This document discusses approaches to job design and work system design. It describes how job design involves specifying the content, methods, location, and ergonomics of a job. It also discusses specialization, behavioral approaches to job design like job enlargement, efficiency approaches like time studies, and factors in the work environment. The goal is to design jobs and work systems that consider both organizational objectives and human/worker needs and motivation.
Alpha Defense System is moving from manufacturing weapons systems to high-tech communications systems. This will require redesigning their manufacturing process and adapting their military technology. The new plant environment will have more team-based and flexible jobs compared to the traditional assembly line roles. Alpha faces challenges in determining what new jobs are needed and how responsibilities will be allocated under the new organizational structure. Traditional job analysis involves analyzing tasks, duties, positions, and jobs to develop job descriptions and specifications. It is a multi-step process involving determining the scope, methods, data collection, and assessment.
Developing The Future of Driving: Smart Systems to Keep Connected Drivers Safe. Presentation given at May 6 Conference: The New American Dream: Smart Grid, Smart Home, Smart Car
The document outlines the Kaizen approach to continuous improvement, which focuses on incremental improvements through eliminating waste, improving quality, and refining processes with employee involvement. It describes the types of Kaizen, principles for improvements, 5 step process, and emphasizes establishing standards, visual management, and addressing problems immediately through an 8 step problem solving method. The overall goal of Kaizen is to humanize the workplace and teach employees how to identify and eliminate waste through scientific problem solving.
VaLUENTiS Employee Engagement EE Summit pres 160413 final dist copynjhceo01
The document summarizes an employee engagement conference held in London in April 2013. It includes an agenda with topics on baselines of employee engagement, the connection between engagement and organizational performance, and actions needed to embed engagement in the first 100 days. The conference examined engagement from both academic and practical perspectives, with the goal of providing HR functions with tools and strategies to improve engagement.
Fitt's List provides guidelines for allocating functions between humans and machines based on their relative abilities. It states that humans are better at tasks requiring creativity, flexibility and judgment, while machines excel at repetitive, precise operations. The document discusses evaluating the allocation of functions to ensure optimal performance in terms of factors like safety, cost and usability. Evaluation may reveal the need to re-allocate some functions to improve the overall system.
The document discusses Fitt's List, a method created by Paul Fitts for allocating functions between humans and machines. It involves comparing human and machine abilities to determine what each is better suited for. The list includes statements about capabilities like creativity, dexterity, memory, and operating in hostile environments. Function allocation using Fitt's List aims to optimize performance by assigning tasks that match strengths. An evaluation process measures how well the allocation achieves objectives and identifies any need for reallocation to improve safety, usability, cost, and job satisfaction.
1) The document discusses evolving research and development practices through the contributions of TRIZ, a theory of inventive problem solving.
2) It outlines the stages of an inventive design method including problem formulation, contradiction analysis, and solution concept generation using TRIZ techniques.
3) Case studies with industrial partners apply the method to real problems in areas like high-speed trains and steel casting to evolve from research to industry applications of TRIZ.
Alpha Defense System is moving from manufacturing weapons systems to high-tech communications systems. This will require redesigning their manufacturing process and adapting their military technology. The new plant environment will have more team-based and flexible jobs compared to the traditional assembly line roles. Alpha faces challenges in determining what new jobs are needed and how responsibilities will be allocated under the new organizational structure. Traditional job analysis involves analyzing tasks, duties, positions, and jobs to develop job descriptions and specifications. It is a multi-step process involving determining the scope, methods, data collection, and assessment.
Developing The Future of Driving: Smart Systems to Keep Connected Drivers Safe. Presentation given at May 6 Conference: The New American Dream: Smart Grid, Smart Home, Smart Car
The document outlines the Kaizen approach to continuous improvement, which focuses on incremental improvements through eliminating waste, improving quality, and refining processes with employee involvement. It describes the types of Kaizen, principles for improvements, 5 step process, and emphasizes establishing standards, visual management, and addressing problems immediately through an 8 step problem solving method. The overall goal of Kaizen is to humanize the workplace and teach employees how to identify and eliminate waste through scientific problem solving.
VaLUENTiS Employee Engagement EE Summit pres 160413 final dist copynjhceo01
The document summarizes an employee engagement conference held in London in April 2013. It includes an agenda with topics on baselines of employee engagement, the connection between engagement and organizational performance, and actions needed to embed engagement in the first 100 days. The conference examined engagement from both academic and practical perspectives, with the goal of providing HR functions with tools and strategies to improve engagement.
Fitt's List provides guidelines for allocating functions between humans and machines based on their relative abilities. It states that humans are better at tasks requiring creativity, flexibility and judgment, while machines excel at repetitive, precise operations. The document discusses evaluating the allocation of functions to ensure optimal performance in terms of factors like safety, cost and usability. Evaluation may reveal the need to re-allocate some functions to improve the overall system.
The document discusses Fitt's List, a method created by Paul Fitts for allocating functions between humans and machines. It involves comparing human and machine abilities to determine what each is better suited for. The list includes statements about capabilities like creativity, dexterity, memory, and operating in hostile environments. Function allocation using Fitt's List aims to optimize performance by assigning tasks that match strengths. An evaluation process measures how well the allocation achieves objectives and identifies any need for reallocation to improve safety, usability, cost, and job satisfaction.
