泰詠電子股份有限公司

If you want to challenge yourself, you could try a QC position.

This company is more of a “shop-floor-oriented + quick judgment of people” system, rather than a “systematic training company.”

The main problems are:

1. “Immature systems + chaotic information flow + unclear personnel roles”

Sometimes there is a BOM, and sometimes there isn’t.

First-article records are incomplete.

SOPs only outline the scope and are unclear.

No one knows whether something has actually been inspected yet.

This directly leads to:

QC having to guess

The production line having to ask around

Investigations only happening after errors occur

2. The processes were not designed properly; they are “propped up by people.”

You see many situations where:

Tasks are passed down verbally by senior colleagues.

There is no standardized handover method.

Temporary fixes are added when things get busy.

👉 In essence:

🟡 “There are no systems, only habits.”

✔ Result:

Everything falls apart when people get busy.

New employees cannot learn in a stable manner at all.

Roles and responsibilities are unclear (it is unclear who should do what).

You mentioned many issues such as:

Who is actually responsible for inspecting this material?

The day and night shifts push responsibility onto each other.

Information between QC, the production line, and production control is unclear and overlaps.

👉 In essence:

🟡 “Responsibilities have not been clearly separated.”

✔ Result:

People are only sought out after something goes wrong.

Normally, no one dares to make the final decision.

II. Secondary problems

Products change too frequently, but there is no management classification.

Products are changed every few hours.

There is no classification of “new / old / familiar products.”

👉 Result:

🟡 New employees are always readjusting.

🟡 ⑤ SOPs are not written for “people to use” on the shop floor; they are written for “documents to use.”

You have already observed that they:

Only outline the scope.

Do not indicate clear locations.

Do not show the correct judgment criteria.

👉 In essence:

🟡 “The documents have not been validated on the shop floor.”

⑥ Communication relies on people rather than systems.

Describe this company in one sentence:

🟡 This is not a “process-driven company,” but a “manpower-based, shop-floor-reactive company.”

Drawbacks:

It is very painful for new employees.

It is prone to confusion.

Responsibility for mistakes is unclear.

It relies heavily on the individual abilities of experienced employees.

If you are someone who “thinks in terms of processes and understands structure,”

you really should not take a QC position at this company, because this company’s QC needs people who can handle situations on the shop floor in the moment.

As an indirect office worker, the schedule here really gives off an extremely enviable appeal: getting off work early! Working hours start at 08:15 and end at 16:45. Being able to leave before five is practically a luxurious privilege in today’s generally long-hours work environment. Although the lunch break has been reduced to just half an hour, making the pace of the entire day sound so tight that you hardly dare relax, the reward is extremely attractive. When I watch my office colleagues walk out the door before sunset, I always feel as though I’ve gained a little more life than everyone else. For those pursuing work-life balance, this is undoubtedly a dream come true. This model of exchanging trivial, scattered breaks for a complete period of rest means that work no longer occupies the entire day, leaving plenty of time to pursue personal interests or spend time with family. Objectively speaking, as long as you can adapt to the fast pace and brief moments to catch your breath, being able to return to your family and personal life before dark gives this position a unique competitive advantage in the job market that makes people want to take a second look.

People working as direct personnel really have to get used to working overtime until 20:15 every day. I’m quite impressed with myself for managing to adapt to this high-pressure job, where meal breaks are only half an hour each and there isn’t even a ten-minute break at night. Although I become extremely dazed from the afternoon into the evening, which is the hardest time to endure, once you get through it, it’s yours. Thinking about it another way: for the sake of my beloved sons, I’ve gotten used to it, and that’s that. On the production line, you’re constantly being chased by the workload. As long as there are goods, our hands can’t stop. Sometimes I have to hold my urine until it becomes unbearable, or my shoulders and neck are already stiff and painful, but when I look at the endless stream of goods, I can only accept it. There’s no choice—the team leader often says, “If you’re going to be picky about the job, then don’t come to work.” Once you enter the factory, you have to learn to become one with the machines. Although my shoulders and neck are unbearably sore by the end of the day, when I look at the overtime pay each month, I can only smile and tell myself: What else can I do if I don’t get used to it?

