This document outlines several proposals to improve efficiency, quality, production, and morale in a warehouse. It identifies issues such as missing pallets, inconsistent training procedures, and underutilized team members. The proposals include performing regular bin maintenance, creating a training guide for consistency, implementing daily and weekly task schedules, and utilizing team members' full skills and potential. The overall goals are to resolve issues, improve processes, exceed expectations, and increase productivity and satisfaction.
An introduction to the Toyota Production System and Lean Manufacturing/Lean Production. Covers the topics of Kaizen, Gemba, Idea Cards, 5S, Andon, Standard Work, Takt Time, and Just in Time production. Created by Andrew Edwards, Lexington, Ky
Developing Job Breakdown Sheets according TWI methodologyMichele Lauriero
Simple but effective presentation, prepared for a small company's key production persons (foremen and team leaders) to prepare the project of writing the full set of job breakdown sheets as first step of implementation of the TWI (Training Within Industry) methodology.
An introduction to the Toyota Production System and Lean Manufacturing/Lean Production. Covers the topics of Kaizen, Gemba, Idea Cards, 5S, Andon, Standard Work, Takt Time, and Just in Time production. Created by Andrew Edwards, Lexington, Ky
Developing Job Breakdown Sheets according TWI methodologyMichele Lauriero
Simple but effective presentation, prepared for a small company's key production persons (foremen and team leaders) to prepare the project of writing the full set of job breakdown sheets as first step of implementation of the TWI (Training Within Industry) methodology.
Overview of 3 day Lean & Kaizen Course ContentTimothy Wooi
Objectives of the course is to equip participants with tools
and knowledge on Lean Manufacturing in a competitive World Class Business requirements.
Upon completion of the 3 day course,participants will be equip with knowledge allowing them to lead Kaizen workshops.
COURSE
The training is an intensive 3 days course covering all aspects of Lean Manufacturing in a World Class (WCM) environment.
The training course covers understanding of world class
requirements and using tools associated with WCM to perform Kaizen events to eliminate waste so as to be competitive in the fast changing business world. The training includes a mix of workshop exercises, group
and simulations using tools to give participants a real understanding to apply concepts in real work place to eliminate Waste to be Competitive.
For details email timothywooi2@gmail.com.
This Gemba kaizen sample 30 slides is only part from the original 128 slides.
Kaizen Definition
KAIZEN is a Commonsense Approach to Low Cost Management. It focuses on MUDA elimination
What is MUDA?
Muda means any wasteful activity or any obstruction to smooth flow of an activity
Activity = Work + Muda
Expenditure = Cost + waste
That is, for each activity there is expenditure and every work there is a cost associated. Any expenditure on the Muda is a waste!
Starting with why - goals for Lean/AgileYuval Yeret
a list of common goals for lean/agile that can be used to decide on a direction for change, revitalize an agile journey (Recharge->Improve in the AgileSparks Agile Journey Blueprint), etc.
Typically used in AgileSparks management workshops and boost sessions
ABOUT THE TRAINING PROGRAM :-
Kaizen is a system of continuous improvement in quality, technology, processes, company culture, productivity, safety and leadership. Kaizen was created in Japan following World War II. It comes from the Japanese words (“Kai”) which mean "change" and ("Zen") which means "good". Kaizen provides a foundation for exceeding goals, expectations and improving overall company performance.
DESIGNED FOR :-
Sr. Engineer, Engineer, Supervisor and Foreman engaged in maintenance, operation, Store, Supply chain, Quality, Safety and Engineering activities.
OBJECTIVE :-
At the conclusion of the training each Participates will be able to:-
Reduce work place stress
Increase team contribution to the company's "bottom line.
Continuous improvements in PQCDSM parameters.
Increase speed, improve quality and reduce non-value-added costs.
Creating a fun working environment
Discover a sophisticated coding tool that assists with the anesthesiologist’s documentation of a patient’s medical history, including pre-existing physiologic conditions.
Overview of 3 day Lean & Kaizen Course ContentTimothy Wooi
Objectives of the course is to equip participants with tools
and knowledge on Lean Manufacturing in a competitive World Class Business requirements.
Upon completion of the 3 day course,participants will be equip with knowledge allowing them to lead Kaizen workshops.
COURSE
The training is an intensive 3 days course covering all aspects of Lean Manufacturing in a World Class (WCM) environment.
The training course covers understanding of world class
requirements and using tools associated with WCM to perform Kaizen events to eliminate waste so as to be competitive in the fast changing business world. The training includes a mix of workshop exercises, group
and simulations using tools to give participants a real understanding to apply concepts in real work place to eliminate Waste to be Competitive.
