Garage maintenance management system

The rapid development of the automobile market urgently needs a large number of automobile maintenance technicians, but the traditional mode of "master with apprentice" which is widespread in the maintenance service industry obviously cannot meet the needs of formal development. The disadvantages of this traditional model are as follows:

First, because the internal distribution right of maintenance personnel is basically completely controlled by the major (team leader), each operation group is like a "self-employed small boss" who has the final say. Internal distribution is impossible to distribute income according to the development needs of enterprises.

Second, it is not conducive to the growth of backup technicians. As the saying goes, the disciples of the church starved to death. At present, there is no clear system in the operation of enterprises to regulate the behavior of teachers taking apprentices. Teachers can teach apprentices skills or not. Teachers who teach apprentices well are not praised, and teachers who do not teach apprentices are not punished.

Third, it is not conducive to the development of outstanding talents in the maintenance industry. Especially in recent years, the newly emerging undergraduate and junior college students majoring in maintenance can't combine their advantages in theoretical study in universities and play a role through practical activities under the traditional mode, which leads to many professionals changing careers.

How to replace or change the traditional model is a matter of great concern to many people in the industry.

The "5.0 coefficient wage distribution method" that we summarized in practice can gradually eliminate these disadvantages.

The purpose of "5.0 coefficient wage distribution method" is not only to ensure that the maintenance technical team can be in an advantageous position in the current market competition, but also to ensure that the maintenance team has successors and a prosperous population, and to ensure that it will always be in an advantageous position in the future market competition. At the same time, the traditional mode of "master with apprentice" is gradually abolished, and a new mode of training enterprise backup technicians with organization, procedures, deadlines and plans is explored.

The main contents of the "5.0 coefficient wage distribution method" are as follows:

The first is to further clarify the adjustment function of wage distribution.

The distribution of wages and income is regarded as one of the main adjustment means to mobilize the enthusiasm of key personnel (majors) and junior personnel (apprentices). This distribution must be conducive to promoting the development of business activities, not only to the effective development of current production and business activities, but also to the sustainable development of future production and business activities of enterprises. Therefore, the adjustment method of wage income distribution should not only help enterprises "earn today's money" but also help enterprises "earn tomorrow's money".

Second, the enterprise determines a technical coefficient from 0. 1 to 5.0 for each workshop maintenance personnel.

At present, the maintenance work of maintenance enterprises is carried out in groups, and a major (usually a team leader) takes several small maintenance and apprentices to operate. In order to design more rising space (promotion level), the post level of maintenance personnel can be divided into five categories:

(1) major: presiding over the overall work of the operation group. It is the post with the highest technical level in the operation group, and organizes, directs and coordinates the specific work of the personnel at all levels in the operation group. The major is generally the person in charge of the operation team and requires a senior salary for maintenance. The determination range of technical coefficient is 4. 1-5.0.

(2) Minor: it assists the main work, and it is the post whose maintenance technical level is second to the main level, and it has certain fault handling ability. Intermediate maintenance worker qualification is required, and its technical coefficient is determined within the range of 3. 1-4.0.

(3) Minor: assisting the major and minor in troubleshooting. This post is inferior to the minor level and does not have the ability to handle faults independently. Primary salary scale is required, and its technical coefficient range is 2. 1-3.0.

(4) Students: positions second only to minors. The staff in this position have certain knowledge of auto repair theory (such as college students who just graduated from auto repair major), but have little practical experience. You can only participate in the learning operation under the guidance of other people. There is no requirement for a junior salary scale, and its technical coefficient is determined within the range of 1. 1-2.0.

(5) Apprenticeship: a position second only to the student level. The personnel in this position have neither theoretical knowledge of automobile maintenance nor practical operation experience. The determination range of technical coefficient is 0. 1- 1.0.

After summarizing the performance of each group every month, a total amount will be allocated to each group. If the technical coefficient of everyone in the operation group is determined, the salary income can be distributed according to the technical coefficient. The application of technical coefficient in distribution can also be called distribution coefficient.

Three, the post qualification should be recognized by the organization, and the technical coefficient should be flexible.

The post qualification is recognized by the enterprise "Maintenance Post Qualification Committee". Members of the Committee are senior professionals such as after-sales department managers, chief engineers and technical supervisors. Organize post qualification certification activities once every six months. Employees apply for promotion first, and the Committee will focus on it. After each person's post qualification is determined, the range of post allocation coefficient is determined.