1) The document discusses evolving research and development practices through the contributions of TRIZ, a theory of inventive problem solving.
2) It outlines the stages of an inventive design method including problem formulation, contradiction analysis, and solution concept generation using TRIZ techniques.
3) Case studies with industrial partners apply the method to real problems in areas like high-speed trains and steel casting to evolve from research to industry applications of TRIZ.
Adrianna Reiter is a 14-year-old who attends a great school with her friends and has a loving family. She went to a Christian summer camp where she learned to connect with God in new ways and heard him speak to her. The camp was an amazing experience that changed her life - she no longer felt unworthy, and she heard God's call to be baptized. On July 6, 2012, Adrianna was baptized in the name of the Lord and felt changed afterwards.
So excited for this upcoming Holiday catalog! Everything is available to order this Saturday, September 15, 2012. Let me know if you're interested in placing an order with me!
The document discusses culture shock, defining it as the trauma, sadness, or anxiety experienced when moving to a new country or culture different from one's home culture. It describes the typical stages of culture shock people experience, including an initial excitement or "honeymoon" stage, followed by a crisis or culture shock stage as differences are noticed, then an adjustment stage, and later stages of biculturalism and re-entry shock. Causes of culture shock include differences in climate, food, social rules, communication and time orientation between cultures. The document provides tips for dealing with culture shock symptoms, such as understanding it is normal, keeping an open mind, maintaining connections to home, and pursuing hobbies.
Dokumen ini membahas tentang perkembangan janin selama kehamilan, mulai dari proses konsepsi hingga persiapan kelahiran. Janin akan berkembang dari sel-sel awal hingga organ tubuh yang lengkap pada minggu ke-16, dan siap untuk dilahirkan pada minggu ke-38.
This document discusses improving human performance in industrial facilities through a systematic approach called Human Performance Engineering (HPE). It outlines six key areas that a comprehensive HPE program would address: 1) human error assessment, 2) conduct of operations, 3) personnel systems, 4) procedure design, 5) ergonomics, and 6) performance measurement and feedback. For human error assessment, it advocates using qualitative reliability analysis methods like OHPRA to prospectively identify error-likely situations and retrospectively analyze incidents. For conduct of operations, it discusses establishing formal controls to reduce performance variability while allowing flexibility. The goal is continuous improvement in safety culture and operational excellence.
For designers and engineers ,analysis is very important. analysis is the genesis of understanding , sorting through and categorizing and correlating the random but creative ideas with user requirements. there are various ways in which analysis can be conducted for use in design and their use can depend on the designers / engineers to implement in the design process
Concurrent engineering involves simultaneous development of product and process design through cross-functional teams. It allows problems to be identified and resolved early. Key aspects include communication, management support, and willingness to change processes and technologies. An example showed a company cutting circuit board development time in half using concurrent engineering approaches like CAE tools. Exercises encourage applying concurrent engineering principles like team formation and open communication to an organization.
The document discusses various aspects of job design and work systems, including:
1. Job design involves specifying the content, tasks, responsibilities, and methods associated with a job.
2. Ergonomics and behavioral approaches aim to incorporate human factors and motivate workers through variety, autonomy, and feedback.
3. Traditional efficiency approaches focus on specialization and standardization of tasks from a productivity standpoint.
4. Effective job design balances both human and technical factors to optimize performance and satisfaction.
This document discusses the design principles of advanced task elicitation systems. It begins with an introduction that outlines the motivation and challenges of manual task elicitation in software development. It then reviews related work on task elicitation systems and the need to evaluate their design principles empirically. The methodology section describes a design science research approach used to conceptualize and evaluate an artifact called REMINER. Evaluation results show that semi-automatic task elicitation and leveraging imported knowledge bases can significantly increase elicitation productivity compared to manual elicitation. The discussion covers limitations and opportunities for future research at the intersection of task elicitation and software development processes.
Work study involves method study and work measurement to systematically examine work methods and set performance standards. [1] Method study analyzes work processes to find more efficient methods, considering factors like tools, motions, and layout. [2] Work measurement sets time standards by studying human work efforts. [3] Ergonomics applies knowledge of human capabilities to promote worker comfort, productivity and efficiency through workplace and equipment design.
This document summarizes a research study that analyzed the performance of students working on different chairs and tables of varying heights. Two students of different heights assembled and disassembled a toy car on five tables with rotations of five chairs. The time taken was observed and production rates were calculated and compared. The results showed that the taller student was more comfortable and efficient with the given chair-table combinations. Ergonomics aims to design workspaces that balance worker characteristics and task demands to enhance productivity, safety, and well-being. Consideration of anthropometrics and posture is important for office furniture to properly fit its users.
Analysis for Response Factors of a Work Station Considering Issues Ergonomicallyiosrjce
IOSR Journal of Mechanical and Civil Engineering (IOSR-JMCE) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of mechanical and civil engineering and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications in mechanical and civil engineering. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Ergonomics is concerned with making the workplace efficient, safe, and comfortable. Effective application of ergonomics in work system design can balance worker characteristics and task demands, enhancing productivity, safety, well-being, and satisfaction. This document analyzes the performance of students working on different chairs and tables of varying heights to determine the effects of non-ergonomic components on productivity. Two students of different heights assembled and disassembled a toy car unit on five tables with five chairs of incrementally varying heights. The time taken was observed and production rate analyzed to determine which student was more comfortable and efficient with the given table-chair combinations. The results showed the taller student was more comfortable and efficient for that specific setup.
