TEN OM STRATEGY DECISION
Job Specialization
• Design of goods and services
• Managing quality
• Process strategy
• Location strategies
• Layout strategies
HUMAN RESOURCES
• Supply chain management
• Inventory management
• Scheduling
• Maintenance
Objectives of Huan resource management
- Is to manage labor and design jobs so
people are effectively and efficiently
utilized.
As we focus on a human resource strategy,
we want to ensure the people;
1. Are efficiently utilized within the
constraints of other operations
management decisions.
2. Have a reasonable quality of work life
in an atmosphere of mutual
commitment and trust.
QUALITY OF WORK LIFE
- We mean a job that is not only
reasonably safe and for which the pay
is equitable, but also achieves an
appropriate level of both physical and
psychological requirements.
MUTUAL COMMITMENT
- Means the both management and
employee strive to meet common
objectives.
MUTUSL TRUST
- Is reflected in reasonable,
documented employment policies they
are honestly and equitably
implemented to the satisfaction of
both management and employees.
LABOR PLANNING
- Is determining staffing policies that
deal with employment stability and
work schedule.
EMPLOYMENT STABILITY
- Deals with the number of employees
maintained by an organization at any
given time.
THERE ARE TWO VERY BASIC POLICIES FOR
DEALING WITH STABILITY
• Follow demand exactly
• Hold employment constant
FOLLOW DEMAND EXACTLY
- Keeps direct labor cost tied to
protection, but incurs other costs.
HOLD EMPLOYMENT CONSTANT
- Maintains a trained work force and
keep hiring, termination, and
unemployment cost to a minimum.
STANDARD WORK SCHEDULE
- In the US is still five 8-hours days.
FLEXTIME
- A system that allows employees
within limit to determine their own
work schedules.
FLEXIBE WORKWEEK
- A work schedule that deviates from
the normal or standard five 8-hours
days (such as four 10-hours days.)
PART-TIME STATUS
- When an employee works less than a
normal week less than 32 hours per
week often classified an employee a
“part time”
JOB DESIGN
- An approach that specifies the tasks
that constitute a job for an individual
or a group.
THERE ARE 7 COMPONENTS OF JOB
DESIGN;
1.
2. Job Expansion
3. Psychological Components
4. Self- directed Teams
5. Motivation and Incentives Systems
6. Ergonomics and Work Methods
1. 7. The Visual Workplace
LABOR SPECIALIZATION OR JOB
SPECIALIZATION
- Would assist in reducing labor costs of
multiskilled artisans.
- The division of labor into unique
("special") tasks
THIS IS ACCOMPLISHED IN SEVERAL WAYS;
1. Development of dexterity
2. Less loss of time
3. Development of specialized tools
DEVELOPMENT OF DEXTERITY
- And faster learning by the employee
because of repetition.
LESs LOSS OF TIME
- Because the employee would not be
changing jobs or tools.
DEVELOPMENT OF SPECIALIZED TOOLS
- And the reduction of investment
because each employee has only a
few tools need for a particular task.
LARGE ENLARGEMENT
- The grouping of a variety of tasks
about …. Horizontal enlargement
JOB ROTATION
- A system in which an employee is
moved from one specialized job to
another
JOB ENRICHMENT
- A method of giving an employee more
responsibility that includes some of
the planning and control necessary for
job accomplishment
EMPLOYEE EMPOWERMENT
- Enlarging employee jobs so that the
added responsibility and authority is
moved to the lowest level possible in
the organization.
PSYCHOLOGICAL COMPONNS OF JOB
DESIGN
- An effective human resources strategy
also requires consideration of the
psychological components of job
design.
THESE COMPONENTS FOCUS ON HOW TO
DESIGN JOBS THAT MEET SOE MINIMUM
PSYHOLOGICAL REQUIREMENTS.
• Hawthorne studies
• Core job characteristics
HAWTHORNE STUDIES
- Introduced psychological workplace.
- They were conducted in the late
1920s at Western Electric’s
Hawthorne plan near Chicago.
CORE JOB CHARACTERICTICS
- In the eight decades since the
Hawthorne studies, substantial
research regarding the psychological
components of job design has taken
place.
