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Assignment 2

The document discusses improving employee efficiency by analyzing work processes and identifying areas of inefficiency. It analyzes current processes, identifies issues like human error and complex approval structures, and proposes options to simplify processes, reduce errors and redundancies, and better utilize resources through automation and realignment of roles and responsibilities.

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Yousuf
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13 views4 pages

Assignment 2

The document discusses improving employee efficiency by analyzing work processes and identifying areas of inefficiency. It analyzes current processes, identifies issues like human error and complex approval structures, and proposes options to simplify processes, reduce errors and redundancies, and better utilize resources through automation and realignment of roles and responsibilities.

Uploaded by

Yousuf
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Table of Contents

 Executive Summary
 Process Analyses
 Preferred Option
 Calculating Employee Costs
 New Process Map

Executive Summary

Employee efficiency was evaluated by their work performance and this


shows several corrections that is to be made for better productivity.
Human error are consider to be reduced significantly when it recurs
during data uploading time it brings great impact and time delay is
also considered to be major lackness for the company’s inefficiency.
Moreover complicated structures for seeking approvals will also
drives the process typical and as an impact, because of this projects
extended their duration and misdistribution of resources and
increased operational cost.

Here are the following measures could reduce the inefficiency

Reducing human error: When improvement processes are considered,


errors are minimized and eliminated since people are not held
accountable for completing the work because it is entirely
computerized.
Simplifying: The cycle is explained and normalized by
computerization, which removes complexity.
Appropriate use of resources: Since redundancy in the process will be
eliminated, resources won't be wasted.
Accuracy: Since the machines have total control over the task, it
encourages exactness.
Less administrative work: The support for the improvement strategies
is important since fewer desk tasks will enable the activity to be
completed quickly and simply.

Process Analyses:
Teams Restructuring:
This scenario involves a change in the co-staffing of the current
workforce, which removes some employees' redundant roles and groups
their knowledge in a way that facilitates decision-making and
reaction keeping.DeCall focuses on dismantling organizational walls
and creating fully integrated, multidisciplinary work units that are
capable of offering clients a complete solution package from
inception to completion without the need for additional cuts.

Advantages:

It shortens process duration and speeds up interaction.


The cost is reduced.
The optimal use of interaction.
Since only one office will handle the entire exchange, correspondence
will be better.

Disadvantages:

Members' output will first decline, but eventually it will adjust to


the new arrangements.
There can be a problem with the employees' resistance to the
suggested changes to their responsibilities.
Payroll costs associated with preparing employees for their upcoming
roles.

Tasks for Resequencing:

There are two parts to this strategy. The first is to review the
present order of operations and identify any entries that appear to
be possibly irrelevant or even disruptive to the process as a
whole.Decreased wait times and task coordination that ensures the
next action happens right after the previous one is finished are the
goals.

Advantages:

1. Shorter system cycle time and faster production process.

2. Efficiency in balancing the workforce increased throughout several


phases of the process.

3. Frequently demonstrating affordability and ease of implementation.

Cons:

1. An important organizational culture shift that allows for the


utilization of new workflows.

2. Processing certain transactions requires expertise in a new area


as staff members adjust to new work routines.

3. The potential need for interim drills in the last stages of the
transition

Preferred Option
Justification for the New Process:

The choice to adopt an automation-focused Lean Management approach


was made with the understanding that our plan aligns with industry
best practices for maximizing productivity and minimizing
inefficiencies.Momentum Value-added lean concepts. The method's main
goal is to find and eliminate non-value-added tasks that maximize
resource utilization (value) and cut expenses.In order to create
smart manufacturing systems, repetitive operations that were
previously performed by humans must be automated and delegated to
machines. In this manner, input and output are managed and the
likelihood of an error is decreased, which enhances the quality of
the product being produced and frees up workers to concentrate on
more difficult jobs.

Finding the yearly value


How to determine the employee's yearly worth
Step 1: a summary of the procedure
a. In order to eliminate the division and the chief, we combined
stages 1 and 2 in the first step. As a result, the structure for
reward grants is acknowledged first, and in order for it to be
effective, a supervisor who is similar to the chief makes the
necessary recommendations and dismissals. A whole 20 minutes are
needed for the measurement process.
b. With ERP programming's help, decisions are made regarding the
award amount, defense, and qualification conditions. Ten minutes of
dedicated time are needed for it.
c. The representative is forwarded to the finance section if they
satisfy the qualification requirements; if not, the worker's measure
is terminated.
d. In order to increase productivity, financial clearances and
chiefs' warnings will also be combined. Five minutes will be needed
for absolute timing.
c. The representative should then be given the honor. That will take
five minutes to complete.
f. It will eventually be necessary to update the framework
representative's records and secure the printed copy, which will take
ten minutes.
Consequently, the process's all-out time is fifty minutes.

Step 2: calculation of the annual cost


Formula: annual process*minutes per award= total annual minutes
200process*50minutes=10,000minutes/per year
Conversion of minutes into hours=10,000/60
=167 hours annually

Step 3: Determining the FTE (full time equivalent)


Calculating 1FTE= available hours – 3 weeks vacations - 1week sick - 10 holidays
1FTE = (2080 hrs. - 120 hrs. - 40 hrs. - 80 hrs.)
1FTE = 1840 hrs.
Calculate % of FTE for this process= 167 hrs. / 1840 hours
= 0.11 FTE
Step 4: Total cost of the employee
Employee labor cost= FTE * Salary
=0.09 * $45000
=$4050
Total employee cost
Employee labor cost * (100% +35%EB rate) =total employee cost of the
process
4050 * 135%
=$5467.5

Results:
Process time: 50 minutes
FTE= 0.09
Labor cost= $5467.5

New Process Map Approval


Staff to be
requesting
awarded
time
Process time
20 min

Stage 1 Stage2
Complete acknowledgement reward Review eligibility, justification and
grant structure alongside reward amount
endorsement and dismissal demand

Stage 3
End

Stage4
Send Authorization to payroll and
notifying the requesting manager

Stage 5 Stage 6
Grant the representative Framework representative’s records
should be changed

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