The design and development of WorkMyWay, a work break intervention delivered ...Yitong HUANG
1. The document describes the design and development of WorkMyWay, a work break intervention delivered through Internet of Things devices.
2. It involved a three stage process: a behavioural diagnosis through interviews to identify barriers to regular breaks, participatory design workshops to validate requirements, and technical development of a smart cup and mobile app system.
3. The system aims to address identified barriers like forgetting breaks and habit through prompts, feedback on behaviour, and ambient displays on a smart cup that signal when a break is needed.
HUMAN PERFORMANCE MEASUREMENT, MODELING AND SIMULATION FOR AN ASSE.docxwellesleyterresa
HUMAN PERFORMANCE MEASUREMENT, MODELING AND SIMULATION FOR AN ASSEMBLY TASK
BY
POONAM LAXMAN DESHMUKH, B.E.
ABSTRACT
HUMAN PERFORMANCE MEASUREMENT, MODELING AND SIMULATION FOR AN ASSEMBLY TASK
BY
POONAM DESHMUKH, B.E.
Master of Science in Industrial Engineering (major) and
Electrical & Computer Engineering (minor)
New Mexico State University, Las Cruces, New Mexico, USA
The primary objective of this project is to measure, model and simulate the human/operator performance in a manufacturing cell to improve the decision making process of the managers. It is well known that people working in a manufacturing facility suffer from stress, fatigue and physical exhaustion due to repetitive manual labor. The purpose of this project is to identify and measure the performance metrics that affect the worker’s performance and help in making decisions about rotating the workers in such a way that their capability matches the task requirement. The project involved, conducting a pilot study to identify the metric of operator performance, physically modeling and simulating an assembly station of a manufacturing cell in a laboratory, measuring the identified metric (dexterity) in the simulated and real environment and compare the results from both the environments to evaluate the simulated assembly station. Using the simulated assembly station, measurements of several different metrics can be performed in future. The primary outcome of this project is the operator task capability-requirement matrix for the assembly station in terms of dexterity. The secondary outcome of this project is the evaluation of the simulated assembly station using t - student test.
Keywords: Human performance measurement, dexterity, manufacturing cell, operator performance measurement, modeling and simulation.
TABLE OF CONTENTS
TOPICS Page
1. INTRODUCTION
12
1.1. Metric Identification
12
1.2. Measurement
14
1.3. Modeling
14
1.4. Simulation
16
2. RELATED RESEARCH
17
3. METHODOLOGY
24
3.1. Pilot Study
24
3.1.1. Equipment and Software
24
3.1.2. Experiment Design
24
3.1.3. Data analysis and plots
25
3.2. Simulation
27
3.2.1. Equipment
27
3.2.2. Experiment Design
28
3.2.3. Data analysis and plots
29
3.3. Main Study
29
3.3.1. Equipment
29
3.3.2. Experiment Design
29
3.3.3. Data analysis and plots
29
4. RESULTS
29
5. DISCUSSION
29
6. CONCLUSION
29
APPENDICES
A. Operator Consent Form
29
B. Manager Consent Form
29
REFERENCES
29
LIST OF FIGURES
Figures
Page
1 Fish Bone Diagram
13
2 Anatomy of Hand
15
3 Task Requirement - Capability Model
16
4 (a) Human Glove
23
4 (b) Biomechanics Sensor Glove
23
5 (a) Average reactions Time Plot
25
5 (b) Concentration Plot
25
6 (a) Purdue Pegboard
28
6 (b) Hand - Tool Dexterity Test Equipment
28
INTRODUCTION
It is well known that human performance de ...
The document discusses conceptual frameworks for analyzing work tasks, including:
1) The job characteristics model analyzes how job design influences motivation. It identifies five core job dimensions that influence critical psychological states and personal and work outcomes.
2) The social information processing model focuses on how social interactions influence attitudes and behaviors on the job.
3) Continuous improvement processes aim to constantly reduce variability in processes to improve quality and customer satisfaction, but can add stress to employees expected to constantly excel.
The document describes the Multiview methodology for systems analysis and design. It involves 5 stages: 1) Analysis of human activity to understand organizational goals and problems, 2) Analysis of information requirements and entities, 3) Analysis and design of socio-technical aspects to understand how the system will impact users, 4) Design of the human-computer interface, and 5) Design of technical aspects. The methodology aims to develop a system specification that meets organizational and user needs from multiple perspectives.
The document discusses the process of job analysis. It explains that job analysis involves systematically studying and documenting the responsibilities, duties, skills, and qualifications required for a specific job. This includes determining the importance of duties and the physical and mental abilities needed. Job analysis is important as it helps identify what a job requires and what employees need to effectively perform the job. It aids in recruiting qualified candidates, determining compensation, assessing training needs, and designing HR strategies and policies. However, job analyses need to be conducted carefully and updated regularly to ensure their accuracy.