The advantage of this company is that the workload is indeed stable. For people who are physically fit and willing to trade working in a “six days on, one day off” rhythm for income, it is a place where you can reliably get shifts. Although there appear to be many procedures in place, if you know how to curry favor and read the room, you may sometimes experience a certain flexibility of rule by personal discretion. For example, although Sunday overtime pay is not issued until the end of the year, if you have a good relationship with your foreman or supervisor, the money can nominally be converted into “paid personal leave.” For those who need extended leave and are willing to patiently work through that long and unpleasant process—one that requires highly detailed explanations and multiple layers of approval—this barely counts as a mechanism for getting some breathing room in a high-pressure environment. As long as you choose to bow your head and comply, and do not raise too many objections to product abnormalities, life can still go on under this workplace logic of “if I think it’s okay, then it’s okay.”

This company’s management logic leaves this old man feeling deeply disheartened. The most objectionable thing is the employee satisfaction survey. What should have been a remedy for improving the work environment has instead become a hit list for HR’s targeted purge. Shortly before year-end bonuses and Lunar New Year gift boxes are distributed, the company selects employees who reported dissatisfaction and had previously hinted that they wanted to resign for one-on-one meetings. HR asks in a considerate tone, “If you’re unhappy here, why not just leave after the New Year, before the job-hunting season?” They may even adopt a gracious attitude and say they can “approve leave” so you can attend interviews, but this is actually a calculated dirty trick: as long as they pressure you to sign before the bonus reaches your account, the company saves a substantial amount in personnel costs.

Moreover, the systems here are extremely unclear, and many rules are built around “what I think.” When determining whether a product is abnormal, decisions about whether to Pass or Hold are often based not on strict standards, but on the “I think so; that’s what he said” judgments of people whose authority and sources are unclear. In this environment, where rule by personal discretion outweighs the rule of law, professionalism is made to seem very cheap. Not to mention the hard-earned “paid personal leave”: taking time off means facing interrogation-like obstruction, making what should be legally protected labor rights look as though they were favors granted by the company. For a company that only wants to deal with the “person who raises the problem” rather than solve the “problem itself,” I advise those who come after me to look at the calendar before filling out any anonymous survey and think about their year-end bonus. Above all, do not let the company’s sugar-coated poison cause you to casually give up the dignity and worth you are entitled to.

Some of the earlier comments are honestly hilarious too. As a friend of someone who was seriously victimized, I really can’t help but say a few words.

Don’t keep going on about how it’s supposedly reasonable to demand overtime without paying overtime. In reality, even when some people are given enough time, they still make mistakes. Then, when they screw up their own responsibilities and need coworkers to work overtime to clean up after them, they still have the nerve to clock out on time and act so self-righteous. It’s truly laughable. What a great work attitude—everyone else quietly has to wipe your ass while you’re the one with the most ambition, namely, the ambition to get off work 😅

Whatever, it doesn’t matter. People can stay anonymous here, distort the facts, and shoot their mouths off. They leave and still have to sling a bunch of mud, desperately afraid that others will find out their fragile egos can’t accept the fact that the quality of their work is terrible. There are SOPs, and they can still get things wrong; you can walk them through it hundreds of times and they still won’t learn.

As a friend of someone who was harmed by a former coworker, I literally rolled my eyes to the back of my head when I heard about it over a meal.

A bunch of incompetent people get especially loud when speaking anonymously. How come they can’t produce anything when it’s time to work??

Those pretending to write cautionary advice should really give it a rest. The workplace is like this: people with poor performance are the ones who make the biggest fuss, complain the most, and feel especially aggrieved and unfairly treated. After all, nobody else can see how badly you actually work.

Sure, sure—salary increases and bonuses are all based on connections, and everyone with good performance only knows how to suck up. Yes, yes, yes…

This company has four or five hundred employees and still has people like you. If Tai-Yong is so successful and got its current revenue and profits by exploiting people, then go start a business yourself 😅.

