宏亞食品股份有限公司

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The boss is a second-generation successor—not someone with vision or drive. Besides, they already have some money, so there is little incentive to pursue improvement.

The company’s entire culture is conservative and complacent; major, sweeping changes are impossible.

The core business is getting worse and worse, supported only by income from outside the core business.

Ambitious people are strongly advised not to join. You will only become increasingly mentally exhausted.

Unless the boss likes you—in that case, even if you cost the company money, the boss will pretend not to notice.

Another particularly bad aspect of the company culture is that the boss has many close female friends working there.

The HR department, in particular, is effectively the boss’s power base behind the scenes.

HR maliciously withholds wages. Even after receiving confirmation from the labor inspection authorities, they still refuse to return the withheld pay.

They simply want to waste employees’ time and energy.

The company has basically all the shortcomings commonly found in Taiwanese companies.

Can't think of any advantages

A warehouse clerk has to manage all the raw materials alone. At the beginning, the contract offered 29,000 with no benefits; if you wanted benefits, the salary was 26,000 per month, with 15 deducted per meal. The employees there have bad tempers, and the supervisor can't control them. They shout profanities, including three- and five-character curses. More than ten pallets of goods arrive every day, and you have to organize them all yourself. You also have to learn to operate other machines, which is simply too much to handle. You must carry a walkie-talkie at all times, and if they can't find you, they will yell at you again. The employee turnover is extremely high. The supervisor's promised pay raises are only verbal promises—empty words—and they will constantly ask you to stay and work. In the break room, the hard-of-hearing foreign workers play videos at very high volume, making it impossible to get any rest. The benefits are mediocre, and you shouldn't take the promised pay raises seriously. This is also why many people quit.

1. Basically, colleagues are all willing to teach newcomers.

1. The manager was laid off before the Lunar New Year.

2. The section chief resigned in May.

3. The supervisor position has remained vacant, leaving the unit without overall leadership and causing things to be handled without much order.

4. The unit originally had 16 people but now has only 6–7, including two newcomers and people without backgrounds in the relevant field. It’s not that people from other fields cannot take on the role, but since we are a quality control and inspection unit, it would be better to have people with relevant backgrounds, right?

5. Feeling that it couldn’t continue being this chaotic, I decisively resigned.

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The turnover rate in Quality Assurance is currently very high. It is somewhat poignant to see an established company become this way.

No self-introduction required.

The hiring manager was looking for someone to help him correct the company’s information system development processes.

I got the feeling that the manager has great ambitions and wants to make very~ major changes to the current information systems.

Overtime can be exchanged for compensatory leave, but there is an “unspoken agreement” in the department not to proactively report overtime.

It’s simply a traditional manufacturing company, and its approach to information system development is in urgent need of correction. At present, it could be said that there are no systems in place at all.

(((This is also what the manager is working hard to do. It feels like he has ambitions but is unable to fulfill them, and is somewhat looking for “his own people” to come in and shore things up.

That day, I only interviewed with the hiring manager. He said salary would be discussed with HR.

Then, only after the interview, I received an aptitude test from 104 via HR. (((Wasn’t this supposed to be completed before the interview?!

After the interview… there was no follow-up… nothing?

Dear HR,

if you happen to see this message,

I’d like to ask you: regardless of whether there is any follow-up, could you at least notify me?

Please send a thank-you letter or something!!! I’ve waited until the flowers have all withered~

1. Colleagues are all very easy to get along with, and knowing that I was new, they were very willing to provide guidance.

2. Companies that make food products usually have quite a lot of samples to try.

3. The company subsidizes $40 for employee lunch boxes? I found out that this is actually a meal allowance???

4. I currently recommend joining Qiqi Marketing, as it has ample project budgets and standardized packaging materials.

1. Honya mainly has three divisions: Rine, Qiqi, and Choco.

I applied for a planning position in the Rine division. During the initial interview with both the hiring manager and the highest-ranking supervisor, I clearly stated that digital marketing was my area of expertise and that I had limited experience with product development, although I had developed several products. The hiring manager also wanted to make use of my digital expertise, but primarily hoped that I would work on product development. That was why I left my previous company. The salary was lower than at my previous company, but I heard that there would be a salary review and adjustment after six months (????????).