The document discusses various topics related to technology in the workplace including continuous improvement processes, process reengineering, e-organizations, conceptual frameworks for analyzing work tasks, job characteristics model, work space design, work redesign options, work schedule options like flextime and telecommuting. The objectives are to understand these concepts and how technology influences organizational behavior.
Adrianna Reiter is a 14-year-old who attends a great school with her friends and has a loving family. She went to a Christian summer camp where she learned to connect with God in new ways and heard him speak to her. The camp was an amazing experience that changed her life - she no longer felt unworthy, and she heard God's call to be baptized. On July 6, 2012, Adrianna was baptized in the name of the Lord and felt changed afterwards.
So excited for this upcoming Holiday catalog! Everything is available to order this Saturday, September 15, 2012. Let me know if you're interested in placing an order with me!
The document discusses culture shock, defining it as the trauma, sadness, or anxiety experienced when moving to a new country or culture different from one's home culture. It describes the typical stages of culture shock people experience, including an initial excitement or "honeymoon" stage, followed by a crisis or culture shock stage as differences are noticed, then an adjustment stage, and later stages of biculturalism and re-entry shock. Causes of culture shock include differences in climate, food, social rules, communication and time orientation between cultures. The document provides tips for dealing with culture shock symptoms, such as understanding it is normal, keeping an open mind, maintaining connections to home, and pursuing hobbies.
Dokumen ini membahas tentang perkembangan janin selama kehamilan, mulai dari proses konsepsi hingga persiapan kelahiran. Janin akan berkembang dari sel-sel awal hingga organ tubuh yang lengkap pada minggu ke-16, dan siap untuk dilahirkan pada minggu ke-38.
This document discusses improving human performance in industrial facilities through a systematic approach called Human Performance Engineering (HPE). It outlines six key areas that a comprehensive HPE program would address: 1) human error assessment, 2) conduct of operations, 3) personnel systems, 4) procedure design, 5) ergonomics, and 6) performance measurement and feedback. For human error assessment, it advocates using qualitative reliability analysis methods like OHPRA to prospectively identify error-likely situations and retrospectively analyze incidents. For conduct of operations, it discusses establishing formal controls to reduce performance variability while allowing flexibility. The goal is continuous improvement in safety culture and operational excellence.
For designers and engineers ,analysis is very important. analysis is the genesis of understanding , sorting through and categorizing and correlating the random but creative ideas with user requirements. there are various ways in which analysis can be conducted for use in design and their use can depend on the designers / engineers to implement in the design process
Concurrent engineering involves simultaneous development of product and process design through cross-functional teams. It allows problems to be identified and resolved early. Key aspects include communication, management support, and willingness to change processes and technologies. An example showed a company cutting circuit board development time in half using concurrent engineering approaches like CAE tools. Exercises encourage applying concurrent engineering principles like team formation and open communication to an organization.
The document discusses various aspects of job design and work systems, including:
1. Job design involves specifying the content, tasks, responsibilities, and methods associated with a job.
2. Ergonomics and behavioral approaches aim to incorporate human factors and motivate workers through variety, autonomy, and feedback.
3. Traditional efficiency approaches focus on specialization and standardization of tasks from a productivity standpoint.
4. Effective job design balances both human and technical factors to optimize performance and satisfaction.
This document discusses the design principles of advanced task elicitation systems. It begins with an introduction that outlines the motivation and challenges of manual task elicitation in software development. It then reviews related work on task elicitation systems and the need to evaluate their design principles empirically. The methodology section describes a design science research approach used to conceptualize and evaluate an artifact called REMINER. Evaluation results show that semi-automatic task elicitation and leveraging imported knowledge bases can significantly increase elicitation productivity compared to manual elicitation. The discussion covers limitations and opportunities for future research at the intersection of task elicitation and software development processes.
Work study involves method study and work measurement to systematically examine work methods and set performance standards. [1] Method study analyzes work processes to find more efficient methods, considering factors like tools, motions, and layout. [2] Work measurement sets time standards by studying human work efforts. [3] Ergonomics applies knowledge of human capabilities to promote worker comfort, productivity and efficiency through workplace and equipment design.
This document summarizes a research study that analyzed the performance of students working on different chairs and tables of varying heights. Two students of different heights assembled and disassembled a toy car on five tables with rotations of five chairs. The time taken was observed and production rates were calculated and compared. The results showed that the taller student was more comfortable and efficient with the given chair-table combinations. Ergonomics aims to design workspaces that balance worker characteristics and task demands to enhance productivity, safety, and well-being. Consideration of anthropometrics and posture is important for office furniture to properly fit its users.
Analysis for Response Factors of a Work Station Considering Issues Ergonomicallyiosrjce
IOSR Journal of Mechanical and Civil Engineering (IOSR-JMCE) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of mechanical and civil engineering and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications in mechanical and civil engineering. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Ergonomics is concerned with making the workplace efficient, safe, and comfortable. Effective application of ergonomics in work system design can balance worker characteristics and task demands, enhancing productivity, safety, well-being, and satisfaction. This document analyzes the performance of students working on different chairs and tables of varying heights to determine the effects of non-ergonomic components on productivity. Two students of different heights assembled and disassembled a toy car unit on five tables with five chairs of incrementally varying heights. The time taken was observed and production rate analyzed to determine which student was more comfortable and efficient with the given table-chair combinations. The results showed the taller student was more comfortable and efficient for that specific setup.