When things are done badly, it’s always someone else’s fault; the company must be terrible and the manager must be awful.

To be honest, I don’t agree with some of the company’s practices either, and QS has given me a hard time when I’ve filed deviation reports.

I’ve seen some managers try to make changes, but everything is still happening too slowly…

And SMT’s yelling really does need to change. The husband-and-wife duo has improved things, but now there’s a new two-person Double-A team—one inside and one outside the cleanroom. Who can put up with that? This is the only department left in the entire company that still uses this kind of management style. (And when someone wanted to resign, they still wouldn’t let them transfer to our department 😤)

Anyway, I happen to know a little about the situation in the other departments. I’ve at least stayed long enough to be eligible for the gold watch. So no matter what, when I see those geniuses who made such a mess that it became impossible to clean up leave and then continue spouting off, I just can’t help myself 🫣. I’ll leave my first reply to the trolls to you all 😅

As one of the units helped by the so-called Manager R mentioned earlier, looking around, why is it that everyone I know was recruited by him? 😅

What he is really like as a person and what his abilities are seem quite different from how we and the foreign employees see him. (Yes, don’t be surprised—we’re not in the same group as you. How long have we been doing this? Don’t talk as if you understand Tai-Yong that well.)

The two AIs have also changed quite a lot, as anyone who attends the meetings knows. (Although it still remains to be seen, Plant Manager, please do your best too.)

Of course every company has bad aspects. Don’t assume that you’re the most aggrieved person in the world just because the people who gave positive reviews couldn’t be bothered to emote with you.

Even if you’re not someone who can change the environment, at least be a normal person who works properly. Don’t make life difficult for yourself and rely on nothing but your mouth.

People who are planning to apply shouldn’t be discouraged by this comment; relying on your own judgment is more practical.

Who knows whether Tai-Yong will get better or worse? Who can guarantee anything?

There will always be more trolls and lurkers. Whichever one you believe, you should go back and retake media literacy.

The company system seems good. Other than having relatively better pay and benefits, there are no advantages. It’s all an illusion! Because whether you can stay there or not is itself a problem!

Before joining, I briefly looked at online reviews. At first, I just thought that most people who had resigned found it difficult to say anything good about the company. After joining, I believed everything in all those online reviews—the things said online are all true.

Those who are sincere will not deceive you; those who deceive you are not sincere.

Those of you who are considering joining this company, please read all the reviews!

1. The atmosphere at work: people loudly shouting, especially on the production lines in certain departments. You will definitely encounter clueless supervisors.

2. Nepotism, with no reasonable channel for filing complaints.

3. Even if relevant groups can intervene, they will find ways to reject their involvement; worse yet, they may directly monopolize the process.

4. Mr. R. in the Human Resources Department really lacks ability, yet keeps making things worse with his mouth. He only knows how to talk, does not know how to deal with people, and lacks proper judgment and communication skills, making the employees under him increasingly miserable. They are all rookies yet have to find ways to take responsibility for everything themselves, and if they disagree with him, they will be constantly criticized.

5. Even the supervisor does not answer the phone or respond when you request leave. You are solely responsible for everything, and problems are simply pushed away.

6. A certain Mr. Supervisor does not foster any sense of unity among employees, nor will he give you any trust or respect.

7. On the production line, foreign workers have more say than you do, but they are not necessarily more capable than you; they are all just operators.

For those who want to work properly and live a long, healthy life, my advice is: do not join this company under any circumstances! Everything above describes the various things my friends and I experienced at this company. We are very glad that we left this self-righteous place.

I hope these damn things that harm employees and never reflect on themselves will disappear quickly! Stop doing cruel and harmful things, and stop acting as though other people’s children are expendable.

1. Paid personal leave

2. The vast majority of colleagues are pretty nice

3. The salary for inexperienced newcomers is fairly good

*The supervisor mentioned below refers to my supervisor at the time; I won't comment further on other departments.*

1. The fact that personal leave is paid instead gives supervisors more reasons to refuse your leave requests. If you don't have any annual leave yet, or have used it all up and want to take leave, you can only look at your supervisor's reaction. If things go badly, you might even be dismissed under the pretext of taking leave.

