| Topic : Workplace Renovation |
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HR Professionals |
Engineers and Managers world |
Effective Construction Planning Management
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Activity:
140 views;
last activity : 04 04 2011 06:41:10 +0000
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EFFECTIVE UTILIZATION OF 3 M
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know more about your employees and what motivates them
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"Define short term goals clearly"
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Employees are never the productive labor, Sorry!!
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Clarification
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**Being Empathetic towards the employees shall workout**
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Employees Should Believe That Achieving Organisational Goals ................
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Unbiased treatment...performance based appraisals and it should not be person based appraisal
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Understand ur employer
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Identify the right potential of an employee
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Planning & resource mobilization
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Keep them happy !
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EFFECTIVE UTILIZATION OF RESOURCES
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Have a Proper Work Break Down Structure
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Nothing but Love!
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Love what you do do what you love
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productivity starts from the mind of humanbeing not machine
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Employees should believe that achieving organisational goals will result in moving up in the hierarchy
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360 degree hrd/od
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Help your employees to do better
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The 3 M relates to MEN, MACHINES, and MATERIALS. So the three should be properly selected and utilized to achieve or improve productivity. Productivity is the ratio between the input and output. Hence the man hour and machine hour spent, the material selected for processing in manufacturing plays the dominant role. The wastage in the 3 M will affect the productivity.In addition, the good working environment and the incentive schemes & welfare activities for the employees are very important to boost the production which result in good productivity. |
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A Foundry’s growth, profitability and in a highly competitive environment, its very survival,depends to a great extent on the tool and process design (also referred to as method design)employed in the production of its castings. This is a highly specialized technical task, a vital stage in the production process that attempts to grapple with the complex physical phenomena that obtain in casting manufacture. Methods engineers generally employ guidelines and rules of thumb developed over the years and perform trials on the shopfloor before arriving at acceptable methods to make the castings. Improper and inoptimal methoding and method designs lead to poor quality, poor productivity and low yields, all contributing to poor economics. The major concerns of a foundry revolve around productivity and quality – minimizing rejections while maximizing melt utilization. The conventional manual method is tedious and seldom helps in reaching an acceptable mold design consistently. The foundry tends to pour more melt than is necessary, and adopts a trial and error approach till it gets something that is just about acceptable. And at the end, it is saddled with poor yield, wasted time, effort and resources. Foundries in general encounter a multitude of these factors. Apart from the incidence of wasteful expenses and additional costs, opportunities are also lost due to customer dissatisfaction. Loss of credibility with customers is the long-term resultant. Added to all this is an issue that is increasingly becoming a problem. There is a shortage of good methods engineers. Further, the influx of knowledgeable /trained engineers into this industry is diminishing. Developing methoding knowledge often involves some amount of learning, which in turn reflects in unseen costs borne by the Company.
Yes Mr.Gopalakrishnan sir, a valid point posted is absolutely correct.A good Method of Production process also helps to minimize the wastage and time consumption in manufacturing products.
With due respects to Mr. Ntteraja, may I suggest 4th M as METHOD. Ny mothods productivity can be improved multi-fold. Very simple popular example: A soap factory received a complaint of one empty carton in one of the consignment. many ideas including a electronic weighing machine on line etc poured in. Basic simple idea of a fan / blower that will blow out any empty carton out improved the customer assurance. Method of achieving target equally important. Please pay attention to method also.
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Managers must find ways to understand what drives each individual employee within the context of their respective roles in the workplace. Every employee has a different reason for working. Some employees may be motivated by things like performance-based bonuses, an opportunity for a promotion, personal satisfaction, flexible working conditions or additional paid time off. Others work to accomplish goals and feel as if they are contributing to something larger than themselves. Whatever their reason may be, employees must find some satisfaction in their work or they may become unhappy and unproductive. |
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I agree with you kiran, but one thing an employee will perform better if you will congratulate him with his performance and of course an incentive bonus will be highly appreciated by this employee.
I am in total agreement with you Kiranon this.
motivation is the main source of productivity in the organisation
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in order to achieve big ,we missout on defining and working towards smaller details which can effect the major goal...if smaller domains are clearly defined and explained..it would be a smart work!
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Yes, correct .. set the expectation and track the progress against the plan.
I am totally agree with you suyashi
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Thanks Natteraja for posting this to me.
Employees are never considered the productive labor, they are only prefunctionaries in the creation of wealth. The productive laborer is the 'capital owner' and the 'land owner'. because they initiate the process of 'wealth creation' for the nation. Employees are jittery and jelly footed in creating wealth. They alos take the risk of existing on something dictated by others to make their own living such that their efficiency is diminished by their fear of taking risks.
So productive labor prize goes to the Capitalists, ofcourse their work to coverup their risk need be regulated in countries like this probably. In US they do so by making citizen like you and me productive labor by making it easier for them to invest in Stocks of companies, and making agents to work as trustees for your investments. This way they work to maximize the value of yours the agents I mean who labor who cannot invest and take risks of loosing their endowment. This probably is an area Indian government need to regulate studying the vises of capitalism.
Then all these are much involved ball game that require clear ideas which probably with our political endowment is beyond the reach of an average citizen. Thanks.
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I wish to differ on the issue. Employees are not to be treated as productive lobor. Any manager has five resources available at his disposal ie man, machine,material, money and time. Since time and cost over runs will not be acceptable, he has remaining three resources to optimise. This can be achieved by timely availability of raw material, mininimum down time of machines and full/ optimal utilisation of men working on the manchine, material and money. Manager may adopt any technique to get best out of the persons working with him.
There fore, you may like to consider men as one of the most important resources rather than a productive labor.
