DESIGN OF PROCESSES, JOBS, AND WORK MEASUREMENT

LEARNING OBJECTIVES:
Blending of technology and people as components of a productive system/ sociotechnical systems. Special design problem encountered in integrating jobs and process into systems. Work measurement and the methodologies used to measure the labor content of products and services for planning purposes and often as a basis of wages payment.

CRITERIA AND VALUES

Labor productivity improvements. It involved limits the extent to which division of labor can be pursued and marked size limits how far it will be pursued. Economic optimization.

CRITERIA AND VALUES

Maximizing utilities for consumers and maximizing profit for firms. Thus, in order to design a processes and jobs, product or services should fostered specialization. Job satisfaction. Workers responded to other factors in the work situation besides pay. It describes that improvement in productivity and quality levels resulting from jobs of broader scope.

2 VIEWS OF PROCESS PLANNING AND JOB DESIGN

Technological View Sociotechnical View

TECHNOLOGICAL VIEW OF PROCESS PLANNING AND JOB DESIGN

Product Analysis. Primarily, for product to be produced is first analyzed to determine the process requirement. Schematic and graphic visual are used to develop and visualized the flow of materials and the relationship among them.

Assembly Charts.
It can be useful for making preliminary plans regarding subassemblies where purchased parts are used in the assembly sequence and for appropriate general methods of manufacture.

Operation Process Charts.

Summary of all required operations and inspections. It is a general plan for production and likewise covered the job to be performed.

Analysis of Human-Machine Relationships.

Information Storage
Sensing

Receiving Information

Information Processing

Effectors

Control
Factor

SOCIOTECHNICAL VIEW OF PROCESS PLANNING AND JOB DESIGN

Joint system operating (sociotechnical system). Environment. It influenced by a culture and its values and by set of generally accepted practices, in which there are roles for organizations, groups and people.

CONSTRAINS IMPOSED BY TECHNOLOGY

Imposed by job satisfaction. Social system.

FEASIBLE SOLUTION SPACES FOR TECHNOLOGICAL AND SOCIAL SYSTEMS AND THE JOINT SIOLUTION SPACES

Feasible solution spaces from the technological point of view

Feasible solution spaces from the social systempoint of view

Feasible solution for a joint optimum

Psychological Job Requirements

The need for the content of a job to be reasonably demanding in terms other than sheer endurance yet provide at least a minimum of variety. The need for being able to learn on the job and to go learning. The need for some minimum area of decision.

Psychological Job Requirements

The need of some minimum degree of social support and recognition in the workplace. The need to be able to relate what one does and what one produces to ones social life. The need to feel that the job leads to some sort of desirable future.

PROCESS- JOB DESIGN IN RELATION TO SYSTEM TYPE

Process- focused systems. Product volumes are low and variety, flexibility and quality are the prime strategies. Such solution results in a relatively good utilization of equipment by time sharing it for various jobs requiring a certain production technology Product-focused systems. Products are standardized and produce in high volume, there is a little if any difference in process requirements from unit to unit.

PERFORMANCE STANDARDS
Provide data that are basic to many decisionmaking problems in production/ operations management. Provide basic data used in day-to-day operation. Provide the basis for labor cost control by measuring worker performance in comparison with standard performance, indexes, can be computed for individuals workers, departments, division, or even plants.

PERFORMANCE RATING
It is critically important part of any formal means of work measurement. Normal time= Actual observed time x Performance rating /100

WORK MEASURMENT SYSTEMS

Stopwatch time studies. Work sampling Standard data work measurement systems

Universal Standard Data vs. Standard Data for Job Families.

Universal Standard Data. Give time values for fundamental types of motions, so complete cycle times can be synthesized by analyzing the motions required to perform the task. Fundamental time values of this nature can be used as building blocks for forecasting the standard time, provided that the time values are properly gathered and that the various minute motion.

Universal Standard Data vs. Standard Data for Job Families.

Standard Data for Job Families. It gives normal time values for major elements of jobs (macrostandard data). Also, time values for machine set-up and for different manual elements are given, so a normal time for an entirely new job can be constructed through an analysis of blueprint.

Universal Standard Data vs. Standard Data for Job Families.

Standardize methods for the operation. Select for study an operator who is experienced and trained in the standard method. Determine the elemental structure of the operation for timing purposes. Observe and record the actual time required for the elements, making simultaneous performance ratings.

Universal Standard Data vs. Standard Data for Job Families.

Determine the number of observations required to yield the desired precision of results based on the sample data. Compute normal time. Determine allowances for personal time, delays and fatigue. Determine the standard time. Standard time= Normal time for elements + Time for allowances

ALLOWANCES INPERFORMANCE STANDARDS

Delay Allowances Fatigue and Personal Allowances. Application of Allowances in Performance Standards.

WAGE INCENTIVES

Piece rate plans Standard hour plans

Thank you!!!