Robin Village Development Reviews

If you can work in Hell, definitely you can work here. If you are good in your job, you will have more until you cannot take it anymore and be prepared to appear you got time management problem. Prepare a lot of insult and bullying from certain people. Overworked, no work-life balance. Not good for mental, physical and emotional health environment type of company. Too little manpower and they need to juggle the people from several projects. No direction, just give result. Be like Tom Cruise and do a mission-impossible thing. They don't know what is the problem and you will appear pretending to be busy. Very high in Politics, even the sub-con join politics, no career growth for long term. Just disappointment. Too much pushing but they don't even know the process what you will go thru to achieve the output, basically they don't care, they hire you, give result policy. Bring your own laptop coz they don't provide, software license not provided for some projects, you must find your own way to ease your work. Prepare to work from home on weekends and holidays and if the job is not finished on the specific time frame due to unavoidable cause, they think you are just pretending to be busy and not doing your job at all. Turn over is too high. Prone to make mistake due to overworked. Drafter, just draw anyhow, expect engineer to check, they watch youtube or talking the whole day while doing the drawing and complains a lot like they are the only miserable people around the company and will tell you don't disturb them on the weekends or holidays, and they get off-in liue you need to sign and ask you to check their drawing, don't expect accountability from them, no ownership on their part. Definitely a miserable place for engineer. Must hold projects up to 12 projects for 1 engineer alone. If you hold only 2? you will get called out and will look inefficient, be prepared to get fired. Too much meetings which I find wasting time, too many discussions which doesn't solved any solution, at the end of the day, you will still find yourself thinking how to manage to little time but loads of works.

Purchasing Department: Excessive workload driven by frequent last-minute orders creates a high-stress environment and challenges long-term retention. Persistent delays in vendor payments, compounded by poor responsiveness from related departments, damage supplier relationships and complicate procurement processes. Often required to resolve issues originating from other departments without adequate support or recognition. Least efficient to cater for other departments' needs such as requesting rate information for tender purposes etcetera. Finance Department: Limited scope of responsibilities restricts exposure to broader financial operations, potentially hindering professional growth. Reluctance to engage directly with vendors leads to communication bottlenecks, shifting operational burdens onto Purchasing. Tasks that cannot be resolved internally are frequently delegated to other departments, impacting workflow continuity and accountability. Contract Department: Inadequate manpower and support limit the department’s ability to process claims efficiently and within management’s deadlines. Dependence on incomplete or inaccurate documentation from other departments complicates claim validation and approval. The department faces undue pressure and blame for delays largely caused by external factors beyond its control. Production Department: Management-imposed production targets are often unrealistic, leading to operational inefficiencies and inventory challenges. Accountability for unmet goals is frequently shifted onto Design and Logistics teams, straining interdepartmental relations. Overproduction without corresponding storage capacity results in logistical complications. Project & Design Department: Production demands sometimes impose impractical volume targets, increasing pressure on design deliverables. Interdepartmental conflicts arise due to misaligned priorities and responsibilities. Defensive departmental culture develops as a response to external and internal pressures. Human Resources Department: Budget constraints limit employee engagement initiatives and inhibit the development of team cohesion. End-of-month cycles cause heightened stress and workload peaks. Staffing shortages increase individual responsibilities and operational strain. Logistics Department: Manual processes dominate, reducing operational efficiency and increasing administrative burdens. Logistics personnel frequently receive disproportionate blame for delays caused by other teams. Pressure to accommodate last-minute delivery requests contributes to a consistently high-stress work environment.