ST Electronics

Originally Posted by Unregistered

Lets see.
We have a system architect M3 that have 15 years of doing tender.
But have no real software project under his belt. No software technical skills.
Can't do proof of concept. Can't develop demo. Can't even interview and access whether a software developer is good or bad...

We have one M2 who is basically doing the job for this M3. But mostly PowerPoint.
Demo is PowerPoint. Some diagram of schedule. Again no software code.
Don't even know how to open netbeans or visual studio.

We have two M1 who is basically just meeting with customer to gather requirements.
Come back they ask their secretary E5 to type out. So basically it's they call meeting meet customer Monday.
Come back Tuesday to Friday is hold internal meeting with their engineer and dictate and discuss..
The E5 just type what they say. .. Then vet or approve the document and comment this and that...

That's it

Then we have one outsource E6 who is so fed up with all the useless people that he just take his time to do slowly cause everyone. Including the boss know he is the only one developing.

Then we have 3 E5 including myself... Who just learning. And helping out.
Fixing minor bugs. Reading and trying to understanding old code... Not much help...

I also don't see a future here.

Looks like things haven't changed a bit.

Originally Posted by Unregistered

Lets see.
We have a system architect M3 that have 15 years of doing tender.
But have no real software project under his belt. No software technical skills.
Can't do proof of concept. Can't develop demo. Can't even interview and access whether a software developer is good or bad...

We have one M2 who is basically doing the job for this M3. But mostly PowerPoint.
Demo is PowerPoint. Some diagram of schedule. Again no software code.
Don't even know how to open netbeans or visual studio.

We have two M1 who is basically just meeting with customer to gather requirements.
Come back they ask their secretary E5 to type out. So basically it's they call meeting meet customer Monday.
Come back Tuesday to Friday is hold internal meeting with their engineer and dictate and discuss..
The E5 just type what they say. .. Then vet or approve the document and comment this and that...

That's it

Then we have one outsource E6 who is so fed up with all the useless people that he just take his time to do slowly cause everyone. Including the boss know he is the only one developing.

Then we have 3 E5 including myself... Who just learning. And helping out.
Fixing minor bugs. Reading and trying to understanding old code... Not much help...

I also don't see a future here.

Outsourced staff are always at the losing end. Doing the most work but getting a lower salary and having the least benefits. Until now the management has no clue why the turnover for outsourced staff in some divisions are extremely fast.

Originally Posted by Unregistered

Lets see.
We have a system architect M3 that have 15 years of doing tender.
But have no real software project under his belt. No software technical skills.
Can't do proof of concept. Can't develop demo. Can't even interview and access whether a software developer is good or bad...

We have one M2 who is basically doing the job for this M3. But mostly PowerPoint.
Demo is PowerPoint. Some diagram of schedule. Again no software code.
Don't even know how to open netbeans or visual studio.

We have two M1 who is basically just meeting with customer to gather requirements.
Come back they ask their secretary E5 to type out. So basically it's they call meeting meet customer Monday.
Come back Tuesday to Friday is hold internal meeting with their engineer and dictate and discuss..
The E5 just type what they say. .. Then vet or approve the document and comment this and that...

That's it

Then we have one outsource E6 who is so fed up with all the useless people that he just take his time to do slowly cause everyone. Including the boss know he is the only one developing.

Then we have 3 E5 including myself... Who just learning. And helping out.
Fixing minor bugs. Reading and trying to understanding old code... Not much help...

I also don't see a future here.

"Don't need to know 100%. Roughly know the architect 30%, can liao.
You are more to coordination and planning"

Originally Posted by Unregistered

Outsourced staff are always at the losing end. Doing the most work but getting a lower salary and having the least benefits. Until now the management has no clue why the turnover for outsourced staff in some divisions are extremely fast.

Funny how a division end up with just managers who no engineering skills.
Promote those ppl who suck up to boss.

All the talent left.
Then project can't run without people doing the work.
So they hire cheap outsource to do the work and let the perm manager manage.

Outsource do all the work. No conversion. No promotion. Increment is standard 3% already allocated on budget before hiring. Do more bonus same
Do less also same.

People stay 1 to 2 years quit.
Project recycled to a new batch of outsource.
Perm M1 promoted to M2.
Reorg again, M2 pulled to another division by boss. Promoted to M3.

Project recycled again under new boss.
The same circle continue. No senior management retire or quit.
But keep going up higher.

Originally Posted by Unregistered

"Don't need to know 100%. Roughly know the architect 30%, can liao.
You are more to coordination and planning"

Erm hello you don't even know how to draw 3 vertices to form a triangle using opengl or directx, you got what expertise to do a graphic intensive solution.