For details email timothywooi2@gmail.com.
This Gemba kaizen sample 30 slides is only part from the original 128 slides.
Kaizen Definition
KAIZEN is a Commonsense Approach to Low Cost Management. It focuses on MUDA elimination
What is MUDA?
Muda means any wasteful activity or any obstruction to smooth flow of an activity
Activity = Work + Muda
Expenditure = Cost + waste
That is, for each activity there is expenditure and every work there is a cost associated. Any expenditure on the Muda is a waste!
Starting with why - goals for Lean/AgileYuval Yeret
a list of common goals for lean/agile that can be used to decide on a direction for change, revitalize an agile journey (Recharge->Improve in the AgileSparks Agile Journey Blueprint), etc.
Typically used in AgileSparks management workshops and boost sessions
ABOUT THE TRAINING PROGRAM :-
Kaizen is a system of continuous improvement in quality, technology, processes, company culture, productivity, safety and leadership. Kaizen was created in Japan following World War II. It comes from the Japanese words (“Kai”) which mean "change" and ("Zen") which means "good". Kaizen provides a foundation for exceeding goals, expectations and improving overall company performance.
DESIGNED FOR :-
Sr. Engineer, Engineer, Supervisor and Foreman engaged in maintenance, operation, Store, Supply chain, Quality, Safety and Engineering activities.
OBJECTIVE :-
At the conclusion of the training each Participates will be able to:-
Reduce work place stress
Increase team contribution to the company's "bottom line.
Continuous improvements in PQCDSM parameters.
Increase speed, improve quality and reduce non-value-added costs.
Creating a fun working environment
Discover a sophisticated coding tool that assists with the anesthesiologist’s documentation of a patient’s medical history, including pre-existing physiologic conditions.
Discover how a large healthcare provider was able to decrease lost anesthesia drug charges by 40% and improve patient safety through improved Anesthesia management
In this file, you can ref useful information about writing a performance appraisal such as writing a performance appraisal methods, writing a performance appraisal tips, writing a performance appraisal forms, writing a performance appraisal phrases … If you need more assistant for writing a performance appraisal, please leave your comment at the end of file.
This presentation is offering information on how an organization can transition from their current organizational culture and processes to a Results-Only Working Environment. This new working environment allows employees the ultimate freedom in controlling and scheduling their time to have a greater work-life balance. I created this presentation for my current internship with JumpStart: HR.
In this file, you can ref useful information about performance appraisal report sample such as performance appraisal report sample methods, performance appraisal report sample tips, performance appraisal report sample forms, performance appraisal report sample phrases … If you need more assistant for performance appraisal report sample, please leave your comment at the end of file.
Performance management module 2 Kerala UniversityPOOJA UDAYAN
Characteristics of Healthy Organizations, 360 Degree Feedback and its relevance, Steps in giving a Constructive Feedback Levels of Performance Feedback, Performance Goal Setting – Setting of Objectives.
Performance Reviews & Appraisal - Information and Training by Pathway GroupThe Pathway Group
Performance Reviews & Appraisals looks at why reviews and appraisals are important and how they should be conducted.
Pathway Group provide business management training focusing on coaching, mentoring and leadership. For more information about the courses that we offer please call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
For more business advice please visit: www.pathway2grow.co.uk/blog
In this file, you can ref useful information about performance appraisal teamwork such as performance appraisal teamwork methods, performance appraisal teamwork tips, performance appraisal teamwork forms, performance appraisal teamwork phrases … If you need more assistant for performance appraisal teamwork, please leave your comment at the end of file.
Assessing Your Agile Marketing Maturity LevelYuval Yeret
Why assess the level of Agile Marketing? Teams, Managers and Coaches can quickly evaluate the current capability of a team/group, in order to:
See how the capability measures against the recommended level for benefiting from marketing agility
Guide the team/group on what to improve next
See, over time, the evolution of agility (positive or negative trend)
See the impact of the team/group improvement work
See the impact of organizational/structural changes that are outside the team/group’s control (costs reductions, distributed, etc.)
Motivate! Get acheivements and recognition for reaching higher agility levels (Emphasize intrinsic motivation!)
Contact AgileSparks at http://www.agilesparks.com/services/agile-marketing for a downloadable version (and an excel sheet coming soon!)
Performance rating is the step in the work measurement in which the analyst observes the worker's performance and records a value representing that performance relative to the analyst's concept of standard performance.
