聯馥食品股份有限公司

The work experience I gained during my time with the company has allowed me to learn a great deal of professional knowledge and better understand the company's overall operational processes.

I am grateful to my colleagues for the assistance and guidance they provided at work, which enabled me to gradually become familiar with the systems and workflows and accumulate practical experience.

However, during the actual work process, I also observed several issues that are worth reviewing and improving.

First, regarding work allocation, the supervisor's task assignments are not very evenly distributed. Some colleagues carry a relatively heavier workload, which not only increases pressure but can also affect overall progress and the atmosphere of teamwork.

If assignments could be arranged more reasonably according to each colleague's capabilities and workload, I believe this would improve the department's overall efficiency and morale.

Second, regarding the supervisor's management approach, when problems arise, responsibility is often directly attributed to the department or frontline employees, while overall review and communication are lacking. This approach not only damages team morale but also causes colleagues to feel frustrated and powerless.

If problems could be addressed with a more open and collaborative attitude, identifying the root causes from the perspective of systems and processes, I believe the team would become more cohesive.

Furthermore, when problems occur with products or orders, there is often a lack of prior internal communication and explanation. As a result, colleagues carry out instructions under unclear circumstances, which can easily lead to misunderstandings and rework.

If the company could establish a more transparent, two-way communication mechanism that allows relevant departments to receive information and discuss countermeasures at the earliest opportunity, workflows would become smoother and unnecessary errors could be reduced.

To my knowledge, these problems have persisted for some time and are also reflected in employee retention.

In particular, new employees in the Procurement and Shipping departments often find it difficult to stay long-term because of excessive work pressure or a lack of support.

This not only affects departmental operations but also creates an additional burden for training and handovers.

If the work environment and management approach could be fundamentally improved, and new employees given more understanding and guidance, the company would be better able to retain talent and achieve stable development.

In this procurement role, you can gain a great deal of practical experience, such as placing orders regularly, controlling inventory levels, and keeping track of supply schedules, all of which help develop attention to detail and planning skills. Especially in the food industry, you can learn about product processes and market changes. If you want to build experience related to food, this job is a good starting point. During the interview process, I had to take written and oral tests administered by HR and the supervisor. English proficiency was also quite important, as the job often involved reading import documents or communicating with foreign companies. Overall, this job helped me establish a foundation in procurement procedures and industry knowledge.

However, this job also came with some challenges. The senior manager I reported to directly was rather emotionally unpredictable, so when discussing matters, I had to consider whether he was in a good mood. When conflicts arose with other departments, subordinates often had to communicate directly with the other department’s manager, and being reprimanded was not uncommon. Work assignments within the department were not very clear or evenly distributed. Even after reporting the issues several times, there was very little improvement. In addition to the main procurement responsibilities, there were many miscellaneous tasks to handle, such as responding to sales data requests, filing claims for quality issues, and processing payment requests. For some people, working overtime was practically routine. Overall, the pressure was relatively high and opportunities for advancement were limited, so I would recommend treating this job as a stage for gaining practical experience in the food industry and procurement, then looking for a company or position with better development prospects.

The interview location was in a residential building. It was clean and comfortable, and the HR representative had a good attitude.

I applied for the receptionist/switchboard operator position. HR explained that because the employee currently in the position would be transferring internally to the purchasing department, the new hire would need to work independently quickly and be responsible for food labeling. The responsibility is considerable: if labels are printed incorrectly, the entire batch might have to be destroyed, causing significant losses. The role also requires handling tasks assigned by various departments. They emphasized that today's work must be finished today, but also said there would be no overtime and that they did not want employees to work overtime.

In addition to the duties mentioned above, the role involves answering phone calls and receiving visitors. Most importantly, you have to pay attention to the traditional farmers' calendar! The company needs to prepare offerings for worship according to the dates, such as the first and fifteenth days of the lunar month, the birthdays of various deities, and so on. There are many small details to handle.

The offered salary was NT$29,000, but the job covers everything under the sun!

Can leave work on time

Low salary that is completely disproportionate to the job responsibilities.

After the salary is adjusted once when the probationary period ends, the next adjustment is nowhere in sight.

The official start time is 9:00 a.m. every day, but they expect you to arrive at the company one hour early (unpaid). You can choose not to cooperate, but if you arrive late, you’ll be left alone with no one to help you.

Promotions are difficult, with many long-serving employees blocking the way.

No holiday bonuses (one meat-filled rice dumpling and a cup of black tea for the Dragon Boat Festival).

If you stay late to work overtime, dinner is not proactively provided. Once, they waited until very late and ordered two large platters of snacks for more than 20 people to share.

Overtime pay is not provided every time. They may say that staying to help will earn you a merit point, and merit points affect bonus distribution.

They say it is a points-based system, but the details have never been made public, so the system is ridiculous.

Supervisors are not very willing to report overtime pay.

There have never been any company dinners.

There are no birthday celebrations. They just buy a cake, and the employees whose birthdays are that month cut and eat it themselves after returning to the office in the afternoon. Once, when the birthday employee returned to the office, the cake had already been divided up and eaten.

Every department employs a large number of administrative staff (administrative staff tend to receive most of the benefits).

Field drivers receive the worst treatment.