2. There is no overtime pay. The stated reason is that they hope everyone will complete their work efficiently and go home as soon as possible. In reality, leaving work on time is seen by supervisors as a sign that you are not working hard enough and have not fulfilled your role responsibilities, after which they use various reasons to increase your workload. (I heard that one department was even criticized by Supervisor R over its work attitude because it did not work overtime.)

3. Although the starting salary for fresh graduates is fairly good, some supervisors will deliberately lower your performance rating during the three major holiday performance evaluations, preventing you from receiving the full amount for all three holidays. So if you want to estimate your annual salary, just multiply your monthly salary by 12～

4. Although they recruit many people for positions requiring no experience, the company actually provides no training. Whether a veteran employee will guide you is like drawing lots; if, like me, you draw the worst lot, you have to figure everything out on your own from beginning to end, and of course you will inevitably get scolded along the way.

5. If your work produces good results, they say it is because the supervisor provided excellent guidance; if the work is not done well, it is all your fault. At times like this, the supervisor will only make sarcastic or abusive criticisms, saying you are completely useless, while actually being unable to offer even a single constructive suggestion.

6. As soon as you submit your resignation, your supervisor will go out of their way to make things difficult for you: not allowing you to take leave when you are sick with a high fever, saying that the handover you prepared is completely useless, badmouthing you extensively to other team members behind your back, and even trying to use all kinds of unscrupulous methods to withhold your salary.

There is really too much to say to finish it all. I can only say that before joining, when I saw online reviews, I thought that people who quit were naturally biased and it was difficult for them to say anything good about the company. It was only after I joined and then left that I realized everything said online was true.

I wish all the brave people who still want to give it a try won't be driven to physical and mental distress by their supervisors.

There is indeed an opportunity to take sole responsibility for projects

They tout openness as a slogan, but in practice, if you disagree with your supervisor or refuse to accept verbal abuse, you will be labeled as “not an open-minded person.” Who is truly not open-minded?

Furthermore, the supervisor’s mindset is that not working overtime means having no ambition and being an unserious employee. Whenever a colleague is reprimanded for this reason, or when the supervisor talks to me about it, I feel indignant on my colleague’s behalf. There are so many ways to demonstrate ambition; to dismiss someone based on a single reason (especially when the company does not pay overtime) is, in my opinion, not the level of perspective a supervisor should have.

I have now left this place, but the shadows it caused me still linger. The final straw that broke me was when my supervisor suddenly asked me to handle something that skirted the boundaries of the law. At first, he said that he would take responsibility if anything happened, but at the last moment, he did not want to shoulder the responsibility and instead blamed me for only knowing how to shirk responsibility and for failing to fulfill my role. I had not been involved in this matter from the beginning, and I did not agree with this approach either. In the end, he used such negative words to criticize me, and I still cannot come to terms with it.

Overall, I still identify with Tai Yong’s理念, but the way the理念 are put into practice, along with the ideas and actions that each person develops from them, can only leave passionate people deeply disappointed in the company.

I really can't think of any.

1. Many people, from operators to managers, are relatives. If you don't have family connections, I recommend not coming here.

2. The plant manager and the SMT team leader, who are a married couple, shout loudly at employees on the production line almost every day. There's also a person who wears glasses who often yells until their voice cracks.

3. There is no comprehensive training for new employees.

4. The SOPs differ from the actual procedures. When we ask supervisors, they even expect us “operators” to have professional judgment and common sense; the SOPs may just be there for show.

5. Leave requests are submitted using handwritten leave forms. HR's processing speed is extremely slow—after submitting a leave form, it will not be returned for two weeks or more. They will also email you saying: “Please submit your leave request to your supervisor in advance and fill out the leave form. Failure to follow the leave application process may affect your colleagues’ rights and interests.”

It may seem free, but you end up overwhelmed by the workload and unreasonable supervisors.

