Task Based Technique

8/9/2019 Task Based Technique

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TASK BASED TECHNIQUE


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TASK-BASED PRODUCTIVITY

TECHNIQUES THERE ARE SEVEN TASK BASED PRODUCTIVITY

TECHNIQUES ,WHICH ARE AS FOLLOWS-:

1. METHODS ENGINEERING/WORK

SIMPLIFICATION.2. WORK MEASUREMENT.

3. JOB DESIGING.

4.JOB EVALUATION.

5.JOB SAFETY DESIGN.

6.HUMAN FACTORS ENGINEERING.

7.PRODUCTION SCHEDULING.


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Methods engineering is a systematic

procedure to eliminate, combine, or

reduce the work content of tasks. Work

simplification is the same as methods

engineering, expect that it is usually done

by supervisors or workers after a brief

training period.

Methods Engineering /Work Simplification


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Five steps of methods engineering

Steps one: SELECT

Necessary

Worth improving

Probably given trouble

Steps two: DESCRIBE

Get all the facts about the present methods

use work simplification toolsChart an actual case on the job, dont

depends on memory


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Steps three : ANALYZEKeep an open mind

procedure

In each substep

First try to eliminate

Next try to combine

Then try to change sequence

Lastly, try to simplify

Dont leave this steps until all possibilities are exhausted

Steps four: INNOVATE

Try out all suggestions

Develop agreement as to the Best Way as of today

Make a chart and diagram of the new product

Write up the suggestion for management


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Steps five: IMPLEMENT

The step deals with the human problem

Remember the two big difficulties in dealingswith people

i. Resentment of criticism

ii. Resistance to change

A real sales job is required

Your job is not completed until every is usingthe new product


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Methods engineering there are certain principles

1. Operation should be performed with thesimplest, easiest, and fewest motions possible.

2. The two hands should being and end their

motions at the same time.3. The two hands should never be idle at the same

time, except during rest time.

4. Motions of the and arms should be made inopposite direction.

5. There should be a definite and fixed place for alltools and materials.


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iWORK MEASUREMENT TECHNIQUESj

It involves the measurement of work by placing a time value on

it.

It determines the time required to perform an operation by a

specified method under specified conditions of the workplace.

Work measurement resembles an explosive.


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a. Stopwatch time study

b. Predetermined motion-time systemsc. Work sampling

Work measurement takes three basic forms :


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Stopwatch time study :

The elements of an operation are timed by using a stopwatch, which

range from the mechanical to the electronical.

Standard time (ST) = NT (1 + PFD/100)

NOTE : PFD allowence refers topersonal, fatiguedand unavoidable

delayallowences


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Predetermined Motion-Time Systems :

Time standard is derived even before an operation

actually occurs.

This is accomplished by simulating the basic motions ofthe various.


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Work Sampling :

Statistacally based technique to determine by direct observation the

proportions of total time devoted to various tasks of an observation.

Two types of work sampling :-

> conventional work sampling

> rated work sampling


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JOB DESIGN

JD involves three steps:

1. The specification of individual

task

2. The specification of the methodof performing each task.

3. The combination of task into

specific job to be assigned to

individual.


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Factor Affecting JD

Organizational Factors: Characteristic of task

Work flow

Ergonomics

Work practices

Environmental Factors

Employee abilities and availability

Social and Cultural Expectation

Behavioral Factors

Feedback

Autonomy

Use of Abilites

Variety


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JOB DESIGN APPROCHES

Job rotation

Job Engineering

Job Enlargement

Job Enrichment

Socio-technical system


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JOB EVALUTION

JOB EVALUTION IS ONE OF THE TASK RELATED TECHNIQUE FOR

IMPROVEMENT OF THE TOTAL PRODUCTIVITY OF AN

ORGANIZATION.

JOB EVALUATION IS CONCERED WITH THE ESTABLISHMENT OF

THE RELATIVE WORTHOF VARIOUS JOBS IN ANORGANIZATION.


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TYPES OF METHODS OF JOB

EVALUATION

THERE ARE TWO METHODS OFJOB EVALUATION ARE AS

FOLLOWS-:

RANKING METHOD

CLASSIFICATIONMETHOD


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RANKING METHOD

THIS METHOD IS A NONQUANTITATIVE METHOD ,INVOLVING THEFOLLOWING SIX STEPS:-

CHOOSE A BROAD CATEGORY OF JOBS.

LIST ALL JOBS BY JOB TITLE, WITH BACKUPJOB DESCRIPTIONS FOR EACH JOB.

CHOOSE AN EVALUTION COMMITTEE.

LIST THE JOBS FROM THE HIGHEST RANK TO THE LOWEST.

COMPARE AND DISCUSS THE RANKS.

ASSIGN WAGE RATES TO THE JOBS ACCORDING TO THE RANKS ARRIVED AT IN(5)STEP


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CLASSIFICATION(GRADE DESCRIPTION)

METHOD THIS IS ALSO A NONQUANTITATIVE METHOD OF JOB

EVALUTION,INVOLVING THE FOLLOWING STEPS-:

DEFINE A NUMBER OF CLASSES(OR GRADES) OF JOBS.

APPOINT AN EVALUATION COMMITTEE.

PLACE EACH JOB DESCRIPTION IN AN APPROPRIATE CLASS(GRADE).

