT$417,500

This annual income is nowhere near NT$560,000 and would not enter a high tax bracket where tax planning needs to be considered. Therefore, the tax savings mentioned by the boss do not provide any practical benefit to these workers.

In reality, this practice mainly allows the boss to save on taxes. Paying part of the salary as a meal allowance allows this expense to be included as a company operating expense, reducing the company’s taxable income. In other words, the person actually saving on taxes is the boss, not the employees.

You need to have a psychic constitution, because supervisors usually explain things only once. If you ask too many questions, you will be reminded, “Didn’t I already teach you this last time? Didn’t you take notes?” In addition, the supervisor places particular emphasis on a high-pressure environment, believing that people can only improve under pressure.

There are no standardized procedures (SOPs) here, and every salesperson does things differently. You need to be able to adapt flexibly, because Salesperson A’s approach is completely different from Salesperson B’s. If you accidentally do something incorrectly, you will also be reprimanded: “How could you do it that way?”

The boss’s appreciation: Here, even if the company might lose NT$20 million without you, you can receive the boss’s recognition and a NT$5,000 thank-you bonus. Meanwhile, a returning engineer who left the company can receive a NT$50,000 thank-you payment from the boss—even though the company would not lose NT$20 million without that engineer. The boss values everyone’s contributions; your efforts will definitely be noticed!

A local Taiwanese brand, with stable business from government agency contracts. I believe it won’t go under within the next five years.

1. Employees leave within a year, and the turnover rate is extremely high.

2. Work is incredibly inefficient.

3. Meetings can’t make any decisions. Because meetings can’t make any decisions, we hold another meeting.

4. Seeing other people’s comments only makes me feel lucky that I left early. The company’s chaotic SOPs are nothing new; new hires can immediately sense it. Even though everyone is experienced and capable, they are forced to run around frantically and end up producing nothing.

5. Senior employees are very good at messing with people. They set traps for less senior colleagues to fall into, and some of their tactics are quite creative.

6. They care a lot about employees’ thoughts, giving people the feeling that they really want to restrict employees’ freedom of speech.

7. I don’t know what the boss is thinking. Does he really know the company’s situation? Or does he secretly believe that young people are all “rotten strawberries” who can’t be helped? After seeing deliberately whitewashed reviews, I couldn’t help coming here to reiterate the facts. Those who haven’t joined yet, don’t be surprised—the bad reviews are all true. Unless you want to experience it yourself, in which case, go ahead! You don’t even need to open 104 to know they’re definitely still hiring.

The company’s senior management lets you experience the plot of a Taiwanese melodrama firsthand without even having to enter a studio.

Oddball colleagues let you experience the thrill of kicking the can down the road while working—if the ball is still at your feet when time runs out, you lose.

There is severe infighting among the company’s senior management, and even when they are not fighting, they are not very good at communicating effectively.

The chairman’s public image is packaged very well, but in reality, he has absolutely no understanding of the company’s affairs. Going to meetings with them is like listening to another company’s presentation: they always paint an enormous vision, but internally, none of it actually exists.

It is also difficult for people who genuinely want to do their work well, because there are always strange things waiting for you to do.

They take on cases without evaluating internal resources or timelines, leaving employees with a huge headache. They only ever seem to want to find a way to get through it, and there are countless scapegoats to help you practice stress tolerance. The closer you are to the boss, the more blame you will ultimately take~ Somehow, every single mistake is someone else’s fault!

Except for the Sales Department on the 6th floor, everyone generally leaves work quite punctually. The production line on the 7th floor can clock out and leave immediately when their workday ends.

The promotion system is neither smooth nor fair. The company has been established for many years and has quite a few senior employees with more than five years of service, yet it does not give experienced and loyal employees opportunities for promotion. Some people have served as "acting" managers for many years and, despite having worked there for a long time, remain "section chiefs," even though they are already the highest-ranking people in their departments. Meanwhile, the company parachutes in people unfamiliar with its internal operations to become managers; they usually leave again after a short time.

It's in Kaohsiung's urban area, so it's close to home, and the food nearby is affordable.

1. Most of the food nearby is not very hygienic.

2. The company does not have a well-established promotion system. It is a company with very little structure, and promotions are entirely based on the preferences of senior management.

The 6th floor is the sales department. Since it is the company’s showcase, it is beautifully decorated, making it feel impressive and comfortable to work there.