1. The general manager is not someone who clearly distinguishes right from wrong, so problems cannot be addressed appropriately. When something goes wrong, regardless of who is responsible, the person who is most responsible and works the hardest is asked to step in and resolve it. As a result, responsible employees become overloaded, and after being overloaded, they also begin to make mistakes.

2. The general manager does not dare offend the production control supervisor and instead takes cues from them. The production control supervisor has a high rate of missed scheduling deadlines, so the general manager can only pressure the people at the bottom to find a way to produce and ship the goods. This causes suffering for lower-level employees, while the shipping rate remains extremely low.

3. Supervisors of direct personnel often yell loudly on the production line to solve problems. In addition to shirking responsibility, many senior employees also scold new hires indiscriminately. There is no systematic training for new employees, resulting in low efficiency. Regardless of which line direct personnel work on, there is no team atmosphere, and the tools provided are difficult to use. Foreign employees practically work year-round without a break. All the capable team leaders have left, and newly hired team leaders leave within three months.

4. There is high turnover among indirect personnel. Employees from India, Indonesia, and the Philippines with no relevant experience are hired, resulting in poor communication and frequent problems. Most department managers are difficult to communicate with, especially those in sales and production control.

The desks and chairs in the work environment are old and worn. The indirect office is largely open-plan: although there are areas for different departments, there are no partitions, so everyone works together. Seats closer to the entrance and walkways are noisier. Coworkers in some departments frequently argue loudly enough for all indirect personnel to hear, while seats near the meeting rooms are often disturbed by the voices and movement from meetings.

5. The HR manager responsible for hiring indirect personnel recruits people who either lack experience or cannot withstand the work environment. As a result, senior employees are constantly exhausted from training newcomers. Once they lose patience, they leave subsequent new employees to figure things out on their own, while senior employees survive by shifting responsibility.

6. There is only half an hour for lunch, which is entirely consumed by eating, leaving no time for a nap. The food is not good either; most of the meat dishes are deep-fried, and even the vegetarian meals are bland and unappetizing.

7. The entire company only has an SAP system; everything else is done manually, making tasks cumbersome. Even requesting leave requires a paper leave form, which is extremely time-consuming. The office computers provided are old and frequently crash. When working from home, accessing data on the server takes a very long time.

8. On flexible holidays, employees work their normal shifts, while they take holidays on makeup work or school days. Personal leave is not deducted from pay. Responsible employees often have workloads exceeding 12 hours a day and still work on weekends, without overtime pay. Many issues are absurd and impossible to finish dealing with before they become urgent, and the incomplete systems further reduce efficiency.

Finally, a reminder to everyone:

You do not have to believe these reviews, but if you join this company, observe everyone's interactions and the overall atmosphere carefully.

Every company has things worth complaining about, but at Tai-Yung, the leaders make mistakes layer after layer, leading in a fanciful manner with an excessively high-handed attitude, lacking ability, and assigning the wrong people to positions. This results in mistake after mistake and high turnover. If you manage to last six months, you can be classified as a senior employee. Tai-Yung does not care about employee turnover, so it operates with the 50% of employees who can keep the company running at the bare minimum. There are no boundaries at work, and employees are told, “I pay you a salary, so you should do more.” The requested work even extends beyond the scope of one's responsibilities.

Observe those at the managerial level more carefully. Some were forced into promotion because they had stayed too long and were too old to leave; these managers either have physical health problems or mental health problems.

They are what you will look like in the future if you stay at this company long enough.

None

The HR department should stop polishing reviews to boost its performance metrics. Are they using an online troll army too?

The biggest cancer in this company is a certain R manager in HR.

They don't understand anything, yet they want to interfere in every department.

The people they recruit are completely unrelated to what the department needs. They hire according to their own self-righteous standards, making a complete mess of things, while still acting self-important.

The only reason they were promoted was because the boss liked them.

As long as this person is at the company, it will never find talented people—and it can't retain anyone.

None

1. The QS supervisor speaks very loudly. In any case, they are not afraid of objections from other departments because they have relatives backing them up.