You know how to do billboard or not.
You know how to write HLSL shader effect or not.

Oh oh you only know how to do storyboard its like this.
This move here. Then this...

This is a system designer? An architect?

Employ this kind to build house, house will collapse.
Employ to architect a system.
Don't even know how to use preprocessor directive to control whether opengl or directx.
Dont even know how to troubleshoot memory leak.

Yeah sure drow two box. This box call system A the other box call system B. Draw arrow connect.

Yeah that's your system architect la....

Originally Posted by Unregistered

Erm hello you don't even know how to draw 3 vertices to form a triangle using opengl or directx, you got what expertise to do a graphic intensive solution.

You know how to do billboard or not.
You know how to write HLSL shader effect or not.

Oh oh you only know how to do storyboard its like this.
This move here. Then this...

This is a system designer? An architect?

Employ this kind to build house, house will collapse.
Employ to architect a system.
Don't even know how to use preprocessor directive to control whether opengl or directx.
Dont even know how to troubleshoot memory leak.

Yeah sure drow two box. This box call system A the other box call system B. Draw arrow connect.

Yeah that's your system architect la....

Preprocessor directive is when I tell the auntie kopi GAO

Our division just hired a M2 to engineer a solution out. Data analytics.
Machine learning etc.

He everyday just researching..
Then yesterday in the monthly meeting with management basically saying that he need a team is software developer to come up with the solution.

But management shot him down that we hired him to come up with the solution.
Not for him to hire people to come up the solutions for him.

The new M2 can't handle the senior management. (not software trained one).
Heard he going to throw letter soon before probation is over so don't have to serve 2 months notice.

Alot of those high level position all come with no real experienced ppl one.
Company should promote existing staff to M2.

Not hire a brand new principal engineer. The new M2 probably got to that level by using his team at his previous Co panu la.
Which is why he need a team so he can take credit for the work and assign the team task...

Always always promote from within...
Not sure why company fail to see that.

They promote manager from within.
But hire technical people from outside.
Which shows this company lacking technical person and mainly infested by managers.

Originally Posted by Unregistered

Our division just hired a M2 to engineer a solution out. Data analytics.
Machine learning etc.

He everyday just researching..
Then yesterday in the monthly meeting with management basically saying that he need a team is software developer to come up with the solution.

But management shot him down that we hired him to come up with the solution.
Not for him to hire people to come up the solutions for him.

The new M2 can't handle the senior management. (not software trained one).
Heard he going to throw letter soon before probation is over so don't have to serve 2 months notice.

Alot of those high level position all come with no real experienced ppl one.
Company should promote existing staff to M2.

Not hire a brand new principal engineer. The new M2 probably got to that level by using his team at his previous Co panu la.
Which is why he need a team so he can take credit for the work and assign the team task...

Always always promote from within...
Not sure why company fail to see that.

They promote manager from within.
But hire technical people from outside.
Which shows this company lacking technical person and mainly infested by managers.

The problem is the company hire people without any technical test. any tom dick henry can be hire easily as long they got recognize certificate

Originally Posted by Unregistered

Funny how a division end up with just managers who no engineering skills.
Promote those ppl who suck up to boss.

All the talent left.
Then project can't run without people doing the work.
So they hire cheap outsource to do the work and let the perm manager manage.

Outsource do all the work. No conversion. No promotion. Increment is standard 3% already allocated on budget before hiring. Do more bonus same
Do less also same.

People stay 1 to 2 years quit.
Project recycled to a new batch of outsource.
Perm M1 promoted to M2.
Reorg again, M2 pulled to another division by boss. Promoted to M3.

Project recycled again under new boss.
The same circle continue. No senior management retire or quit.
But keep going up higher.

Totally agree with you on the bosses. They only promote those they like.

My time there I was the one with a niche skill and certificate there. I even came up with a lot of recommendations to meet the customers' requirements. I was there to pacify the customer and take all the bullets when things go awry.

But no, the management rather promotes the engineers that make the most noises pointing fingers when it is obvious the planning and design went wrong.

When I tendered my resignation, the managers panicked and hoped I would stay and help them with the implementation of a new solution and kick-start a project. I really want to show them the finger but I see no point in wasting my own efforts. My point is simple, they could have shown more appreciation during my time there and not waited till I tendered.

Management are not here to promote you....
Remember that.

Managers are there to promote themselves by using you.
So the next time you do something for your manager, ask yourself.

If i do this task, will I be promoted or your manager.
If the answer is your manager will take the limelight and credit, then don't do.

Engineers are used like stepping stone.
Managers keep climbing higher and higher