台灣耐智亞半導體股份有限公司

1. If needed, you can work from home!

2. Flexible working hours

1. There is no employee lounge or recreational equipment.

2. After separating from NXP in February, the company became severely understaffed. Moreover, there were no tangible rewards for the employees who stayed to fight alongside the company, and it even began requiring overtime to be approved in advance.

3. It is difficult for contract employees to become permanent employees.

Flexible working hours, with the option to work from home occasionally when special needs arise. The workplace is conveniently located, lively, and has a good atmosphere. Annual leave and sick leave are better than required by Taiwan’s Labor Standards Act (salary levels are average). A Chinese-invested European company, with little of the infighting atmosphere often seen in American or Taiwanese companies. Those who want to work steadily toward retirement should find it very suitable (people are not pressured out). For those pursuing outstanding performance, there are many opportunities, but promotion is not guaranteed because the boss may not fully understand how hard you work.

There is no culture of working overtime, but the workload may make it impossible to leave work on time (and quite a few people can leave on time). Many members of management are relatively new and inexperienced and are unclear about their subordinates’ work, naturally resulting in an uneven distribution of workload. The organization is currently somewhat chaotic, but a group of newcomers has already begun to settle in (just a few months ago, things were in complete disarray), creating something of a precarious balance.

Employees get along well with one another.

The biggest area for improvement is human resources.

The current head of human resources in Taipei at Nexperia (now renamed Nexperia? [sic: original says “安世”]) is the worst HR professional I have encountered in my more than ten years of work experience. They treat employees with contempt, make sarcastic remarks, look down on their educational backgrounds, and prevent employees from transferring departments or receiving salary adjustments. Yet toward superiors, they are all smiles and eager to applaud and agree—an extreme example of managing upward.

After Nexperia was newly established as a spin-off from NXP, the company suffered from a severe shortage of staff, and colleagues in every department in Taiwan were working extremely hard. At that time, as the head of HR, instead of helping, they repeatedly infringed on employees’ rights.

It is because of HR personnel like this that talent continues to leave Taiwan in droves.