-No direction. Management has changed priorities numerous times and without sufficient communication on most of those occasions. The company as a whole isn't sure of where it's going or what it's supposed to be doing. At this point I only know we have a public partnership with Samsung and that IBM engineers have been sent in to clean the mess.
-HR is willfully incompetent. The only quantifiable metric in that department is how well tanned its members are. Other than that, one will find it most difficult getting expedience and transparency from them. They use an archaic bell curve rating system to justify not giving raises or to justify giving paltry ones to those that score "well". HR is also fully aware of the GlassDoor reviews and has been periodically inserting 4 and 5 star reviews to pad the average score. You can tell which ones are theirs by the extremely little substance with "cons" that are worded carefully to appear like "pros". This department was also presented a 70-page PowerPoint file from our new retention and talent team on how bad the attrition is here (~14% and rising), and it came with many suggestions to fix the problem. That was a few months ago, and I have yet to see any discernible effort from HR or management to act upon this.
-Raises and bonuses are laughable. I got my first raise since I've been with the company since my hire date prohibited me from getting one last year. At face value it seemed acceptable. It barely covered my cost of living increases in the past two years, but whatever. Then I saw how that raise was actually broken down. $2500 of the total raise amount was purely an adjustment simply to ensure I wasn't paid less than an NCG, so my actual raise for two years of experience and saving the company several million dollars in scrap alone was worth 1%.
-Management is incompetent and/or dishonest. Regarding the first matter, try asking a manager to respond to a request in a reasonable time period. Or, try getting information from a manager that they should be able to obtain. Regarding the second matter, ask your manager a tough question to which you already know the answer. Watch them dance. Moreover, at least half of lower and mid level management is comprised of non-citizens. This isn't a problem in and of itself, but it stifles the company as it perpetuates a negative management style (Singapore fab style which includes public shaming), and it keeps wages minimized. GF knows very well that non-citizens working here on H1B visas can't simply quit their jobs if they don't like it. If they do so without another job already secured, they get deported, so that forces non-citizen employees to accept lower pay even though they know they could earn more if they were citizens.