2. If the sales team does not have time to do something, they simply do not have to do it if they do not want to. In any case, someone else will take over regardless.

3. There are many people in procurement, but they are unwilling to handle tasks when asked. In any case, those who do not do the work have the most power.

4. There are many foreign employees in engineering whose language skills and professional abilities are both inadequate. In any case, the engineering supervisor can push the work onto other departments.

1. Communication and atmosphere within the department are good. When difficulties arise, colleagues and supervisors discuss them together and work out solutions collectively.

2. There is a high degree of flexibility and considerable room for independent development. Learning is not limited to a specific scope or desired direction, providing opportunities to engage with work that is both broad and in-depth.

3. Colleagues from different departments are easy to get along with.

4. The facilities on-site are well equipped. Meals can be handled conveniently nearby, and vending machines are also available.

None at present

This is an interesting company with many young, energetic colleagues as well as talented people from around the world. Everyone puts their heads together to break through the status quo and develop various systematic tools to simplify our work!

The company has therefore designed “paid personal leave” to provide indirect staff with flexibility for professional development, allowing them to develop their work without being constrained by time.

There is no lengthy, hierarchical communication here. It is a workplace where people can communicate and exchange ideas directly. The company also holds fun skills competitions, giving outstanding colleagues opportunities to showcase their talents. The walls of every meeting room can be covered with our ideas, continuously outlining different new concepts and ways of thinking.

The boss here loves reading and occasionally shares great books. There are also the Book Fragrance Relay and super-heartwarming activities organized by the welfare committee. After work, there are club activities and sports facilities, as well as professional on-site nursing staff who care for employees’ physical and mental well-being. Regular health checkups are provided every year, and a doctor is stationed at the facility to look after employees’ health.

The company lobby is an art gallery, where artists occasionally display paintings, calligraphy, and other works.

Life here is colorful and full of challenges and things to overcome. Although things do not always go as hoped, the experience gained along the way is highly rewarding.

There are currently none.

1. Indirect staff can take personal leave without having their salary deducted

2. The company food is fairly good

3. The company environment is fairly good

4. The profit sharing is fairly good

1. High turnover

2. Indirect staff can take personal leave without salary deductions because overtime is unpaid; they often work until 6 or 7 p.m.

3. Cross-departmental support and support for OP are often required

4. The manager is young and has little of their own opinion, so they can only follow instructions from upper management

5. Coworkers stab each other in the back—what fun

Pros:

(1) The disease prevention measures are implemented very rigorously.

(2) Indirect staff are not docked pay when taking personal leave (not sure whether the same applies to direct staff).

(3) The workday ends early (4:45).

(1) The workday ends early, but as an indirect staff member, it is basically impossible to leave on time. It merely means the working hours are extended in disguise, and leaving work on time is a luxury. (Some senior colleagues may even say, “Wow, you get to leave so early.”)

(2) The lunch break is only half an hour, which is not quite enough time for people who eat slowly. Because meals are staggered by groups due to the pandemic, the last group may easily find that no company-provided meal is available. A few times, I went to the cafeteria and found there was no food left, so I could only silently return to work.

(3) Indirect staff do not receive overtime pay; even if you work until midnight, the pay is the same.

(4) During the interview, they explicitly said that the system is clock-in-based for starting work and responsibility-based for ending work, and that is indeed how it works. They especially like to use employees’ time for meetings before or after work. Everyone just accepts it without protest, which is very strange.

(5) Some people come to work on weekends (yes, with no overtime pay). If there is really so much work, more staff should be hired, but management’s attitude is more like “the capable should do more,” and they will even criticize people for not doing a good enough job or not being efficient enough.

(6) The company culture involves a particularly large number of meetings, but most of them have little substance. Meanwhile, matters that genuinely need to be communicated are handled very casually, and information is not even circulated properly. Sometimes the rules are changed, but hardly anyone knows. If something is important to the company, why not announce it clearly?