The 7th floor is the production line and is extremely run-down. I heard that seven years ago, there were already plans to renovate the 7th floor, and more than ten teams were invited to inspect it and provide estimates. Yet to this day, the 7th floor still has not been renovated. I believe this is extremely poor management. The interior design companies also put a great deal of effort into planning, investing time, money, and personnel to assess the company’s needs, only to have their efforts disregarded. It also raised the hopes of the colleagues working on the 7th-floor production line for nothing. This sets a very poor example.

There are overseas employee trips.

1. Overseas employee trips are basically family trips for the owner’s family. Many of the participants are not company employees, but the owner’s friends and relatives. It feels as though employees are merely there as window dressing. The destinations are generally places the owner and their family have already visited and do not want to visit again, so the trips are planned entirely around the owner’s family rather than from the employees’ perspective. It feels very unpleasant.

2. Overseas employee trips are not fully subsidized; the company only provides a fixed subsidy. For example, if a trip to Japan costs NT$35,000, the company’s maximum subsidy is NT$20,000. Furthermore, not every employee receives the full NT$20,000—the amount depends on seniority. Only employees with at least three years of service are eligible for the full NT$20,000 subsidy. Seniority is calculated as of December 31 of the previous year. For example, I joined the company on April 1 last year, and the company took employees on a trip in June. Although I had actually been with the company for more than a year, only the period from April through December of the previous year was counted, which was less than one year.

3. If I remember correctly, the calculation is as follows: after one full year of service as of the previous year, the subsidy is one-third; after two full years, it is one-half; and only after three full years is it 100%. However, it is not fully subsidized.

4. Employees have to use their own annual leave to go on the company trip. If they do not go, they generally have to take leave themselves anyway. For people with families, it is simply unaffordable to travel abroad, so they can only give up.

None

This is the first time I’ve seen a company send people here to manipulate its reviews.

I’m dying 😂😂

You can imagine how bad it must be 🤣🥲

1. Follows the Labor Standards Act, and except for the Business Management Department on the 6th floor, most people can leave work on time.

2. The “offerings” left after worship on the 2nd and 16th of the lunar month are available for free. However, there are only a few items, so you have to be quick—if you are late, there will be none left to eat.

1. The general manager and some managers are very self-serving. If they like you, you can rise quickly; once they no longer like you, you will be sidelined and left idle until you resign.

2. This company has very little structure, and promotions depend entirely on the preferences of senior managers.

3. They are good at chanting slogans and want you to treat the company as your own, but they provide very few benefits. It is a very stingy company.

4. Salary adjustments are very slow.

5. The boss believes that the bonuses offered are very generous, especially the performance bonuses for higher-level positions—bonuses you can see but never actually receive. In reality, there is a large gap between the compensation and what I expected. (Companies outside the company offered me three to four times Kaxun’s salary for the same position in Kaohsiung, and their performance bonuses were clearly explained. Unlike Kaxun, whose bonus system is vague, they often brainwash you by saying that you will receive a performance bonus if you achieve your targets, but the actual amount is far lower than expected, and they do not explain it clearly from the beginning.) The company looks glamorous on the outside, but is actually very stingy, so many senior employees leave within a year after joining because they see no prospects.

The company is not large, and although it has relatively few employees, BXB Electronics operates according to the philosophy that “employees are the bosses of their own work,” supported by a flexible and autonomous corporate culture. It uses cloud-based systems to establish a culture of knowledge sharing, sparks creativity through innovative idea-generation meetings, and pays attention to employees’ various needs. It continues to innovate and expand its human resources development efforts, constantly striving to surpass itself.

To achieve fully autonomous innovation and R&D, BXB Electronics is devoting its full efforts to developing the BXB brand and producing high-quality broadcasting system products that customers want, need, and require. Its goal is to let people around the world hear pleasant public-address audio. With the corporate vision of “becoming a world-class benchmark enterprise and synonym in the field of public broadcasting,” BXB Electronics has always remained committed to being a true partner to its customers and to operating according to the core value that things should always be made better.

Moreover, because it believes that the foundation of professionalism comes from “people,” and that excellent products are made by “people,” outstanding employees are the company’s most valuable asset. Guided by the principles of “customer first, quality assurance, and talent development,” BXB Electronics is committed to developing its people according to the management policy that “talent must be cultivated before products are manufactured.” As a result, BXB Electronics’ human resources development policy has consistently received strong support from senior management. The proportion of the operating revenue allocated to talent investment rose steadily from 14.58% in 2011 to 20.61% in 2013. Expenditures on education and training, as well as satisfaction with training effectiveness, also reached new highs year after year. By 2013, BXB Electronics’ education and training expenditures were nearly one million, and satisfaction with training effectiveness was as high as 82%.

