Philippine Christian University

1648 Taft Avenue., corner Pedro Gil St., Manila

Tel. Nos. 526-2261 to 64, 524-6671

GRADUATE SCHOOL OF BUSINESS ADMINISTRATION

Master in Business Administration

In Partial Fulfillment of the Requirements in

Productions and Operations Management

CASE ANALYSIS ON:

TAMIYA RACING CAR CORPORATION

Submitted by:
Katrizia Cerize L. Fauni

Submitted to:
Professor Elzeber Murallos
1. Standard Time of Operations

Number
Sum of of Performa
Recorded Observati Observed nce Normal Standard
Elements 1 2 3 4 5 6 7 8 9 10 11 12 Times ons Time Rating Time AF Time
Place in fixtures 8 9 12 12 7 12 8 8 12 7 9 8 112 12 9.33 94% 8.77 1 8.77
Strip wire and position for winding 12 11 18 9 8 12 15 12 12 14 8 11 142 13 10.92 94% 10.27 1 10.27
Wind first coil 25 27 24 26 30 31 28 27 27 29 30 28 332 14 23.71 94% 22.29 1 22.29
Wind second coil 27 27 30 42 32 30 26 29 28 32 30 24 357 15 23.80 94% 22.37 1 22.37
Wind Third Coil 29 32 51 30 30 28 39 32 62 29 29 53 444 16 27.75 94% 26.09 1 26.09
Win fourth coil 27 29 28 32 30 33 29 33 27 29 28 34 359 17 21.12 94% 19.85 1 19.85
Wind fifth coil 39 37 36 40 38 88 42 36 35 39 41 40 511 18 28.39 94% 26.69 1 26.69
Cut wire and remove from fixture 13 13 17 13 14 16 14 27 16 20 12 14 189 19 9.95 94% 9.35 1 9.35
Inspect and lay aside 9 10 9 18 11 19 14 12 12 9 11 14 148 20 7.40 94% 6.96 1 6.96

2. Learning curve is a concept that graphically depicts the relationship between the cost and output over a defined period of time, normally to represent the repetitive
task of an employee or worker. It condenses the situation where the time required to perform a task decreases with increasing repetitions. In setting the
time standard, learning curve decreases the average time for operations.

3. By creating a systematic set of performance standards, employees can be objectively evaluated as to their contribution to the overall mission and goals
of the company. Not only can the performance of employees be evaluated according to a set of standards, but other influences on evaluations, such as
personal feelings or general popularity, can be eliminated. The purpose of performance standards is to communicate expectations. Some supervisors
prefer to make them as specific as possible, and some prefer to use them as talking points with the specificity defined in the discussion