COMPARE THE JOBS IN EACH GRADE TO SEE WHETHER THEY REALLYBELONG THERE ,OR SHOULD BE PLACED HIGHER OR LOWER.REPEATTHIS METHOD UNTIL A CONSENSUS IS REACHED.


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Provision of safety training to employees is one of the key factors that can

help prevent accidents. In fact it is a legal requirement as stipulated in

Section 6A 'General duties of a proprietor' under the Factories andIndustrial Undertakings Ordinance, and Section 6 'Employers to ensure

safety and health of employees' under the Occupational safety and Health

Ordinance. Also, the Education and Manpower Branch (1995) has spelled

out the importance of safety training through the Consultation Paper on

the Review of Industrial Safety in Hong Kong. The Consultation Paper

which represents the Governments view proposes Hong Kong to moveforward to a self-regulatory safety management approach from the

current enforcement approach for the purpose of effective prevention of

accidents. The Paper suggests the proposed safety management system

to include six components, two of which are related to safety training, that

is, (i) general safety training for all workers, and (ii) specific training for

workers engaged in hazardous trades or processes.


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JOB HAZARD ANALYSIS (JHA

The principle of JHA technique is based on a step-by-stephazard analysis, enabling to provide employees with a step-by-step guide for performing each job step safely andefficiently. JHA is one of the management tools often used

in the fields of job safety training and accident prevention.It is also one of the 14 key process elements of a safetymanagement system under the proposed Factories andIndustrial Undertakings (Safety Management) Regulationsdrafted by the Government in 1996, subsequent to theConsultation Paper (1995).

JHA aims to look for all of the hazards associated with a jobthat may affect the workers safety and health as well asthe environment.


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5 steps in JHA..

Select the appropriate job for hazard analysis (with respect tonature of work and the priority set).

List all the steps necessary to perform the job (based on work studytechnique).

Identify all hazards associated with the job by examining every jobstep critically.

Develop risk control measures for all the hazards so identified.

Integrate the risk control measures with the job steps together toform the jobs standard operation procedures (SOP). SOP can onlybe developed through a team of knowledgeable and experiencedpersonnel including the work study engineer, supervisor, and safety& health professionals.


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Human Factors Engineering

(Ergonomics)Definition- Ergonomics is defined as the science

of fitting the job to the worker & adapting thework environment to the needs of human

It is derived from the Greek word ergo meaningwork & namos meaning laws thus laws ofwork

Components of Ergonomics It deals with the

instruction of technological & work situation ofthe human being embodying the anatomic,physiologic & psychologic principles


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Contd..

Anatomy contribution of anatomy lies inimproving the physical fit between people & thethings they use, ranging from hand tools toaircraft design

Physiology it supports two main technicalareas:-

Work physiology-address the energyrequirements of the body & sets standards for

acceptable physical work rate & work loadEnvironmental physiology-analyse the impact

of physical working conditions

Psychology-concerned with human information

processing & decision making capabilities


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Objective - objective of this technique is to properlybalance task and machine /equipment requirementsagainst an operators anatomical, physiological, perceptual

and information processing capabilities. Purpose this technique is concerned with a

multidisciplinary activities of designing human equipmentinterface to match the human capacities with his/herphysical work environment

Main goal to improve an employees capability to their jobsafely & with high quality in a productive manner bylooking at the effects of environment, tools, machines &products


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Application of ergonomics

Visual display design - in automobiles, airplanes,space vehicles, machine tools & indeed whereverthere are control panels or instrumentation

Design of workplace for persons with physicaldisabilities

Design of workplace in offices with VDTs(visualdisplay terminals) or VDUs(video display units)that involve work processing ,interactive

communication, programming & computer aideddesign(CAD)/computer aidedmanufacturing(CAM) activities


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Importance of Ergonomics

Ergonomic design is essentially the study ofdesign & layout of furniture in the workplacedesigns & in the home

It is designed by looking how the human bodyinteracts with its surrounding environment whenperforming certain daily activities or tasks

The use of ergonomic design include the use of

ergo tools, chairs, lights & even take intoconsideration noise or the air quality of theenvironment


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Contd.

The underlying idea of an ergonomicallydesigned space is that it is a peaceful &comfortable environment for work or daily life

A well managed & ergonomically designedoffice can improve the quality of employeeslives & increase efficiency & productivity

An ergonomic designed product implies thatthe device bends smoothly with a personsbody or action


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PRODUCTION SCHEDULING

Planning for sequencing and timing the work.

It is also called operations scheduling.

It is a systematic and formal process for:

Equipment assignment,

Labor assignment,

Materials assignment andCustomers job assignment


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Primary objective: to have the right materials,

Parts, documents and other necessary items

at the right place at the right time.

Strike a balance between the extreme

situationstoo much or too little

Excessive amount of inventoriesexcessiveholding costs.

Insufficient amount---hindrance in production

or even stopped.


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The khanban or just-in-time

Just in-time(JIT) production scheduling ---developed by the Toyota Motor company of

Japan

Received widespread attention from academiaand practitioners.

Positive effect on labor productivity (Japanesediesel engine)

High quality of parts and subassembliesshould be available at the work station onlywhen needed.


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JIT states thatvendor should be in relatively

close proximity to the assembly plant.

SEQUENCING.Shortest processing time (SPT) rule and the

first-come first-served (FCFS) rule.


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THANK YOU..........

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Task Based Technique