BXB emphasizes: “Every day at BXB Electronics, you are the boss of your own position,” thereby fostering a flexible and innovative corporate culture. As a result, it is rare to hear supervisors at BXB Electronics scolding employees or issuing forceful demands that they carry out their work. This is because the company seeks to put the general manager’s management philosophy that “everyone is a boss” into practice, giving employees a broader stage and more freedom to express themselves.

I can’t think of any.

Kaxin believes that the most important asset of a company is its “people.” Therefore, employee benefits and efforts to foster a friendly workplace are continuously improved and adjusted in response to employees’ needs, making employees more comfortable at work and thereby enhancing efficiency and loyalty.

1) Monthly birthday celebrations and occasional company-sponsored meals: Each month, the company celebrates the birthdays of employees born that month and provides delicious food and beverages for everyone to enjoy. Birthday celebrants also have the opportunity to participate in a lucky draw, adding anticipation and a sense of happiness to their birthdays each year. In addition, whenever the company has good news, such as receiving a major order, winning an award, or achieving performance targets, it prepares afternoon tea and snacks to celebrate the occasion together. This creates healthy competition and motivates employees to work harder.

2) Annual domestic and overseas employee trips and quarterly family days held at various times: Kaxin strongly encourages employees to bring their families to participate in employee trips and family days, enjoy family time, and create wonderful memories. Kaxin chooses overseas destinations to broaden employees’ horizons. During these trips, all employees do the same things and share common experiences, which can also improve teamwork and strengthen cohesion. A company with strong cohesion and unity can provide more comprehensive services and achieve higher operational goals, realizing the vision of a “happy enterprise”! During employee trips, the happy smiles of employees and their families can often be seen. At night, everyone gathers together to chat and enjoy tea and drinks, making the most of every moment spent together. After the trip, employees return to their jobs with greater motivation and look forward to the next journey. This positive cycle reinforces Kaxin’s commitment to organizing these trips every year.

2001: Five-day trip to Macau, Zhuhai, and Shenzhen, mainland China

2003: Kinmen and Green Island trip

2004: Five-day trip to Tokyo, Japan

2005: Penghu and rafting on the Laonong River

2006: Hokkaido Silver Snow World: hot springs and a crab cuisine trip

2007: Five-day trip to Malaysia

2008: Five-day trip to Seoul, South Korea, including skiing

2009: Three-day trip to Hualien and Taitung

2010: Five-day luxury villa trip to Bali, Indonesia

2011: Five-day trip to Bangkok, Thailand

2012: Five-day luxury trip to the Kurobe-Tateyama Alpine Route in Japan

2013: Five-day trip to Ha Long Bay, Vietnam—one of the world’s seven natural wonders

2014: Five-day trip to Osaka, Japan

2015: Five-day trip to Busan and Jeju Island, South Korea

2016: Three-day trip exploring the mountains and sea of Hualien and Taitung, including Farglory Ocean Park

2017: Six-day hot spring and cuisine trip to Kyushu, Kumamoto, Nagasaki, and Fukuoka, Japan

2018: Four-day trip to Macau and Zhuhai, including the Hengqin Sheraton and Chimelong Ocean Kingdom

2019: Five-day luxury trip to Hainan Island, staying at five-star hotels

3) Remote work arrangements: Kaxin has always emphasized balance between employees’ work and family lives. Family is one of the driving forces that enables people to continue working, as well as an important source of support for employees. Since some employees have needed to care for children after getting married and having children, or to care for other family members, Kaxin has responded to employees’ needs by adjusting job responsibilities and offering remote work arrangements. Employees can flexibly choose where they work, allowing them to remain in the workforce while also taking care of their families.

4) Personally delivering the company’s care to employees’ homes: During the three major festivals, the company prepares gift boxes and personally delivers them to each employee’s home. This allows employees and their families to directly experience the management’s appreciation and concern for employees, demonstrating through concrete action that they are treated as part of one family and spreading Kaxin’s corporate culture.

5) Employee health examinations every two years: Kaxin places great importance on employee health, and all employees enjoy benefits that exceed the requirements of the Labor Standards Act.

6) Comprehensive training programs and support: In 2014, Kaxin received the “9th National Human Resources Innovation Award” from Taiwan’s Ministry of Labor. This honor is particularly rare and valuable for a small or medium-sized enterprise in southern Taiwan. It further demonstrates Kaxin’s strong commitment to education, training, and talent development. Any course that receives approval is 100% supported and subsidized by the company. The skills and knowledge employees acquire can be effectively applied to their work, helping both themselves and the company enhance their competitiveness.

