新凱汽車股份有限公司

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面試主管感覺未事先看履歷，現場才看。

面試主管看到履歷上空窗期，立馬說: 空窗這麼久，是因為都找不到工作嗎? 主管行為反應了一家公司的文化

Hopefully job seekers will see this—saving even one person is worthwhile.

The entire group has only two IT staff, and both are leaving at the same time. The positions posted on 104 are IT Manager and IT Staff. Job seekers, please think carefully.

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This is absolutely ridiculous—a company that does not plan things at all. They only give one month to prepare the annual banquet. Do you think that if you’re not in General Affairs or Marketing, the banquet has nothing to do with you? Wrong! Because the company compresses the schedule so much, they only start scrambling to grab whoever they can for help when it’s already an emergency. A different group of people handles the annual banquet every year, but the company has such a terrible system. No wonder some clients got upset and came to cause a scene! I genuinely recommend valuing your life and not interviewing here.

Colleagues are easy to get along with, and the office space is bright.

Over the past year or so, are all of you sales representatives happy? Since a so-called professional manager joined the company last year, the bonus system has been changed again and again every month, and supervisors have been replaced repeatedly. Some of the current site supervisors even have no actual sales experience, yet all the sales representatives now have to follow their directions. Regardless of seniority, I have already lost count of how many excellent colleagues have left the Neihu sales team, while the company continues to ignore the problem as it spreads.

In addition to frontline sales staff, I have also lost count of how many mid- and senior-level back-office managers have left, yet the core of the problem continues to sit in the office.

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The HR manager is incompetent. Why were they promoted? Long live the HR director’s royal relatives and connections. I’ve been supporting the Business Administration Department for several months now. It’s ridiculous that the Business Administration Department never works overtime while HR has to work overtime every day. Every time a payment needs to be made, they tell General Affairs to handle it. No wonder people in General Affairs keep resigning one after another. How can the HR manager not even distinguish between the work responsibilities of the departments?!

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The HR manager only knows how to talk. He tries to please senior management, agrees that everything is good, and takes on every task without thinking. What he says is different from what he thinks. He goes off on tangents every time, making meetings long-winded and lacking focus, which is quite painful for listeners. He says he wants A done, but after A is completed, he says that wasn't what he wanted. I sincerely recommend not coming to the Administration Department. He says the people under him are more professional than he is, and he doesn't care or mind. Anyway, the people under him love taking credit to make him look good. They can't even make presentations; all they do is talk. Every time I see him performing in front of senior management, I find it hilarious. He also has no logic when criticizing people normally. When he is in the wrong, he becomes overbearing. Only three people in the entire company like him.

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The HR主任 at Xinkai Automobile is inconsistent in what she says and does, and extremely bureaucratic. During the annual performance review, she rated employees without asking supervisors to conduct performance interviews with them. Only after the ratings were completed did she tell the supervisors that interviews were required. She did not remind anyone that the ratings would affect year-end bonuses. As a result, when the year-end bonuses were paid, many people complained. How are they supposed to explain this to the employees?

She is extremely rude and has a strong sense of official authority. When asking people for help, she only barks orders instead of using their names or even saying “please.” She told the exhibition manager and General Affairs to make payments. So apparently it is acceptable to order people from other departments around like this?

When the petty cash runs out, she does not submit a reimbursement request promptly, saying only that it can be handled next time. Her records are also a complete mess—she cannot even remember whether the money has been paid out.

Why not create an SOP for the annual filings? Every year she asks Finance about everything and blames Finance for everything.

One minute it is A, the next it is B. Every day, all she has to do is run her mouth. As long as payroll is calculated each month, that is enough. Payroll is the most important thing. “I’m calculating payroll. I don’t have time right now.” The entire company is expected to revolve around you. Bravo.

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1. Overtime pay exceeding the monthly statutory limit is transferred separately by a subsidiary and calculated using the basic hourly wage, rather than the legally mandated 1.34 or 1.67. What era are we living in? Overtime pay exceeding the monthly limit is still calculated at a 1:1 rate.

2. The minimum unit for overtime applications is 30 minutes; time is not calculated to the minute.

3. The scheduled end of the workday is 17:30, and overtime starts being counted at 18:00, but everyone works overtime directly from 17:30 without taking a break until the end of the workday.

4. Sales consultants sign in on paper to pretend to comply with regulations, but this does not correspond to the actual work. Under the duty-based system, there is also no way to claim overtime.

5. The management system is considerably incomplete.

6. HR Director Lin is unprofessional and communicates with departments in a forceful manner. They do not listen to others and often offend people, making it impossible to establish good employee relations. They might as well go back to working in finance.

7. The turnover rate is quite high, and some supervisors have extremely distorted ideas about personnel management.

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The management has absolutely no management sense and does not respect professionalism.

They do not value their employees, and whenever someone resigns, they say it is the employee's fault.

Poor ability to handle pressure…

The turnover rate among back-office staff is even higher than among sales staff! Especially in the Administration Department (managed by the boss's daughter), employees leave in rotation every 3–6 months, one group after another—not because of anything else, but because the boss's daughter genuinely does not understand things yet loves to interfere, and what she says is unbelievably absurd! I absolutely do not recommend wasting your time there.