Mu Yang took Song Xuelu to the welding area, which was also the largest working area in the plan. There were welding areas 1-10 in total.

"Boss, you're here."

"Well, thank you for your hard work."

"Haha, it's not hard work, it's my job."

Seeing Mu Yang coming, several workers greeted him politely.

At this time, they were dividing the No. 1 welding area into ten work stations according to Muyang's layout drawings, arranged in a line.

During welding, the arc light is very dazzling and radiates, so each working station needs to be separated by a light shield.

The equipment area is not large, plus the work space, the set area of ​​each workstation is 3.5 meters × 4.5 meters. In front of the workstation is the unprocessed area and the processed display area. The standard size of the iron pallet is 1.2 meters × 1

meters, divide the display area according to 1.3 meters × 1.1 meters.

The left side is for feeding materials, and the right side is for discharging materials, according to human movement habits.

Pallet trolleys, manual stacker forklifts, seated fuel forklifts and other transport vehicles have fixed parking areas, and the word "transport truck" is printed on the ground to avoid workers having to search for them in the workshop for a long time when they want to use transport tools.

On-site area planning is very important. It may seem simple, but it is very particular about dividing it.

If there is no division, the items will be placed in a chaotic manner, the work turnover in the workshop will not be smooth, management will be more difficult, and work efficiency will be low.

Like a solid line with yellow paint, a line width of 120mm is used in principle for the main channel line; a line width of 80mm is used for equipment area lines; a line width of 60mm is used in principle for item positioning lines.

Twill zebra crossing composed of yellow and black, 50mm wide, used for dangerous goods area lines, warning area lines, and fire exit lines.

The main channel of the driveway is 2-2.5 meters wide; the pedestrian channel is 0.8-1 meters wide...etc.

The layout drawings provided by Muyang are very clearly marked and are drawn in accordance with the prevailing domestic industry standards.

"When the company was first established, everyone needed to take the initiative to do a lot of work. The company has orders and will be busy after the year.

The salary for last month will be paid on time around the 25th of the month. When the new company factory is built next year, we will move to a factory with a better environment." Mu Yang stood in front of the workers, drew a pie for them, and gave them

Taking heart pills is not just a casual talk, he has a plan.

"Okay, okay."

Several workers laughed.

Mu Yang nodded, knowing that if he could not pay these workers on time, they would probably run out of money within a short time after receiving their wages.

Muyang promised to pay a salary that is 10% higher than that of his peers. After working for three months, he will pay five social insurances according to the minimum amount in the province and city, but there will be no housing provident fund.

The day shift is 8 hours a month, 26 days a month. If orders are busy, overtime work is usually done at night for three hours. Office staff do not need to work overtime at night.

General workers who work overtime at night are paid overtime, which is a symbolic 20 yuan a night.

If you are paid on a piece rate basis, there will be no overtime pay for overtime work at night.

He doesn't do anything special, and his salary is similar to that of local private companies, at the upper-middle level.

There will be a year-end bonus, ranging from 5% to 20% of the annual salary. The percentage depends mainly on the company's performance and the employee's annual contribution.

However, the wages Muyang sets for workers are not fixed wages or wages based on pieces, but 80% fixed wages + 10% quality + 10% performance. Including offices, wages are related to the quality of the workshop, and all employees participate in quality management.

Currently, there is only one salary system, which is also due to the fact that there are few people and too many systems, which makes management difficult.

This set of salary assessment methods is generally not used by machinery companies. It is either fixed wages or piece-rate wages. Quality is rarely included in salary assessments, and even if it is, the proportion is very low.

Muyang has a thorough understanding of quality management. If workers are given a fixed salary, they will be lazy; if workers are paid on a piece-rate basis, the quality will definitely decline in order to catch up with the quantity. Quality inspectors alone cannot solve the problem. There must be workers first inspections and team leaders making inspections.

, the inspector's final inspection and mutual inspection of the next process, four inspections, weekly morning meeting, the team leader should emphasize to the team members and implement it.

But the fixed salary ratio cannot be set too low, otherwise no one will really want to come to work.

80% fixed salary + 10% performance has reached the salary level of peers, so when negotiating salary, employees have little resistance to 10% quality assessment.

If you miss one day of work or take leave, your fixed salary will be deducted and your performance rating will be low.

The biggest problem with his salary system is assessment.

What is the appropriate score? What is the standard? Fairness!

There are a lot of troubles in the assessment, and there will be more management personnel, but this has to be done.

If the company does not establish a salary system and a quality system when it is first established, it will be very difficult to reform in the future. The bigger the company is, the more opposition there will be and it will be difficult to implement it. Mu Yang knows this well.

Muyang is also particular about paying wages. It will not deduct employees' wages, but will pay them more and exceed their expectations.

For example, for general workers, Mu Yang said that the comprehensive salary can reach 3,500, but he will pay 3,600. When employees see that they are getting more, their expectations are higher, they will be more passionate about work, and there will be less staff turnover.

If the contract is for 4,000, but the employee only gets 3,900, which is lower than expected, the employee will go to the boss for help.

Therefore, it is better to negotiate a lower salary when recruiting than to deceive employees into having a high salary.

During New Years, holidays and birthdays, some benefits will be added, and some fruits will be distributed every week, so that employees can increase their happiness, increase cohesion, and work more passionately.

You don’t spend much money, but your employees are highly motivated and will be grateful to you. This is the best salary management method.

Of course, his recruitment requirements are relatively high and his salary is higher.

Try to recruit young people, workers who have at least graduated from junior high school and may have less experience, but if they stay in the end, they will last a long time, and young people with academic qualifications can learn new knowledge quickly.

Mu Yang does not look down on older workers. He believes that the company will develop rapidly in the future. Equipment will be constantly updated and purchased, and there will be a lot of training every year. It is really difficult to train employees in their forties and fifties.

He has trained hundreds of welders in his previous life and is very familiar with welders with various personalities.

Some welders have 20 to 30 years of welding experience. Most of them have become a monk halfway. Their skills are very average and they cannot understand the process documents. The welding current is too high. They will retort to you: "I have been welding for 20 to 30 years and I have been doing this.

The product that comes out will definitely be fine.”

Some workers have a "self-righteous" work experience, thinking that it is right and the best, and do not want to change it.

Muyang told the welders that if the current is too large, the welding deformation will be greater, the plasticity of the weld will become worse, and the service life will be reduced.

Some welders don't understand it, and some do understand it, but don't want to follow Muyang's process requirements. If the current is turned up, the welding efficiency will be faster, just like a veteran.

Mu Yang and Song Xuelu walked out of the factory. There was a small room next to the factory. It turned out to be a canteen and was temporarily closed.

Machinery companies in Jiangnan Province generally provide lunch and accommodation. Muyang's company does not have employee dormitories, the cafeteria is not open, and it does not provide food and accommodation for the time being. Therefore, the food subsidy is 10 yuan a day; the housing subsidy is 400 yuan a month, and the employees pay for their own accommodation.

Some employees are very happy with this situation.

A cheap fast food meal nearby costs only ten yuan, and noodles are much cheaper. Find a private house nearby, and four hundred a month is enough for rent, which is much better than sharing a dormitory with several people.
Chapter completed!