The design and development of WorkMyWay, a work break intervention delivered ...Yitong HUANG
1. The document describes the design and development of WorkMyWay, a work break intervention delivered through Internet of Things devices.
2. It involved a three stage process: a behavioural diagnosis through interviews to identify barriers to regular breaks, participatory design workshops to validate requirements, and technical development of a smart cup and mobile app system.
3. The system aims to address identified barriers like forgetting breaks and habit through prompts, feedback on behaviour, and ambient displays on a smart cup that signal when a break is needed.
HUMAN PERFORMANCE MEASUREMENT, MODELING AND SIMULATION FOR AN ASSE.docxwellesleyterresa
HUMAN PERFORMANCE MEASUREMENT, MODELING AND SIMULATION FOR AN ASSEMBLY TASK
BY
POONAM LAXMAN DESHMUKH, B.E.
ABSTRACT
HUMAN PERFORMANCE MEASUREMENT, MODELING AND SIMULATION FOR AN ASSEMBLY TASK
BY
POONAM DESHMUKH, B.E.
Master of Science in Industrial Engineering (major) and
Electrical & Computer Engineering (minor)
New Mexico State University, Las Cruces, New Mexico, USA
The primary objective of this project is to measure, model and simulate the human/operator performance in a manufacturing cell to improve the decision making process of the managers. It is well known that people working in a manufacturing facility suffer from stress, fatigue and physical exhaustion due to repetitive manual labor. The purpose of this project is to identify and measure the performance metrics that affect the worker’s performance and help in making decisions about rotating the workers in such a way that their capability matches the task requirement. The project involved, conducting a pilot study to identify the metric of operator performance, physically modeling and simulating an assembly station of a manufacturing cell in a laboratory, measuring the identified metric (dexterity) in the simulated and real environment and compare the results from both the environments to evaluate the simulated assembly station. Using the simulated assembly station, measurements of several different metrics can be performed in future. The primary outcome of this project is the operator task capability-requirement matrix for the assembly station in terms of dexterity. The secondary outcome of this project is the evaluation of the simulated assembly station using t - student test.
Keywords: Human performance measurement, dexterity, manufacturing cell, operator performance measurement, modeling and simulation.
TABLE OF CONTENTS
TOPICS Page
1. INTRODUCTION
12
1.1. Metric Identification
12
1.2. Measurement
14
1.3. Modeling
14
1.4. Simulation
16
2. RELATED RESEARCH
17
3. METHODOLOGY
24
3.1. Pilot Study
24
3.1.1. Equipment and Software
24
3.1.2. Experiment Design
24
3.1.3. Data analysis and plots
25
3.2. Simulation
27
3.2.1. Equipment
27
3.2.2. Experiment Design
28
3.2.3. Data analysis and plots
29
3.3. Main Study
29
3.3.1. Equipment
29
3.3.2. Experiment Design
29
3.3.3. Data analysis and plots
29
4. RESULTS
29
5. DISCUSSION
29
6. CONCLUSION
29
APPENDICES
A. Operator Consent Form
29
B. Manager Consent Form
29
REFERENCES
29
LIST OF FIGURES
Figures
Page
1 Fish Bone Diagram
13
2 Anatomy of Hand
15
3 Task Requirement - Capability Model
16
4 (a) Human Glove
23
4 (b) Biomechanics Sensor Glove
23
5 (a) Average reactions Time Plot
25
5 (b) Concentration Plot
25
6 (a) Purdue Pegboard
28
6 (b) Hand - Tool Dexterity Test Equipment
28
INTRODUCTION
It is well known that human performance de ...
The document discusses conceptual frameworks for analyzing work tasks, including:
1) The job characteristics model analyzes how job design influences motivation. It identifies five core job dimensions that influence critical psychological states and personal and work outcomes.
2) The social information processing model focuses on how social interactions influence attitudes and behaviors on the job.
3) Continuous improvement processes aim to constantly reduce variability in processes to improve quality and customer satisfaction, but can add stress to employees expected to constantly excel.
The document describes the Multiview methodology for systems analysis and design. It involves 5 stages: 1) Analysis of human activity to understand organizational goals and problems, 2) Analysis of information requirements and entities, 3) Analysis and design of socio-technical aspects to understand how the system will impact users, 4) Design of the human-computer interface, and 5) Design of technical aspects. The methodology aims to develop a system specification that meets organizational and user needs from multiple perspectives.
The document discusses the process of job analysis. It explains that job analysis involves systematically studying and documenting the responsibilities, duties, skills, and qualifications required for a specific job. This includes determining the importance of duties and the physical and mental abilities needed. Job analysis is important as it helps identify what a job requires and what employees need to effectively perform the job. It aids in recruiting qualified candidates, determining compensation, assessing training needs, and designing HR strategies and policies. However, job analyses need to be conducted carefully and updated regularly to ensure their accuracy.
The document discusses various topics related to technology in the workplace including continuous improvement processes, process reengineering, e-organizations, conceptual frameworks for analyzing work tasks, job characteristics model, work space design, work redesign options, work schedule options like flextime and telecommuting. The objectives are to understand these concepts and how technology influences organizational behavior.
