Job description of auto mechanic

Job description is a collection of what an enterprise expects employees to do, what employees should do, how to do it and under what circumstances to perform their duties. So what is the job description of the car mechanic? Come and have a look with me.

Job description of auto mechanic

Job description:

1, responsible for vehicle repair, maintenance and emergency repair during transportation to ensure that production and transportation are not affected;

2, regular maintenance, maintenance of vehicles, and make records, found abnormal situation timely report to the leadership, fire prevention, electricity prevention, to prevent accidents;

3. Make purchasing plans for vehicle spare parts, tires, engine oil and other materials.

Qualifications:

1, male, major in auto repair or above;

2. Three years of automobile maintenance experience, understanding the structural principles and characteristics of various vehicles, rich experience in automobile chassis, engine and circuit maintenance, and driver's license is preferred;

3, good health, can work hard.

General components of job descriptions

1. Title of the position. Take the manager of human resources department as an example, hereinafter referred to as HRM. The title should be written as manager.

Second, the name of the department. The department name of HRM should be written as Human Resources Department.

Third, the incumbent. Write down the name of the incumbent. And the incumbent should sign it to show its effectiveness.

Fourth, direct supervisor. The direct supervisor of the human resources manager should be written as the competent deputy general manager. Need to provide the place where the direct supervisor signs to show effectiveness.

5. Appointment time. The term of office is also the effective time, which is generally the same as the labor contract.

6. qualifications. Including education, work experience, specialties and so on. For example, the special skills of HRM refer to mastering the operation mode of modern human resource management and being familiar with domestic human resource management policies and regulations and the dynamics of talent market.

Seven, the number of subordinates. Refers to the number of people under the jurisdiction of the department.

Eight, communication relationship. Generally divided into external and internal levels. For example, the internal communication of HRM includes deputy general manager, department manager and employees. External communication includes the higher authorities, the personnel and labor department of the city, major media or recruitment websites, major training institutions, candidates or peers, and relevant industry associations.

Nine, the purpose of post setting. For example, the post purpose of HRM is to design and apply human resource management mode and related incentive policies according to the company's strategic development needs, to stimulate employees' potential, to develop talents, and to achieve the goal of human resources developing into a market leader in the industry.

X. Executive power. Refers to the financial authority and administrative examination and approval authority owned by the company.

XI。 Job content and responsibilities. This is the place where the job description is heavy and heavy, and it is also the place that consumes the most pen and ink. Including the scope and degree of responsibility, measurement standards, etc. For example, the responsibilities of HRM include these aspects: organizational system and system; Training; Personnel assessment and performance evaluation; Recruitment; Salary incentive policy; Post management, department management and construction, etc.

Twelve, ability requirements and personality tendencies and characteristics. It's a personalized thing, and it should be regarded as a requirement for job modification.

Thirteen, career development planning. Including position relationship and theoretical support. Position relationship is divided into direct promotion position, associated conversion position and promotion position. Theoretical support refers to the relevant requirements of learning and training.

Main points of job description writing

Job description preparation points 1. The job description is not the incumbent's current job. 2. Not limited to the status quo, focus on the needs of organizational post setting. 3. For the position, not for the person. 4. Job descriptions are generally prepared in the form of tables, which are usually divided into seven parts: 1. Basic information: job name, department, immediate superior, subordinate and responsibility analysis date. 2. Purpose of the position: an overview of the position; 3. Duties and authorities: divided into main duties and authorities, related duties and authorities and temporary work; 4. Working relationship: divided into internal relationship and external relationship, including contacting departments and personnel; 5. Qualification: including education level, work experience, skills and level, personality and quality; 6, assessment indicators, weight, salary grade, job development direction; 7. Working environment.