Dear Mr.Mathew Ji i agree with your views, but is it possible in India and whether the employees will be allowed and of course it is possible to sell a few numbers of shares to the employees out of the preference shares.
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In my posting there seems to be a lack of continuity in one statement. It can be misconstrued that it is the capitalists who gamble away their life but not, it is the labor the employee who fears the risk of investing and live a 'hand to mouth' existence. Thanks.
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There can be many ways to improve employee productivity & get more done. The list could go on and on. There should be better clarification on work responsibilities to help employees do better. One of the many ways to help improve productivity is through outsourcing. Outsourcing helps to take the load off of an employee or business so they can better focus on their main objectives. Many times when an employee’s workload is too heavy they tend to produce less. Many times a company or manager should find positive ways to increase employee productivity, motivation & satisfaction but at the same time let your employees know that there is work that must be done.
When employees are satisfied with their work and the company, they tend to produce more and better work. A manager or company really needs to research and investigate to see where the problem lies. Then devise a plan and strategy to eliminate or reduce certain problems.
A manager could think up ways for improvements other than pay incentives. Do Not Forget to take in employee concerns and comments for considerations of improvements. Improving employee motivation and productivity is all in how they are managed. There should be improvements in the employee work-life and tailor benefits to employee needs. The employees should not be treated harshly but they should know and understand that there is work to be done regardless of how they feel.
There is no one set magic formula for increasing employee productivity because all companies are different. It’s all in the strategy and plan that you use. A company has to find out what best works for them then use that formula, then monitor it and make adjustments over time. A company should take a look at how they hire people and who they hire. Provide better training and techniques, create an open forum for team/ employee discussions. Brainstorm more, etc, etc……
Let the employees have a chance to say how they feel about certain tasks without their managers getting angry at them and retaliating . Take employee thoughts, comments and concerns into consideration to help develop a better work-plan/ operations plan.
Like I said, there are so many things that can be said and done to improve employee productivity, the list can go on and on. It’s all about the strategy and plan that a company uses. Management's role is to determine which ideas are the most cost effective solutions.
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Feeling the pain of the employees / standing in the shoe of the employee, Proper employee enagagement techniques shal work.
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The Management should be more positive and give them proper guidance and reasonable time to achieve the required result. They can monitor the pro gramme and day today basis. On satisfaction they can switch over to week/monthly basis depending upon their profile. At last all the employees and the management should work together to achieve the target. This is most important. After achieving the result management can encourage by giving increment and other benefits.
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Unbiased treatment...performance based appraisals and it should not be person based appraisal
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The Management should appraise unbiased based on the performances of the employees and it should take care of them by giving proper cash awards, increaments, coping their salary to the present industry standard should help them in retaining the good talents...
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Understanding your employer what he wants to achieve taking a team of workers or employees is better way out of gvg your productivity to the employer.
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We are all individuals. Employers tend to generalize/ compare the employees of one team with the other or between employees. Each of us have different skills and potential towards completing a task. So it is the responsibility of the employer to assign the right task to right employee. This would ensure the efficiency/productivity.
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Present the required skilled guys with required resources. Plan in advance the job to be performed.When performance meet the expectation, offer them either a word of appreciation or an award to motivate the involved.
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Keeping them happy can be achieved in a multitude ways. Right from wishing then and enquiring about their family to appreciating their hard work will keep the productivity up and going.
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according to my point of view this is a very good topic as in every organisation if there is proper utilization of resources and at a right place and in a right point of time with proper logistics, it should really beneficial for the organization from all aspects.
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1. Completely break down the large monolith task into small, short-term tasks.
2. Find out how many of these can be done in parallel
3. Keep a limit on the number of parallel tasks that you can successfully handle or monitor and stick to that. Here look for bottlemecks and remove/resolve
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If u love people working with u, they will definitely deliver more than your expectations. But one should handle them properly, excess of anything is bad and could tern into worse.
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Productivity comes in the things you love doing. SO if u like doing a thing or many things productivity comes on its own. Be involve in th thing that interests you
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even if it is correct that proper use 3m gives more productivity, we should also concentrate on health condition, mental condition and experience of employee. Productivity starts from the mind of humanbeing not machine, hence together with 3m we should use another 3 words HMC. |
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Employees should believe that achieving organisational goals will result in moving up in the hierarchy
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The basic thing for any organisation to have committed work force is that the employees should be convinced that acheiving organisational goals will help them in moving up in the heirarchy which can happen only if there is transparency in the promotions, cash and other incentives.
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select, induct, train, set shared goals, provide adequate resources and infrastructure, delegate, involve, communicate, motivate, recognise good performance a personal word of deserved praise, one minute reprimands, compensate well, provide learning and growth with position and responsibility and freedom, nurture values, vision and culture, brand image, exemplary inspiring leadership with human touch, people first policy providing environment for self-fulfillment, rectify genuine grievances promptly, listen, empathise. industry for people and not people for industry. involve in corporate social responsibility while offering emotional, financial, physical security and safety, while caring for the families and the children with people friendly hr policies and welfare agenda winning them over in every possible manner without counting the chickens before they are hatched. build mutual trust, dignity providing life long association in principle.
a 360 degree approach to human and talent management with 360 degree involvement at work and their homes with work life balance providing quality of life leading to happiness and fulfillment leading to inspired heart, heads and hands leading to optimum productivity under the given resources and constraints in a mutually selfless manner with superordinate organisational and personal values and goals in the services of the nation and the community.
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Talk to your employees and provide with the kind of tools they will require to help them do better. If you talk to them before you select the tools, you have a greater chance of their acceptance.
Also, facilitate training programs that are practical (not theoretical rubbish) in telling them how to get more out of their time.
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