Operations management heizer 6e ch10

Operations Management Chapter 10 – Human Resources and Job Design PowerPoint presentation to accompany Heizer/Render Principles of Operations Management, 6e Operations Management, 8e © 2006 Prentice Hall, Inc Hall, Inc © 2006 Prentice 10 – Outline  Global Company Profile: Southwest Airlines  Human Resource Strategy For Competitive Advantage  Constraints on Human Resource Strategy  Labor Planning  Employment-Stability Policies  Work Schedules  Job Classifications and Work Rules © 2006 Prentice Hall, Inc 10 – Outline – Continued  Job Design  Labor Specialization  Job Expansion  Psychological Components of Job Design  Self-Directed Teams  Motivation and Incentive Systems  Ergonomics and Work Methods © 2006 Prentice Hall, Inc 10 – Outline – Continued  The Visual Workplace  Ethics and the Work Environment  Labor Standards © 2006 Prentice Hall, Inc 10 – Learning Objectives When you complete this chapter, you should be able to: Identify or Define:        © 2006 Prentice Hall, Inc Job design Job specialization Job expansion Tools of methods analysis Ergonomics Labor standards Andon 10 – Learning Objectives When you complete this chapter, you should be able to: Describe or Explain:  Requirements of good job design  The visual workplace  Ethical issues in human resources © 2006 Prentice Hall, Inc 10 – Southwest Airlines  Profitable for over 30 years while United, Northwest, Delta, and USAir lost billions  Key strategy is human resources  Culture of caring for people in the totality of their lives, not just at work  Spends more to recruit and train than any other airline © 2006 Prentice Hall, Inc 10 – Southwest Airlines  Empowered employees  Wages higher than industry average  Stock options for some employees  Employees treated like customers  Success comes from people, not gimmicks or special equipment © 2006 Prentice Hall, Inc 10 – Human Resource Strategy The objective of a human resource strategy is to manage labor and design jobs so people are effectively and efficiently utilized People should be effectively utilized within the constraints of other operations management decisions People should have a reasonable quality of work life in an atmosphere of mutual commitment and trust © 2006 Prentice Hall, Inc 10 – Schedules • Time of day • Time of year (seasonal) • Stability of schedule When Process strategy • Technology • Machinery and equipment used • Safety Individual differences Who • Strength and fatigue • Information processing and response HUMAN RESOURCE STRATEGY ow H Location strategy • Climate • Temperature • Noise • Light • Air quality W t W he re Product strategy • Skills needed • Talents needed • Materials used • Safety Pr oc ed ur e Constraints on Human Resource Strategy Layout strategy • Fixed position • Process • Assembly line ã Work cell ã Product Figure 10.1 â 2006 Prentice Hall, Inc 10 – 10 Levels of Illumination Task Condition Type of Task or Area Illumination Level Type of Illumination Small detail, extreme accuracy Sewing, inspecting dark materials 100 Overhead ceiling lights and desk lamp Normal detail, prolonged periods Reading, parts assembly, general office work 20-50 Overhead ceiling lights Good contrast, fairly large objects Recreational facilities 5-10 Overhead ceiling lights Large objects Restaurants, stairways, warehouses 2-5 Overhead ceiling lights Table 10.2 © 2006 Prentice Hall, Inc 10 – 31 Decibel Levels Environment Noises Common Noise Sources Decibels Jet takeoff (200 ft) Electric furnace area Pneumatic hammer Printing press plant Subway train (20 ft) Inside sports car (50 mph) Near freeway Private business office Light traffic (100 ft) Minimum levels, Chicago residential areas at night Studio (speech) Pneumatic drill (50 ft) Vacuum cleaner (10 ft) Speech (1 ft) Large transformer (200 ft) Soft whisper (5 ft) 120 | 100 | 90 | 80 | 70 | 60 | 50 | 40 | 30 Very annoying Ear protection required if exposed for or more hours Intrusive Quiet Very quiet Table 10.3 © 2006 Prentice Hall, Inc 10 – 32 Methods Analysis  Focuses on how task is performed  Used to analyze Movement of individuals or material  Flow diagrams Activities of human and machine and crew activity  Activity charts Body movement  Micro-motion charts © 2006 Prentice Hall, Inc 10 – 33 Flow Diagram Welding From press mach Storage bins Mach Mach Paint shop Machine Mach Figure 10.5 (a) © 2006 Prentice Hall, Inc 10 – 34 Flow Diagram Welding Machine Machine Paint shop Machine Machine From press mach Storage bins Figure 10.5 (b) © 2006 Prentice Hall, Inc 10 – 35 Process Chart Figure 10.5 (c) © 2006 Prentice Hall, Inc 10 – 36 Activity Chart Figure 10.6 © 2006 Prentice Hall, Inc 10 – 37 Operation Chart Figure 10.7 © 2006 Prentice Hall, Inc 10 – 38 The Visual Workplace  Use low-cost visual devices to share information quickly and accurately  Displays and graphs replace printouts and paperwork  Able to provide timely information in a dynamic environment  System should focus on improvement © 2006 Prentice Hall, Inc 10 – 39 The Visual Workplace Visual signals can take many forms and serve many functions  Present the big picture  Performance  Housekeeping © 2006 Prentice Hall, Inc 10 – 40 The Visual Workplace Visual utensil holder encourages housekeeping A “3-minute service” clock reminds employees of the goal Figure 10.8 © 2006 Prentice Hall, Inc 10 – 41 The Visual Workplace Visual signals at the machine notify support personnel Visual kanbans reduce inventory and foster JIT Reorder point Line/machine stoppage Parts/ maintenance needed All systems go Part A Part B Part C Andon Figure 10.8 © 2006 Prentice Hall, Inc 10 – 42 The Visual Workplace Quantities in bins indicate ongoing daily requirements and clipboards provide information on schedule changes Process specifications and operating procedures are posted in each work area Figure 10.8 © 2006 Prentice Hall, Inc 10 – 43 Ethics and the Work Environment  Fairness, equity, and ethics are important constraints of job design  Important issues may relate to equal opportunity, equal pay for equal work, and safe working conditions  Helpful to work with government agencies, trade unions, insurers, and employees © 2006 Prentice Hall, Inc 10 – 44 Labor Standards  Effective manpower planning is dependent on a knowledge of the labor required  Labor standards are the amount of time required to perform a job or part of a job  Accurate labor standards help determine labor requirements, costs, and fair work © 2006 Prentice Hall, Inc 10 – 45 ... efficiently utilized People should be effectively utilized within the constraints of other operations management decisions People should have a reasonable quality of work life in an atmosphere... effectiveness, managers should  Ensure those who have legitimate contributions are on the team  Provide management support  Ensure the necessary training  Endorse clear objectives and goals  Financial