Cognitive engineering is the analysis, modeling, design, and evaluation of complex sociotechnical systems with a focus on cognitive processes. It emerged in the 1970s with developments in cognitive psychology and artificial intelligence. The objective of cognitive engineering is to improve performance on cognitive tasks through designing effective support systems based on principles of human cognition and engineering design. Key methods in cognitive engineering include cognitive task analysis, cognitive work analysis, and modeling cognitive processes, behavioral processes, and human-machine systems. Cognitive engineering has applications in areas like human-computer interaction, neuroergonomics, and the design of systems like aircraft cockpits. Artificial intelligence can also be used to develop and test models of human cognition within cognitive engineering.
Explain why the aims of human factors may conflict with other design aims.Explain that the ergonomic data required in systems design depends on the role of people in that system.
Using HPT To Improve Your Enterprise ProcessesEPPIC Inc.
(1) The document discusses using a Human Performance Technology (HPT) approach to improve enterprise processes. HPT systematically analyzes the components that impact human performance, including processes, environmental supports, and human capabilities.
(2) An example HPT methodology involves analyzing processes, mapping performance gaps, and determining required human and environmental assets. Performance models are created to identify key outputs, tasks, and roles for different areas of performance.
(3) The goal is to ensure an organization's human asset management systems fully support its critical processes by providing the right knowledge, skills, tools, and culture to maximize performance. Targeting the right improvement methods can address any performance gaps.
work station or environment evaluation prevents hazards attained from the work place. this evaluatiion is important to avoid any type of work related hazards; musculoskeletal, neurological etc.
This document provides an overview of key concepts in human-computer interaction (HCI). It defines HCI and related fields like usability engineering. The document discusses HCI in the design process using models like the waterfall model and spiral lifecycle model. It presents a general framework for HCI including the human, task, computer, environment, and interface. The document also describes Norman's action cycle model and sources of errors. Finally, it discusses design rules, principles, guidelines, and standards for HCI like those from Shneiderman, Norman and Nielsen.
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Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Niswey
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
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1Q24_HYUNDAI CAPITAL SERVICES INC. AND SUBSIDIARIES
06 designpeoplesystem
1. Design of People System
Henry C. Co
Technology and Operations Management,
California Polytechnic and State University
2.
3. Job Design
Job design involves specifying the
content and methods of job
What will be done
Who will do the job
How the job will bob will be done
Where the job will be done
Ergonomics: Incorporation of human
factors in the design of the workplace
Design of People System (Henry C. Co) 3
4. Design of Work Systems
Specialization
Behavioral Approaches to Job Design
Teams
Methods Analysis
Motions Study
Working conditions
Design of People System (Henry C. Co) 4
5. Decisions in Job Design
Who What Where When Why How
Organizational
Mental and Geographic
Time of day; rationale for Method of
physical locale of the
Tasks to be time of the job; object- performance
characteristics organization;
performed occurrence in ives and mot- and
of the location of
the work flow ivation of the motivation
work force work areas
worker
Ultimate
Job
Structure
Design of People System (Henry C. Co) 5
6. Approaches in Job Design
Behavioral approaches
The Hawthorn studies.
The work of Herzberg, Hackman, Oldham,
and others.
Japanese management systems.
Efficiency approaches
From Taylor’s scientific management
concepts (Time study, work sampling,
methods. improvement study).
Design of People System (Henry C. Co) 6
7. Behavioral Approaches (Psycho-Social
Factors)
Job enlargement (high task variety).
Vertical (job enrichment).
To include planning, organizing, inspecting
one’s own work.
Meaningful work, responsibility for outcomes.
Knowledge of actual results.
Horizontal (greater variety).
Job Rotation: Workers periodically
exchange.
Taylorism (high task specialization).
Design of People System (Henry C. Co) 7
8. Socio-technical system
Blends the sociological concerns of the
worker with modern technology of robots
and computer-controlled machines.
Design job to adjust the needs of the
workers and work group.
Skill variety.
Task variety.
Task identity.
Task autonomy.
Feedback.
Design of People System (Henry C. Co) 8
9. Specialization in Business (Table 7.1)
For Management: For Labor:
1. Difficult to motivate 1. Monotonous work
quality 2. Limited opportunities
2. Worker dissatisfaction, for advancement
possibly resulting in 3. Little control over work
absenteeism, high
4. Little opportunity for
turnover, disruptive
self-fulfillment
tactics, poor attention
to quality
Design of People System (Henry C. Co) 9
10. Disadvantages
For Management: For Labor:
1. Difficult to motivate 1. Monotonous work
quality 2. Limited opportunities
2. Worker dissatisfaction, for advancement
possibly resulting in 3. Little control over work
absenteeism, high
4. Little opportunity for
turnover, disruptive
self-fulfillment
tactics, poor attention
to quality
Design of People System (Henry C. Co) 10
11. Efficiency Approach (Technical-Physical
Factors)
Work Physiology (Study of Manual Tasks)
Manual tasks entail stress on large muscle groups.
Physiological Indices of Fatigue
heart rate, oxygen intake.
sweat rate, lactic acid in blood, body
temperature.
Human-Factors Engineering
Motor Tasks
Controlled by the central nervous system.