2. The hiring manager took two weeks of leave starting before my first day and is still on leave (due to a family member's illness).

PS: When I asked during a meeting, I was told that leave without pay would be handled according to company regulations, so if someone does not return after using up their personal leave, they will be asked to leave?

That doesn't seem right to me.

3. I prepared a presentation explaining that digital channels such as Facebook require ongoing management of non-project-based activities, and proposed directions for revisions and a budget. However, the highest-ranking supervisor asked me to provide competitors' reach rates, target audience ages, conversion rates, and so on??? These conditions cannot be seen by someone who does not manage the fan page. In the end, I was told that my digital expertise was not solid, and articles published by my previous company were also criticized as poorly done. I really wanted to tell them that the reach and engagement rates at my previous company were basically more than three times higher than the current ones.

4. When I asked about the Q1 budget, the highest-ranking supervisor said they did not know = =. Later, I found the annual budget in the shared folder.

5. The company expects new hires to be immediately effective. You cannot ask about the presentation more than three times, and new employees receive no guidance. This may be because the hiring manager was absent, so they seemed to expect me to be able to get started immediately and adapt to the culture.

6. I did not ask about the salary structure. Basically, it consists of base salary plus a meal allowance. The actual base salary last month was $10,000 less than the base salary that had been agreed upon during negotiations. Only after I asked did I learn that the original $10,000 was used to deduct certain expenses. Perhaps my previous company had never deducted this much before, and there was only the meal allowance and some other items. Please remember that everyone should clarify the salary structure before joining any future company.

7. Respect for professional expertise is very important to me. I also know that HR will check Tianyancha, but I think this position has relatively high turnover; I suspect the reason is that it would be very exhausting if internal issues are not adjusted.

8. Also, during the interview, I asked whether there was a bonus system (the highest-ranking supervisor said yes), and about the six-month salary review (the highest-ranking supervisor said that basically everyone would receive a KPI-based adjustment, covering about half of the employees). In practice, I did not see this in the regulations, and I am uncertain about what actually happens = =.

9. Because of point 8, I gave up my previous company's job even though its salary was higher. I really feel foolish.

Customer service, tours, DIY activities, store sales, and other related duties within the facility.

In other words, the company pays just over 20,000 and expects you to do everything.

If you don’t mind, you can give it a try.

All I can say is, it’s a terrible place to work...

Not to mention that this position has changed hands six times in a year.

Whoever takes the job has to handle everything except planning and the restaurant, which aren’t under your responsibility.

Sales, DIY classes, the service desk, handling customer complaints, the store—

if even one department performs poorly,

sorry, you’d better be prepared to leave...

The supervisor also can’t accept having capable people under them.

They won’t listen to anyone else’s ideas or opinions.

The supervisor is the only one who’s competent, and everything they say is right.

So unless the supervisor changes, even if you’re highly experienced, don’t try this job lightly.

The manager is incompetent and unable to listen to other people’s opinions.

As soon as you show any ability, they go behind your back and say bad things about you to senior management.

After that, whatever proposal you put forward, they say it’s no good and that there are problems with it.

Then they privately ask to speak with you, saying that you haven’t been doing anything and that they have to pitifully clean up your mess and say good things about you to the boss, along with all sorts of other nonsense. They insult you terribly.

In public, they act as though they are very good to you, making people from other departments wonder, “How could you have such a great manager!?”

The manager directly dumps assignments they don’t want to take on onto you, waiting for you to mess up.

When it comes to vendors the manager doesn’t want to meet, they make an appointment and then find an excuse to say they are unavailable. Every so often, you end up with more work to handle, and the manager never tells you what they want to discuss with the vendors they arranged to meet. After the vendors leave, they put on an act in front of the boss, making themselves look pitiful and busy, and then turn around and “help” you solve the problem.

In short, this is a very problematic position. Unless the manager is replaced, this job is simply impossible to do.