Human Resources Job Design and Work Measurement 10 2014 Pearson Education Inc 2014 Pearson Education Inc 10 1 Learning Objectives When you complete this chapter you should be able to 1 Describe labor planning policies 2 3 Identify the major issues in job design Identify major ergonomic and work environment issues 4 Use the tools of methods analysis 5 Identify four ways of establishing labor standards 6 Compute the normal and standard times in a time 7 Find the proper sample size for a time study study 2014 Pearson Education Inc 10 2 High Performance Pit Crew Teamwork Makes the Difference between Winning and Losing NASCAR racing became very popular in the 1990s with huge sponsorship and prize money High performance pit crews are a key element of a successful race team 2014 Pearson Education Inc 2014 Pearson Education Inc 10 3 Rusty Wallace s NASCAR Racing Team Pit crew members can earn 100 000 per year for changing tires Each position has very specific labor standards Pit crews are highly organized and go though rigorous physical training Pit stops are videotaped to look for improvements 2014 Pearson Education Inc 2014 Pearson Education Inc 10 4 Rusty Wallace s NASCAR Racing Team 2014 Pearson Education Inc 10 5 Human Resource Strategy The objective of a human resource strategy is to and so people are effectively and efficiently utilized 2014 Pearson Education Inc 10 6 Human Resource Strategy Ensure that people 1 Are effectively within the constraints of other operations management decisions 2 Have a quality of work life in an atmosphere of mutual commitment and trust 2014 Pearson Education Inc 10 7 Labor Planning Employment Stability Policies 1 Follow demand Matches direct labor costs to production Incurs costs in hiring and termination unemployment insurance and premium wages Labor is treated as a cost 2014 Pearson Education Inc 10 8 Labor Planning Employment Stability Policies 2 Hold employment constant Maintains workforce hiring layoff and unemployment costs Employees may be during slack periods Labor is treated as a cost 2014 Pearson Education Inc 10 9 Work Schedules Standard work schedule eight hour days Flextime Allows employees within limits to determine their Flexible work week but longer days Part time Fewer possibly hours 2014 Pearson Education Inc 10 10 Job Classification and Work Rules Specify can do what Specify they can do it Specify under conditions they can do it Often result of union contracts flexibility in assignments and consequently efficiency of production 2014 Pearson Education Inc 10 11 Job Design Specifying the tasks that constitute a job for an individual or a group 1 Job 2 Job 3 Psychological components 4 Self directed teams 5 Motivation and incentive systems 2014 Pearson Education Inc 10 12 Labor Specialization The division of labor into unique tasks First suggested by Adam Smith in 1776 1 Development of 2 Less loss of time 3 Development of tools Later Charles Babbage 1832 added another consideration 4 Wages exactly fit the required skill required 2014 Pearson Education Inc 10 13 Job Expansion Adding more to jobs Intended to reduce boredom associated with labor specialization Job Job Job Employee empowerment 2014 Pearson Education Inc 10 14 Psychological Components of Job Design Human resource strategy requires consideration of the psychological components of job design 2014 Pearson Education Inc 10 15 Hawthorne Studies They studied light levels but discovered productivity was independent from lighting levels Introduced into the workplace The workplace social system and distinct roles played by individuals may be more important than physical factors Individual differences may be dominant in job expectation and contribution 2014 Pearson Education Inc 10 16 Core Job Characteristics Jobs should include the following characteristics 1 Skill 2 Job 3 Job 4 Autonomy 5 Feedback 2014 Pearson Education Inc 10 17 Self Directed Teams of empowered individuals working together to reach a common goal May be organized for long term or short term objectives Effective because Provide employee Ensure job characteristics Meet individual psychological needs 2014 Pearson Education Inc 10 18 Self Directed Teams To maximize effectiveness managers should Ensure those who have legitimate contributions are on the team Provide management Ensure the necessary Endorse objectives and goals Financial and non financial rewards Supervisors must release control 2014 Pearson Education Inc 10 19 Benefits of Teams and Expanded Job Designs Improved of work life Improved job Increased Allows employees to accept more responsibility Improved and quality Reduced turnover and absenteeism 2014 Pearson Education Inc 10 20 Limitations of Job Expansion 1 Higher capital cost 2 Individuals may prefer jobs 3 Higher wage rates for skills 4 Smaller labor pool 5 Higher training costs 2014 Pearson Education Inc 10 21 Motivation and Incentive Systems cash or stock options profits for distribution to employees rewards for improvements Incentive plans typically based on production rates Knowledge based systems reward for knowledge or skills 2014 Pearson Education Inc 10 22 Ergonomics and the Work Environment Ergonomics is the study of the between man and machine Often called human factors Operator input to machines 2014 Pearson Education Inc 10 23 Ergonomics and Work Methods to operators The work environment Illumination Temperature 2014 Pearson Education Inc 10 24 Levels of Illumination TASK CONDITION TYPE OF TASK OR AREA ILLUMINATION LEVEL Small detail extreme accuracy Sewing inspecting dark materials Normal detail prolonged periods Good contrast fairly large objects Reading parts assembly general office work Recreational facilities Large objects Restaurants stairways warehouses 100 20 50 5 10 2 5 TYPE OF ILLUMINATION Overhead ceiling lights and desk lamp Overhead ceiling lights Overhead ceiling lights Overhead ceiling lights 2014 Pearson Education Inc 10 25 Methods Analysis Focuses on task is performed Used to analyze 1 of individuals or material Flow diagrams and process charts 2 of human and machine and crew activity Activity charts 3 Body movement Operations charts 2014 Pearson Education Inc 10 26 The Visual Workplace Use low cost visual devices to share information quickly and accurately Displays and replace and paperwork Able to provide information in a dynamic environment System should focus on 2014 Pearson Education Inc 10 27 The Visual Workplace Visual signals can take many forms and serve many