The technical coefficient of professionals in this position is determined by the maintenance supervisor and workshop leader according to their technical and organizational abilities within the coefficient range.

The distribution coefficient of other personnel in the operation group shall be determined by the specialty (team leader) according to each person's technical ability and labor attitude within the range of their post technical coefficient, and shall be implemented after being approved by the leader at the next higher level and filed by the workshop leader. It is convenient to check and supervise the implementation.

The distribution coefficient of the staff in the operation group can be adjusted at any time, but the reasons must be explained and approved for the record before the wage income distribution is implemented. For employees' accidental work mistakes, they can be fined in the form of negligence punishment according to relevant systems, and the deducted fine balance will be transferred to the operation group for redistribution next month. Try to avoid frequent adjustment of employee distribution coefficient.

Fourth, the promotion of post qualifications is institutionalized, and every employee has the hope of development.

When employees think that they meet the requirements, they can apply in writing to the "Maintenance Post Qualification Accreditation Committee" for qualification promotion accreditation assessment. Apprentices can apply for promotion and minor directly after 2-3 years; Students can apply for promotion and minor after 1 year; You can apply for minor promotion after one year of minor; You can apply for promotion to major after one year of minor. The evaluation and certification conclusions shall be published in writing. The Accreditation Committee only certifies the technical qualifications of employees. Other aspects are not certified.

5. Take the form of "two-way" selection in the formation system of the operation group.

Workshop leaders can nominate the names of the group leaders of each operation group first, and post them on the wall, so that employees can sign up and choose their own group leaders. Employees can choose several team leaders at the same time, and the nominated team leader can determine the list of members among the applicants. But not all apprentices can. There must be an "echelon" of technicians, not two at the same level. There should be minor, minor, student and apprentice respectively. This is the need of the future development of enterprises, and it is only for personal immediate interests to avoid excessive use of apprentices (low wages) in some majors, regardless of the training of reserve personnel by enterprises.

The team leader who has no employees willing to join will be disqualified, and the workshop leader will arrange a new team leader to form a new operation group. Under special circumstances, employees in secondary positions are eligible to become scheduled team leaders. This activity is organized once a year. For majors with poor organizational skills or skills, workshop leaders revoke their rights as team leaders. Take the form of "two-way" selection to improve the overall level of professional and technical teams from two directions, one is to eliminate backward personnel, and the other is to promote advanced personnel.

Six, formulate policies to ensure the minimum income level of students and apprentices.

The total distribution of the operation group fluctuates with the level of business volume, and the income of the apprentice is definitely low in terms of coefficient. If the business volume is low, it is difficult to guarantee the income of the apprentice, so the bottom line standard of the apprentice's salary income should be set separately. If the coefficient distribution calculated by the normal method is less than this standard number, the minimum income standard of apprentices and trainees can be guaranteed before the coefficient distribution. Students and apprentices with poor performance may be punished according to relevant systems. Graduates majoring in automobile in colleges and universities can become students directly after being hired.

Seven, other temporary certificates and certification.

For newly hired employees, workshop leaders and maintenance team leaders (more than two technical leaders) can temporarily evaluate the technical level of new employees and make a report according to the evaluation. The salary distribution of new employees can be carried out according to the provisional evaluation and related enterprise systems. Formal certification can only be carried out after the semi-annual centralized certification by the "Maintenance Technical Post Qualification Accreditation Committee".

For employees who have won awards in technical competitions between manufacturers and provinces and cities, the Technical Certification Committee of the Maintenance Technical Post Qualification Accreditation Committee can also conduct corresponding post qualification certification according to the contents of the winning projects.

This mode provides a scientific and systematic guarantee for the enterprise to establish a backup technical team, and to a certain extent, it retains the right of major (team leader) in the distribution of salary and income, which is helpful to the current daily work of the operation group. It is easy to be accepted by all maintenance personnel, and it is a breakthrough in the distribution mode for maintenance personnel.

The times are advancing and technology is progressing. Traditional automobile maintenance enterprises will be replaced by modern automobile maintenance enterprises. Either adapt to the needs of the times or be eliminated. It is both an opportunity and a challenge for our auto repair enterprises and all technicians, managers and service personnel engaged in the auto repair industry. We should have a sense of pride and urgency, and hope that many of our maintenance enterprises can have a bright future and embrace a brilliant tomorrow.