Fatigue is localized in small muscle groups (e.g.,
fingers, arms, hands).
Mental Tasks
Rapid decision making based upon stimuli.
Effectiveness measured by response time and
kind/number of errors.
Design of People System (Henry C. Co) 11
12. The Work Environment
Working Conditions
T e m p e ra tu re & V e n t ila t io n
H u m id it y
I llu m in a t io n C o lo r
Design of People System (Henry C. Co) 12
13. Noise & Vibration Work Breaks
Safety Causes of Accidents
Design of People System (Henry C. Co) 13
14. Work Methods
The need for methods analysis can come from a
number of different sources:
Changes in tools and equipment.
Changes in product design or new products.
Changes in materials or procedures.
Other factors (e.g. accidents, quality problems).
Focus on doing the job right; poka yoke.
Select the job to be studied.
Jobs that are prone to human error.
High labor content; done frequently.
Unsafe or tiring that offer the most potential for
improvement.
Document and analyze the present method.
Develop an improved method.
Implement the improved method.
Maintain and follow up on the new method.
Design of People System (Henry C. Co) 14
15. Document and Analyze
Present Method
Obtain production requirements.
Procure engineering data.
Procure manufacturing and cost data.
Description and sketches of work
station and tools.
Use assembly chart, flow process
chart, flow diagram, worker-machine
activity chart, etc.
Design of People System (Henry C. Co) 15
16. Assembly Chart (Operation Process Chart)
Information conveyed
Purpose of operation Process of manufacture
Design of the part Setup and tools
Tolerances and specifications Working conditions
Materials Plant layout
Design of People System (Henry C. Co) 16
17. Assembly Chart … (Continued)
Standard symbols:
Circle (operation)
and
Square(inspection)
Design of People System (Henry C. Co) 17
18. Process Flowchart Symbols
Operation:
An activity directly contributing to product or service
Transportation:
Moving the product or service from one location to another
Inspection:
Examining the product or service for completeness,
irregularities, or quality
Delay:
Process having to wait
Storage:
Store of the product or service
Design of People System (Henry C. Co) 18
19. Figure 7-2
ion
nt
n
FLOW PROCESS CHART
e
ANALYST PAGE
tio
age
ect
vem
ay
Job Requisition of petty cash D. Kolb 1 of 2
era
p
Stor
De l
Ins
Mo
Op
Details of Method
Requisition made by department head
Put in “pick-up” basket
To accounting department
Account and signature verified
Amount approved by treasurer
Amount counted by cashier
Amount recorded by bookkeeper
Petty cash sealed in envelope
Petty cash carried to department
Petty cash checked against requisition
Receipt signed
Petty cash stored in safety box
Design of People System (Henry C. Co) 19
20. Worker-Machine Chart
Graphical model of the simultaneous
activities of a worker and the
equipment he/she operates.
Helps identify idle time and costs of
both workers and machines.
For analyzing alternative worker-
machine combinations to determine
the most efficient arrangement.
Design of People System (Henry C. Co) 20
21. Job Photo-Id Cards Date 10/14
Time Time
(min) Operator (min) Photo Machine
–1
Key in customer data 2.6 Idle
–2 on card
–3 Feed data card in 0.4 Accept card
Position customer for photo 1.0 Idle
–4
Take picture 0.6 Begin photo process
–5
Worker-
Machine –6
Chart
Idle 3.4 Photo/card processed
–7
–8
–9 Inspect card & trim edges 1.2 Idle
Design of People System (Henry C. Co) 21
22. Operation Analysis
Question every detail.
Why?
Where?
What?
Who?
When?
How?
Design of People System (Henry C. Co) 22
23. Operation Analysis
10 Primary Approaches
Purpose of the operation.
Design of the part.
Tolerance and specifications.
Material.
Process of manufacture.
Setup and tools.
Working conditions.
Material handling.
Plant layout.
Principles of motion economy.
Design of People System (Henry C. Co) 23
24. Principles of Motion Economy
Both hands should work at the same
time.
The hands should work in opposite
symmetrical directions.
Each hand should go through as few
motions as possible.
The work place should be designed to
avoid long reaches.
Avoid using the hand as a holding
device.
Design of People System (Henry C. Co) 24
25. Work Measurement
Motion study is the systematic study of the human motions
used to perform an operation.
Work measurement: Measures time requirement to make a
product
Time standards: The time required for a trained worker to
perform a given task using a prescribed work method with
normal effort and skill.
Uses of standards
Uses of standards %
Estimating and cost 89%
Incentive compensation plans 59
Production scheduling 55
Performance appraisal 41
Staffing & capacity plans 2
Design of People System (Henry C. Co) 25
26. Major Methods of Work Measurement
Type of Task Major Methods
Very short interval, highly Film analysis
repetitive
Short interval, repetitive Stop watch time study or
predetermined data
Task in conjunction with Elemental data or subjective
machinery or other fixed estimate
processing time equipment
Infrequent work or work of a longWork sampling or subjective
cycle time estimate
Design of People System (Henry C. Co) 26
27. The Critics of Work Measurement
UPS has 1000 industrial engineers (out of a work
force of 152,000) set standards for a myriad of
closely supervised tasks. Productivity and profits are
high.
“Time study is a dark-ages technique, and it’s
dehumanizing to track someone around with a
stopwatch.”
