With the rapid changes and developments experienced in capital equipment over the past few decades we have reached the point where the skills and the knowledge of our technicians is the critical difference in developing and maintaining our relationships with our customers. This has included changes in machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few.
The Rental Industry Technician comprehensive skills assessment covers the four major areas of equipment; Engine, Drive Train, Hydraulics and Electrical. In creating this assessment, we have into consideration the major manufacturers. The Rental Industry Technician assessment recognizes that it is not necessary for these technicians to be able to have the skills to repair and rebuild major componentry.
We have created thirty multiple-choice questions within each of the four categories above. The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.
These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive skills assessment, these assessments have been developed to be used to create a specific technical training program for each employee in the repair and maintenance business.
With the rapid changes and developments experienced in capital equipment over the past few decades we have reached the point where the skills and the knowledge of our technicians is the critical difference in developing and maintaining our relationships with our customers. This has included changes in machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few.
The Rental Industry Technician comprehensive skills assessment covers the four major areas of equipment; Engine, Drive Train, Hydraulics and Electrical. In creating this assessment, we have into consideration the major manufacturers. The Rental Industry Technician assessment recognizes that it is not necessary for these technicians to be able to have the skills to repair and rebuild major componentry.
We have created thirty multiple-choice questions within each of the four categories above. The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.
These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive skills assessment, these assessments have been developed to be used to create a specific technical training program for each employee in the repair and maintenance business.
With the rapid changes and developments experienced in capital equipment over the past few decades we have reached the point where the skills and the knowledge of our technicians is the critical difference in developing and maintaining our relationships with our customers. This has included changes in machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few.
The Rental Industry Technician comprehensive skills assessment covers the four major areas of equipment; Engine, Drive Train, Hydraulics and Electrical. In creating this assessment, we have into consideration the major manufacturers. The Rental Industry Technician assessment recognizes that it is not necessary for these technicians to be able to have the skills to repair and rebuild major componentry.
We have created thirty multiple-choice questions within each of the four categories above. The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.
These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive skills assessment, these assessments have been developed to be used to create a specific technical training program for each employee in the repair and maintenance business.
With the rapid changes and developments experienced in capital equipment over the past few decades we have reached the point where the skills and the knowledge of our technicians is the critical difference in developing and maintaining our relationships with our customers. This has included changes in machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few.
The Rental Industry Technician comprehensive skills assessment covers the four major areas of equipment; Engine, Drive Train, Hydraulics and Electrical. In creating this assessment, we have into consideration the major manufacturers. The Rental Industry Technician assessment recognizes that it is not necessary for these technicians to be able to have the skills to repair and rebuild major componentry.
We have created thirty multiple-choice questions within each of the four categories above. The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.
These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive skills assessment, these assessments have been developed to be used to create a specific technical training program for each employee in the repair and maintenance business.
The service department is known to provide repairs, rebuilds, and maintenance services. We manage the labor function to have the highest possible labor efficiency and quality. High performance in a Service Department must maximize efficiency, maximize quality, and satisfy customers. The first step to understanding and accepting what we have to do is to understand the assets at our disposal. From the technical skills of the mechanics, to the bays and vehicles we work from, and the specialized tooling there is a lot to consider. How to leverage these assets is the theme in this program.
Individual employees want to do a good job and they want to be able to provide the highest level of skill possible. We have a responsibility to maintain those skills with professional training programs. From the OEM’s, to specific training within the dealership we will explore all that training entails. It starts with the skills set inventory for each technician, and then a training plan for each person can be developed. We are expected to make money on our labor. What is less understood is that we are intended to be able to recover our costs on all of the tools and technology we use. In this program we uncover methods to be able to recover these department costs in a manner that is fair to customers and the company.
Each employee can show off their skills and knowledge especially well if we provide them with the comprehensive training and tools necessary to deliver world class service. We must provide leverage on these assets. This class is an important piece of their learning.
One of the most important and significant activities in which we can be involved, in our professional lives, is helping in the development of the younger less experienced employees. Whether it is a direct coaching job or when we mentor the younger less experienced workers, we have a responsibility to transfer our knowledge to them. In older times each new employee was assigned to a “mentor” with whom they spent time. They would take breaks together, have lunch together, and this new employee worked as if they were helpers for the experienced employees. This is also a critically important job of leadership. The leaders must coach their employees to be all that they can be. The dilemma with this is that not everyone is good at transferring their knowledge and some employees will just not do it. Selecting the proper people to assign this responsibility is critical. Starting through all of the job functions, from the beginning to the end. Communicated in a different manner from the time the employee arrives at work until they leave at the end of the day. Everything and anything that pertains to the work. This is part of developing a strong corporate culture. Culture is aimed at your heart. In this style of “onboarding” new employees, each person will feel part of the team. This is an extremely important function and this class will help you avoid the difficulties in performing this function.
One of the most important and significant activities in which we can be involved, in our professional lives, is helping in the development of the younger less experienced employees. Whether it is a direct coaching job or when we mentor the younger less experienced workers, we have a responsibility to transfer our knowledge to them. In older times each new employee was assigned to a “mentor” with whom they spent time. They would take breaks together, have lunch together, and this new employee worked as if they were helpers for the experienced employees. This is also a critically important job of leadership. The leaders must coach their employees to be all that they can be. The dilemma with this is that not everyone is good at transferring their knowledge and some employees will just not do it. Selecting the proper people to assign this responsibility is critical. Starting through all of the job functions, from the beginning to the end. Communicated in a different manner from the time the employee arrives at work until they leave at the end of the day. Everything and anything that pertains to the work. This is part of developing a strong corporate culture. Culture is aimed at your heart. In this style of “onboarding” new employees, each person will feel part of the team. This is an extremely important function and this class will help you avoid the difficulties in performing this function.