Wyniki wyszukiwania - BazTech

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Wdrażanie standaryzacji pracy w przedsiębiorstwach produkcyjnych

Kosieradzka A., Krupa A.

Zarządzanie Przedsiębiorstwem

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2009

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Vol. 12, nr 1

38-50

EN

The study consists of four parts. First includes common explanation, the role and meaning of standardized work. Two approaches to standardization: Taylor's (traditional unit-cost-focused manufacturing) and lean manufacturing (waste reduction results in lower total cost, improved deli-very and quality) are presented and apart from that, a standardized work is shown as a fundament for lean manufacturing concept. Basing on literature research the definition and purposes of it and the elements relevant to this question (tact time, cycle time, quality specification, work sequence, auto/machine time, completion time and in-process stock) are clarified. In the second part implementing conditions (repeatable work, reliable equipment, quality and safety) and the documentation (Standardized Work Sheet, Standardized Work Combination Table, Production Capacity Chart, Operator Balance Chart, Failure Mode and Effects Analysis Chart) has been described. Model Standardized Work Sheet is presented and characterized, including all its elements. As well as the procedure of creating Standardized Work Sheets, with all steps required. Third part includes case study analysis. Based on studies of two cases (simple production worker and operator), faced implementation conditions, its process and effects are shown. Two Standardized Work Sheets for described work places are presented. Research results for the whole line (regarding eighteen Standardized Work Sheets for the production line) are shown in aspects concerning: VA operations and work place load. In summary, the features of the standardized work have been classified as knowledge management tools (tapped in gathering, codification, transfer and using of knowledge). As well as problems and constraints that companies have to deal with during implementation of standardization and the way of solving them. In the end the benefits of using standardization are presented.

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Określanie kosztów pracy na przykładzie przedsiębiorstwa produkcyjnego

Baron-Puda M.

Zarządzanie Przedsiębiorstwem

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2009

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Vol. 12, nr 1

2-12

EN

In present changeable environment of running the company, the planning process including especially cost planning has a special meaning. No company may allow to improvise that's way a rational system of cost planning should be developed. To offer the competitive prices the company must be able to determine precisely a products cost. For the cost planning system labour costs play an important role. They include all expenses covered by an employer and concerned with people involved in business activity. Developed Structure of the labour cost consists of different elements, such as wages and salaries, costs of insurance rates, social charges, training and personnel development costs, costs of ensuring work hygiene and safety and others. The knowledge of the labour costs is important for their rationalisation and optimisation from viewpoint of quantitative and qualitative employment Structure due to company's development strategy. The account and analysis of the labour costs provide the basis for making many managerial decisions. The study of the labour cost aims at providing the managers with the detailed data about expenses carried on labour and making appropriate decision on better and effective use of human resources. The major part of the labour costs is compensation, which consists of many components. Among them the more important is the basic pay. To be motivating and objective it should be determinant of the job content; that means job's requirements. All this is taken into account during the process of job evaluation. The basic pay is usually supported by variable payment components such as bonuses or rewards, which should be implemented to the company's remuneration system in proper way. The properly designed bonus system should be concerned with results obtained by company as a whole, next with results obtained by particular departments or teams and finally with achievements of particular employees. Rationalization of labour costs Structure aims at seeking the rational links between expenditure for labour and results of work within workplace, group of workplaces, department as well as whole organisation. To compare labour costs on particular workplaces and to forecast changes in labour costs, the knowledge about basic rates, other remuneration components and material environment is needed. This knowledge is provided by well prepared, implemented and maintained job evaluation and pay differentiation system. From viewpoint of production process planning and control it's very important to know how many and what kind of employees are required in a given period. Knowing the ąuantity and quality of needed resources we can estimate the time of order completion as well as the labour costs related to employees involved in the manufacturing processes. The problem of human resources planning is complex because human factor is the most unforeseeable. It is very difficult to foresee future human behaviour, absenteeism. Additionally, the labour law introduces many limitations related to way and time of human resources use.

3

Wybrane zagadnienia projektowania systemu motywacyjnego w przedsiębiorstwie produkcyjnym

Baron-Puda M.