Vice President, H.B. Maynard & Co.
“UPS runs counter to the drift of many companies
who see (1) Automation (such as Roadway) or (2)
Employee Involvement as better ways to higher
productivity, rather than rigid monitoring at UPS.”
Wall Street Journal
Design of People System (Henry C. Co) 27
29. Elemental Standard Time Data
Develop tables of performance times
for operations that are common to
many applications.
Avoids the need for separate time
studies.
Design of People System (Henry C. Co) 29
30. Predetermined Motion-Time Data Systems
Uses historically developed data for time
required for basic body movement, elements
of operation, or even an entire operation.
Very useful in estimating new product cost.
Procedure
Divide total task into elements.
Rate the difficulty of each element.
Look up tables for the time allowed for each
element.
Add all element times together.
Systems available
Methods time measurements (MTM).
Basic motion time study (BMT).
Motion time survey (GE).
Work factor.
Design of People System (Henry C. Co) 30
32. Work Sampling
Observing an activity during a fixed duration
(e.g., a day) at random intervals to estimate
the fraction of time spent directly on some
sub-activities of interest
Applications
Ratio delay = % idle time
Performance measurement
Time standard
Confidence
Experimental approach level
Level of confidence
Sample size β
Accuracy of observations Maximum Maximum
probable probable
error error
Design of People System (Henry C. Co) 32
33. Work Sampling Study
A work sample is being conducted. the
observer randomly samples 60 times in a
day and notes that a particular element is
performed 12 times.
Estimate the % of the time that worker
spend on this element.
Calculate the precision of the estimate (at
95% confidence interval)
Determine the appropriate sample size
required for a second set of observations if
the acceptable numerical error is 0.02.
Design of People System (Henry C. Co) 33
35. Compensation Methods
Some reasons a company might use a
wage incentive plan
Increased pay for employees
Lower total cost to the company for each
unit produced.
Many jobs do not lend themselves to
an individual incentive plan.
Design of People System (Henry C. Co) 35
36. Wage Incentive Plans
Piecework plans.
Standard hour wage plans.
Gain-sharing plans.
Recommendations for developing and implementing
successful wage incentive plans:
The plan should permit earnings about the base rate;
good performance should pay at least a 30% bonus.
The plan should benefit both the company and the
employees.
The plan should be simple and understandable.
The standards should be protected from capricious and
indiscriminate rate cutting.
Earnings should not be affected by factors beyond the
control of the worker.
Design of People System (Henry C. Co) 36
37. Group Incentive Plans
Direct-wage group.
Profit-sharing and cost-reduction plans.
The Scanlon plan.
Whenever a plant-s productivity exceeds a
preestablished “normal” level, every employee
gets a bonus - the higher the level of productivity,
the bigger the bonus.
The plan also involves a style of management
designed to give each worker some control over
his or her job by encouraging participation in
decision making affecting it.
Productivity is increased by a well-designed
employee suggestion plan and through the use of
special committee that constantly prod employees
for ideas on how to improve productivity.
Design of People System (Henry C. Co) 37
38. Lincoln Electric
The Lincoln Electric Plan
Average incentive bonus for the last 10
years = 11 months- salary.
Job security: guaranteed minimum of 30
hours- pay per week for employees who
have served the company for 2 years or
more.
Promotion from within.
Design of People System (Henry C. Co) 38
40. Employee Health & Safety
Several regulations and government
agencies monitor and control;
OSHA - safety and health in the
workplace. Federal... proactive.
Worker’s Compensation - safety and
health in the workplace. State ....
reactive.
EPA - Environmental protection outside of
the workplace. Federal... proactive.
Safety and Health departments in
plant.
Design of People System (Henry C. Co) 40
41. Learning Curves
Illustrates
improvement rate
of workers as a job
is repeated
Processing time per
Units produced
unit decreases by a
constant
percentage each
time output
doubles
Processing time per unit
Processing time per unit
Design of People System (Henry C. Co) 41
42. Time required for the nth unit = tn = t1nb
where:
tn = time required for nth unit produced
t1 = time required for first unit produced
n= cumulative number of units produced
ln( r )
b= ln( 2 ) , where r is the learning curve %
(decimal coefficient)
Design of People System (Henry C. Co) 42
43. Learning Curve Effect
Contract to produce 36 computers.
t1 = 18 hours, learning rate = 80%
What is time for 9th, 18th, 36th units?
t9 = (18)(9)ln(0.8)/ln 2 = (18)(9)-0.322
= (18)/(9)0.322 = (18)(0.493) = 8.874hrs
t18 = (18)(18)ln(0.8)/ln 2 = (18)(0.394) = 7.092hrs
t36 = (18)(36)ln(0.8)/ln 2 = (18)(0.315) = 5.674hrs
Design of People System (Henry C. Co) 43
44. Learning Curve for Mass Production Job
Processing time per unit
End of improvement
Standard
time
Units produced
Design of People System (Henry C. Co) 44
45. Learning Curves (cont.)
Advantages Limitations
planning labor product modifications
planning budget negate learning curve
effect
determining
scheduling improvement can derive
requirements from sources besides
learning
industry-derived
learning curve rates
may be inappropriate
Design of People System (Henry C. Co) 45