HACKMN AND OLDHAM
- Have incorporated much of that work
into fie desirable characteristics of job
design.
JOB SHOULD INCLUDE THE FOLLOWING
CHARACTERISTICS
1. Skill variety
2. Job identity
3. Job significance
4. Autonomy
5. Feedback
SKILLL VARIETY
- Requiring the worker to use a variety HIGHER WAGE RATES
of skills and talents - People often receive wages for their
JOB IDENTIFICATION highest skills, not their lowest.
SMALLER LABOR POOL
- Because expanded jobs require more
- Allowing the worker to perceive the skill and acceptance of more
job as a whole and recognize a start responsibility.
and a finish. INCREASED ACCIDENT RATES
JOB SIGNIFICANCE - Expanded jobs may contribute to a
- Providing a sense that the job has higher accidents rate
impact on the organization and CURRENT TECHNOLOGY MAY NOT LEND
society ITSELF TO JOB EXPANSION
AUTONOMY - Th disassembly jobs at a
- Offering freedom, independence, and slaughterhouse and assembly jobs at
discretion. automobile plants are that way
FEEDBACK because alternative technologies (if
- Providing clear, timely information any) are thought to be unacceptable.
and performance BONUS
SELF DIRECED TEAMS - A monetary reward usually in cash or
- A group of empowered individuals stock options, given to management.
working together to reach a common PROFIT SHARING
goal. - A system providing some portion of
SOME LIMITATIONS OF EXPANDED JOB any profit for distribution to the
DESIGNS employees.
1. Higher capital cost GAIN SHARING
2. Individual differences - A system of rewards to employees for
3. Higher wage rates organizational improvements.
4. Smaller labor pool INCENTIVE SYSTEM
5. Increased accident rates - An employee award system based on
6. Current technology may not lend itself individual or group productivity.
to job expansion KNOWLEDGE-BASED PAY SYSTEMS
HIGHER CAPITAL COST - A portion of the employee’s pay
- Job expansion may require facilities depends on demonstrated knowledge
that cost more than those with a or skill of the employee
conventional layout. SOME OF THESE PAY SYSTEMS HAVE THREE
IDIVIDUAL DIFFERENCES DIMENSIONS
- Some studies indicate that many 1. Horizontal skills
employees opt for the less complex 2. Vertical skills
jobs. 3. Depth of skills
HORIZONATL SKILLS
- That reflect the variety of task the
employee can perform.
VRTICAL SKILLS
- That reflect the planning and control
aspects of the job.
DEPTH OF SKILLS
- That reflect quality and productivity.
ERGONOMICS
- The study of work; often called
human factors.
HUMAN FACTORS
- Is often substituted for the word
ergonomics.
OPERATOR INPUT TO MACHINES
- Be they hand tools, pedals levers, or
buttons, need to be evaluated.
FEEDBACK TO EPERATORS
- Is provide by sight, sound, and feel; it
should not be left to chance.
ILLUMINATION
- Is necessary, but the proper level
depends upon the work being
performed.
TEMPERATURE AND HUMIDITY
- Parameters have been well
established.
METHODS ANALYSIS
- Developing work procedures that are
safe and produce quality products
efficiently.
- Focuses on how a task is
accomplished.
FLOW DIAGRAMS
- Drawing used to analyze movement of
people or material.
- Are schematics (drawing) used to
investigate movement of people or
materials.
PROCESS CHARTS
- A graphic representation that depicts
a sequence of steps for a process
- Use symbols to help understand the
movement of people r material.
ACTIVITY CHARTS
- A way of improving utilization f an
operated and a machine or other
combination pf operators (a crew)
and machines.
- Are used to study and improve the
utilization of an operator and a
machine or some combination f
operators and machine.
OPERATIOS CHART
- A chart deciding right- and left-hand
motion
- Body movement is analyzed by this
VISUAL WORKPLACE
- Uses a variety of visual
communication techniques to rapidly
communicate information to
stakeholders.
- Uses low-cost visual devices to share
information quickly and accurately
well-designed display and graphs root
out confusion and replace difficult-to-
understand printouts and
paperwork’s.
ANDON
- Is a signal that here is a problem
- Can be manually
LABOR STANDARDS
- The amount of time required to
perform a job or part of a job.