N/A

● The company complies with the Labor Standards Act and lets employees leave work on time. When I was laid off, it followed the regulations: severance pay, the required layoff notification, and job-search leave were all provided in accordance with the law.

● Managers look after employees and care for you as if you were one of their own.

● During the Wuhan pneumonia pandemic, the company even gave each employee 10 masks. That can be considered the behavior of a happy workplace.

● The boss is open-minded and respects employees.

● It is a traditional industry with a stable source of income and little risk of going under. However, you also do not have much in the way of challenges.

● The atmosphere in the Sales Department is poor, and the atmosphere in the R&D Department is poor.

Suitable for people who want to receive a low salary

Rest assured, there will be no pay raises

Long-serving employees all have job titles,

The entire company has to use English names,

But this is actually still a traditional company,

It wants to transform, but on the surface it looks bright and colorful,

In reality, it is still an empty shell.

If you commute by motorcycle, there is no parking space, so you can only arrive early and park outdoors; if it rains, you will get wet.

If your supervisor thinks you are not up to the job, they will stop paying much attention to you and will even watch you struggle, just waiting for you to resign on your own.

They hold meetings all day long but never reach any conclusions—it is just pretending to be busy by holding meetings.

The person who orders the lunch boxes works very hard, so please give her more encouragement.

I really can't think of any.

Does being able to leave work on time count?

Does providing the legally required labor and health insurance (with the correct salary bracket) count?

1. The salary agreed upon during the interview includes perfect-attendance and punctuality bonuses (these two are calculated separately). Therefore, before you have any annual leave available to offset absences, make sure not to arrive late, leave early, or take leave; otherwise, you will lose two or three hundred dollars just like that!

2. The company's employee handbook clearly states in black and white that the probationary period is three months and that passing requires evaluation by the supervisors and the bosses. However, the probationary period can be as long as the bosses decide—shorter than three months at best, or N months at worst (the current record is eight months without passing before resigning).

The interview did not mention a salary adjustment after passing probation. In fact, whether you pass is irrelevant, because the benefits you should receive are no different from those of regular employees. (The bosses probably refuse to confirm completion of probation simply to save those few hundred dollars~ If someone were truly unsuitable, would a boss really be so benevolent as to give the employee eight months to improve?)

3. The reason you were hired in the first place may also become an excuse for failing your probation. People who do not pass their probation within three months do not need to doubt whether they lack ability, because it is simply that the boss does not like them personally. If someone were genuinely incompetent, shouldn't the company ask them to leave immediately?

4. During the interview, make sure to discuss whether your salary will be adjusted after passing probation. If the offer does not mention this, be sure to ask HR to add it. Otherwise, you will have no written evidence to support your case later, and the company will not easily give in without something in black and white.

5. If you do not plan to participate in the company trip, the company will force you to take leave (new employees without annual leave will end up taking unpaid leave). Some department supervisors will fight for their department members to work, but others will use “there is no important or urgent work to handle” as a reason to force their team members to take leave on the company's behalf. When you report to the supervisor or HR that this violates the Labor Standards Act, they either ignore you or brush it off by saying they will improve next time.

6. Supervisors take their team members' work away, leave them sitting idle, and then blame them for having nothing to do. When criticism comes from above, they also do not speak up for their team members. (As a sincere suggestion, the company could save one salary and just have this supervisor do the work; there is really no need to hire someone to sit around and waste their life.)

7. The supervisor seems to have been parachuted in and does not understand the team members' areas of expertise. They do not even understand basic common sense, and despite being taught several times, they still return to square one. Nevertheless, they somehow manage to use their lack of professionalism to instruct professional team members and even make corrections themselves. (This endless cycle is another case, like the one mentioned in point 6, where the company does not need to hire an additional professional.)

8. I personally witnessed a colleague who had been there for just over a month suddenly disappear without warning.

The interview was quite thorough and also took a long time, so it felt like they were genuinely putting effort into finding the right person.

I received a job offer one month after the interview, but they would only determine the salary after I confirmed my interest. After I expressed my interest, a long time passed before they said the department was downsizing and there was no longer a position available. However, the job posting was still listed on 104, which left a very bad impression. Fortunately, I was able to find another job; otherwise, I would have been left without work after agreeing and then being strung along, which would have been a huge loss.

The company complies with the Labor Standards Act.

After the three-month probationary period ends, they will continue to observe you for a while. You will not immediately become a permanent employee.