(7) There are “absolutely no” accessibility facilities. Once, I had to push a cart upstairs to transport equipment, and even getting through the main entrance was extremely difficult. There are stairs everywhere and no ramps. I do not know what people who use wheelchairs or have injured legs and difficulty walking are supposed to do in this situation. There is also no elevator in the parking garage or restaurant. Seeing injured colleagues limp up and down the stairs is truly exasperating.

(8) I am not sure whether this is limited to a particular department or is common across the company, but senior employees will use being busy as an excuse and are unwilling to train newcomers. They may even leave new employees with nothing to do and let them fend for themselves, without seeing anything wrong with that.

(9) People in certain departments are very good at shifting blame. Every mistake is blamed on someone else for not doing their job properly, and this is also how they train new employees in that department.

(10) When customers make unreasonable demands, management says this is an opportunity to demonstrate our top-tier service. In reality, they are simply dumping the trouble on the employees who have to carry it out: the customer is God, and the employee is a dog.

(11) Since personal leave is not docked from pay, people who take personal leave still have to work somewhere outside the office.

The salary is considered quite good for fresh graduates.

Office staff do not receive overtime pay. It is rare to leave work on time. Sometimes, even on holidays, employees are expected to work overtime under a duty-based system to handle work matters. HR will indirectly say that you can take personal leave without a salary deduction and arrange your time, but you may not actually be able to take the leave, and there is no compensatory time off.

HR said during salary negotiations that salaries would be adjusted whenever there was “development” in the position, role, or capabilities. More than six months have passed, but I am still waiting.

In contrast, for new hires, even those with little experience, it is more practical to negotiate a higher salary.

The turnover rate is very high. The production line is constantly short-staffed (people are hired but are immediately scolded and driven away, or they last only a few days).

Office positions also have a very high turnover rate. Someone who has worked for six months is considered a veteran. There is no system.

Everything is decided by the superiors.

Everyone is very busy, whether direct or indirect staff.

Some of it is inefficient busywork, and there are also many meetings with frequently unproductive discussions.

Short-term, with overtime pay

Highly unlawful toward short-term contract workers, deducting substantial amounts for labor and health insurance from their pay. In reality, no insurance was provided, and HR made up a bunch of excuses. The pay statement simply said that the deductions were for labor and health insurance.... The manager would assign personal matters as work. The HR manager originally wanted to discuss a long-term arrangement, but I directly declined and left this unlawful traditional industry company.

None

1. A company where one person has all the say

2. The HR manager, Mr. R, unprofessionally interferes in production-unit matters

3. Products are manufactured in order to be repaired

4. Management does not integrate the departments, leaving the production line to struggle

5. Say less and avoid doing too much; you will survive longer

6. Unless you are part of the president-level clique, it is better to say less. Even when you are right, you will not be recognized

7. Efficiency is achieved by shouting; there are no standard labor hours.

The salary listed on job websites is higher, but think twice.

This really isn't a place for people to settle into retirement.

The office positions here are all regular day shifts with salaries that are only slightly higher on the surface.

The general manager and vice presidents hold meetings with every department. On the surface, they say they encourage everyone to express their opinions, but in reality, if you say something they don't like hearing, you'll be subjected to a tirade. Their wording is very insulting. (When they refuse to reason, even being right won't get you anywhere.)

There is no overtime pay, nor can you exchange it for compensatory leave. They will say you can take personal leave without having your salary deducted, but even after taking it, you may still be given a hard time.

The turnover rate is extremely high. Two years already counts as being a veteran; anyone with even a little ability doesn't want to stay.

Quite a few people think this is a place where they can coast until retirement, but everyone who joins ends up regretting it and soon starts preparing to look for a new job.

Therefore, think twice before joining.

If you want to experience how meaningless life can be, you can come and take a look.

Luckily, I left.

None

No overtime pay

Disrespect for professionalism

The work is fairly flexible.

In the company's SMT process department, the assistant manager and the team leader are married. They completely fail to separate public and private matters, and the female employees are only subjected to loud shouting and scolding. You would think it was a traditional market.

None

A rather self-important company, with QS holding too much power.