Zarządzanie Przedsiębiorstwem

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2007

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Vol. 10, nr 2

14-21

EN

For the company's success the most important are employees - their competencies, skills, motivation and involvement. Personnel management is a key area in the company management. It is composed of many tasks leading to the most effective usage of humans' knowledge and skills in order to achieve company's objectives. In these activities the important role is played by the motivation system including the remuneration system based on clear, logic and fair rules. The meaning of remuneration is included in many motivation theories, especially in Maslow's human needs theory, Herzberg's two-factor theory and Adam's equity theory. For mostly employees, remuneration (or in other words: compensation, payment) is the most important element of their motivation for work. Remuneration may be determined both as a whole both as a sum of different components (including non-financial ones), which are related to different aspects of work. The design of remuneration systems in modern production enterprises requires the rational foundations for the process of basic pay rate differentiation. The basic pay is a major part of employee's compensation and that is why it essentially influences his (her) motivation and work results. To be motivating and objective the basic pay should be a determinant of all major aspects of the work, that means it should consider required knowledge and skills, responsibility level, effort put in work, material work environment etc. All those are taken into account in job evaluation process. The basic pay is usually supported by variable payment components such as bonuses or rewards, which should be implemented to the company's remuneration system in proper way. The properly designed bonus system should be concerned with results obtained by company as a whole, next with results obtained by particular departments or teams and finally with achievements of particular employees. For example if a team's results are not satisfied, the team shouldn't participate in the bonus fund sharing. The rules for individual bonus include definition of the proper bonus criteria. These criteria are related to employees rating process and should be adequate to the worker's situation. The bonus dependent on quantity of work may be used when a worker can influence on it and is usually related to productivity (work standards) degree. The bonus dependent on quality of work is designed to improve carefulness and accuracy of work as well as to minimize the amount of defective products. The bonus dependent on rational use of equipment is aimed at the optimal use of machines and plants, especially when they are very expensive. The crucial here is to use the machine's work-time in the most efficient way and to avoid failures and minimize shutdown time. This kind of bonuses may be suitable to support the TPM (Total Productive Maintenance) philosophy and practice in a company. The bonus dependent on rational use may concern also the production factors such as materials, tools, energy and others. The bonus dependent on safety of work may be an element of the company's health and safety policy. It is aimed at supporting proper behaviors at work oriented to wearing of personal protection means, following the safety procedures etc. Pay decisions should be based on systematic approach, that means they should result from developed and accepted within a company rules and procedures. It makes the company's policy clear and logical. Pay differentiation based on job evaluation as well as on defined bonus criteria enables to avoid some casual and incoherent decisions and actions.

4

Algorytm Wagnera-Withina jako strategiczne narzędzie optymalizacyjne dla działów zaopatrzenia przedsiębiorstw produkcyjnych

Banasik A.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2006

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z. 38

5-12

PL

Przedstawiony artykuł dotyczy żywotnego, dla każdego przedsiębiorstwa produkcyjnego tematu, którym jest możliwość reakcji na potrzeby klienta przy zachowaniu minimalnych wartości kosztów w przedsiębiorstwie. Takie przedstawienie problemu pozwala na połączenie wiedzy z zakresu zarządzania, jak i metod ilościowych w przedsiębiorstwie rozproszonym, co pozwala na poprawienie ich pozycji konkurencyjnej w burzliwym otoczeniu.

EN

This article is connected with important problem for productional enterprises which means level of purchasing costs. To improve their position it is important to use optimalization methods connected with management. Wagner-Within's Algorithm is a special tool which maybe used to improve control of purchasing costs of the enterprise and it shows the benefits of its use.

5

Program "Starters Disk EAN code system"

Frąkowiak P.

Logistyka

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2000

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nr 6

71-71

PL

Holenderski program "Starters Disk EAN code sysytem" jest przeznaczony dla małych i średnich przedsiębiorstw produkcyjnych i dystrybucyjnych stosujących kody kreskowe EAN-13 do znakowania swoich wyrobów. Program służy do rejestrowania i zarządzania kodami EAN/UPC, generowania kodów kreskowych na etykietach, może również obliczać cyfrę kontrolną.

6

Koszty logistyki w wybranym przedsiębiorstwie produkcyjnym

Lenart M.

Logistyka

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2000

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nr 6

12-13

PL

W artykule przedstawiono wyniki analizy kosztów logistyki i działania prowadzące do ich obniżenia w lubelskim przedsiębiorstwie produkcji maszyn rolniczych.