GROUP 1

DESIGN OF
WORK
SYSTEM
 JOB
DESIGN
Involves specifying the
content and methods of job

What? Who? How? Where?

Ergonomics- incorporation of human

factors in the design of the
workplace.
 DESIGN OF WORK SYSTEMS

SPECIALIZATION MOTION STUDY

1 4
METHOD
BEHAVIORAL ANALYSIS
WORKING
APPROACGES 3
CONDITIONS
TO JOB

2 5
SPECIALIZATION -Work that concentrates on
some aspect of product or
service.

ADVANTAGES DISADVANTAGES

FOR MANAGEMENT FOR LABOR FOR LABOR

FOR MANAGEMENT
LABOR

1.Simplifies 1.Low education

1.Diffi cult. 1.Limited
Presentation and
training and skills Sharing
opportunities
requirements.
2.Worker for
2.High
dissatisfaction, advancement.
productivity 2.Minimum
possibly 2.Little control
responsibilitie
resulting in over work.
3.Low wage s.
absenteeism, Monotonous
cost high turnover, work.
3.Little mental
disruptive
effort.
tactics, poor 3.Little
attention to opportunity for
BEHAVIORAL APPROACHES
TO JOB DESIGN
JOB ENLARGEMENT
Giving worker a larger portion oof
the total task by horizontal loading.

JOB ROTATION

Workers periodically exchange jobs.

JOB ENRICHMENT
Increasing responsibility for planning and
coordination task, by vertical loading.
METHODS ANALYSIS

Analyzing how a
job gets done .

Begins with
overall analysis.

Moves to
specifi c details.
BASIC PROCEDURE OF METHODS
STUDY
THE NEED OF METHODS ANALYSIS CAN COME FROM A
NUMBER
OF DIFFERENT SOURCES:

CHANGES CHANGES IN C H A N G E S IN OTHER

PRODUCT M ATE R IA LS FACTORS (EX.
IN TOOLS
DESIGN OR ACCIDENTS,
AND OR
NEW QUALITY
EQUIP MENT P R O C E D UR E S
PRODUCTS. PROBLEMS)
 METHODS ANALYSIS
2. GET
PROCEDURE
EMPLOYEE 6.
INPUT 4. INSTALL
ANALYZE NEW
THE JOB METHODS

5. 7. FOLLOW--
1.IDENTIRY THE 3. STUDY AND UP TO
PROCEDURE DOCUMENT PROPOSE
NEW ENSURE.
TO BE CURRENT
STUDIED. METHOD METHODS.
 ANALYZING THE JOB

1.FLOW 2.WORKER
PROCESS MACHINE
CHART
CHART
CHART USED TO
EXAMINE THE OVERALL CHART USED TO
SEQUENCE OF AN DETERMINE PORTIONS
OPERATION BY OF A WORK CYCLE
FOCUSING ON DURING WHICH AN
MOVEMENTS OF THE OPERATOR AND
OPPEATOR OR FLOW OF EQUIPMENT ARE BUSY
MATERIALS. OR IDLE.
 ANALYZING THE JOB
4.THE
3.INSTALLING FOLLOW-UP
THE
IMPROVED
METHOD
SUCCESFUL
IMPLEMENTATION OF ANALYST SHOULD
PROPOSED METHOD REVIEW THE OPERATION
CHANGES REQUIRES AFTER A REASONABLE
CONVINCING PERIOD AND CONSULT
MANAGEMENT OF THE AGAIN WITH THE
DESIRABILITY OF NEW OPEERATOR.
METHOD AND
OBTAINING THE
COOPERATION OF THE
WORKER.
5.MOTION STUDY

IS THE SYSTEMATIC
STUDY OF THE
HUMAN
MOTIONS USED TO
PERFORM AN
OPERATION.
 MOTION STUDY
TECHNIQUES
MOTION MICROMOTI
STUDY ON STUDY CHART
PRINCIPLES
•PRINCIPLES RELATED
*SIMULTANEOUS
ANALYSIS OF
CHART
TO USE OF HUMAN THERBLIGS USED OF MOTION
BODY. PICTURES AND
SLOW MOTION TO USED TO RECORD
B A S I C E L E M E N TA L SIMULTANEOUSLY
STUDY MOTIONS
•PRINCIPLES FOR M O T I O N S I N TO ON A COMMON TIME
THAT OTHERWISE
ARRANGEMENT OF WHICH A JOB CAN WOULD BE TOO SCALE
WORK PLACE, AND BE BROKEN DOWN RAPID TO ANALYZE.

•PRINCIPLES FOR THE

DESIGN OF TOOLS AND
EQUIPMENT.
TEMPERATURE
WORKING ENVIRONMENT
AND HUMIDITY.

VENTILATION

ILLUMINATION

COLOR
 WORKING ENVIRONMENT
WORK BREAKS OCCUPATIONAL
NOISE AND HEALTHCARE
VIBRATION

CAUSE OF ETHICAL ISSUES

SAFETY ACCIDENTS
 JOB DESIGN
SUCCESS
SUCCESSFUL JOB MUST BE:

1. Carried out by experienced personel who have the necessary

training and background .
2. Consistent with the goals of the organization .
3. In written form.
4. Undderstood and agreed to both management and employees.
WORK
MEASUREMENT
Is concerned
length
with determining the

of time it should take to complete a

job .

STANDARD TIME
o The amount of time it should take a qualifi ed
worker to
complete a specifi ed task, working at a
sustainable rate,
using given methods, tools and equipment, raw
materials,
and workplace arrangements.
 WORK

MEASUREMENT

TECHNIQUES
Predetermined Time
Standards
-Published data based on extensive research to
determine standard elemental times.
COMPENSATION
- basic reward for
labor.
COMPENSATION
APPROACHES:
o OUTPUT-BASED (INCENTIVE)
SYSTEM
TIME-BASED PAY
- compensation - compensation based on the
based on time an amount of output an employee
employee has produces during a pay period.
worked during a pay
period.
 INCENTIVE PLAN
-are made to reward workers for their output

Desirable features of an incentive sysytem are:

1 . A C C U R AT E

2 . E A S Y T O A P P LY

3.CONSISTENT

4 . E A S Y T O U N D E R S TA N D

5 . FA I R
 TWO TYPES OF INCENTIVE PLANS
INDIVIDUAL INCENTIVE
PLANS
GROUP INCENTIVE
*STRAIGHT PIECEWORK PLANS
-Worker's play is a direct Tend to stress sharing of
linear function of his/her productivity gains with
output. employees.
*BASE RATE + BONUS
-Worker's is guaranteed a
base rate, tied to an output
stand that serves as a
minimum.
-A bonus is paid for output
above the standard
KNOWLEDGE-BASED PAY SYSTEM

• A pay sy stem used by o rgani zat i ons to r eward

workers who undergo tr ai ni ng that i ncr ease their
skills.

THREE DIMENSIONS
• HORIZONTAL SKILLS
- refl ec t the var i ety o f task s the wor ker is capable
o f performi ng .
• VERTICAL SKILLS
- refl ec t the manageri al sk i ll s t he wo r ker is capable
o f.
• DEPTH SKILLS
- refl ec t the qual i t y and pro duc ti v i ty r esults.
MANAGEMENT COMPENSATION
• Many organizations used to reward managers
based on output.
• New emphasis is being placed on other factors
of performance.
-Customer service
- Quality
• Executive pay is increasingly being tied to the
success of the company or division for which
the executive is responsible.