Sheet1Starbuck process improvement budgetresources required .docxlesleyryder69361
Sheet1Starbuck process improvement budgetresources required and their narrationItemDescriptionUnit of measureQuantitybusiness process analystMeant to oversee the implementation of the entire projectPersons1personal assistantAssisting the analyst with the scheduling of activities and correspondencePersons1TechniciansHelp in collecting and analyzing dataPersons2VehicleTo assist in the transportation of team within the firm and from one Branch to anthervehicle2StationeryFor recording data and informationNumber of books, pens and other stationeryComputer and presentation equipmentsUsed for recording, analyzing and storing data as well as for presentation in trainingNumber4HotelAccommodating the process improvement teamRooms4ExpenditureitemsQuantitypriceAnalyst11000 per day for 10 days$ 10,000.00Personal assistant1600 per day$ 60,000.00Technicians2500 per day$ 10,000.00Vehicle2Leased for 100 a day$ 1,000.00Fuelled at $50$ 500.00StationeryAs will be used$ 50.00ComputersFor each team memberAlready existingAccommodation4 rooms300$ 12,000.00TOTAL$ 93,550.00TRAININGRefreshmentsFor the employees a training the training sessionsEstimate 30 employees a day each spending $10$ 3,000.00Training stationery$ 1,000.00Total training$ 4,000.00MiscellaneousTo meet any emergency that may arise but was not foreseen as well as the wasted time$ 5,000.00$ 5,000.00TOTAL budget Expenditure$ 102,550.00
Sheet2
Running head: ACTION PLAN 1
ACTION PLAN 6
Action plan
Action plan
The plan for action of implementing the systems upgrade plan for the Starbucks will guide the team on the deadlines, the resources as well as the person under whom responsibility for the achievement of given task will be placed on (Shim & Siegel, 2008). The overall plan will take a maximum of 6 months to be comprehensively completed. Therefore, an important step has to be undertaken before the commencement of the assignment
What steps are needed in order to complete the plan?
For the plan to be complete, the consultant will have to undertake a thorough reconnaissance of the Starbucks outlets and sample some of them for the testing of the training manual. Professional Trainers will have to be hired before the actual implementation of the plan, these trainers are important in ensuring smooth a successful training of the employees. Once hired, the trainers will have to develop a training manual in collaboration with the head of training, the head of the Starbucks assignment as well as the Starbucks human resources. The testing of the manual is meant to ensure that all the right areas have been captured, tailored, and clarified. The inclusion of the HR. officer will give an insight on the weak areas of the firm as.
Employees’ Introduction to the DoD Performance Management and Ap.docxSALU18
Employees’ Introduction to the DoD Performance Management and Appraisal Program (DPMAP)
LER DPMAP V2 MAR2017
Instructor Notes: Display the course title slide as participants arrive for training.
Welcome participants as they arrive for the class.
If applicable, give them their name tents or name tags.
Thank them for coming.
Check their names on the class roster, ensure that all of their data on the roster is correct, and that supervisors/managers versus employees are assigned to the appropriate training.
1
Fair – Credible – Transparent
(2)
Instructor Notes: These words represent the key messages that embody what is most important about New Beginnings - Performance, Mission, Communication, Excellence, etc.
Display the New Beginnings slide at the beginning of each instructional day and during breaks.
Defense Performance Management Appraisal Program (DPMAP) "New Beginnings" is a collaborative labor-management effort to improve Human Resource practices and policies in the Department of Defense (DoD). A major New Beginnings effort is the development and implementation of the enterprise-wide DoD Performance Management and Appraisal Program which will help foster a cultural change that encourages employee engagement, on-going communication, on-going employee recognition, and accountability. USMC will roll out the new system to nonbargaining unit employees on 1 October 2017. This training will provide information on the new system including employee and supervisor roles and responsibilities, timelines and requirements.
New words or phrases you will hear, high Performance organization HPO, DoD core Values, performance elements linked to organization mission and smart objectives. You will hear more about each one of these later in the lesson.
2
What Do You Know About Performance Management?
PERFORMANCE
MANAGEMENT
Fair – Credible – Transparent
(3)
Transition Message: Before we get into DPMAP let’s check our assumptions about performance management.
Instruction:
NOT NEW = You already have performance goals in your every day work, you know your job, and you've talked with your supervisor about his or her expectations. Life cycle of the performance management system is the same.
NEW = DPMAP to apply to the majority of employees across DoD and is focused on including employees in the process.
Standardizes the approach to help both the supervisor and the employee be more successful and effective, which ultimately makes DoD more effective.
Instructor Notes: The goal of this discussion is to address the misconception that the program is a “Big Change,” or that it represents a vastly new way of doing business. Emphasize the importance of supervisor-employee communication and engagement.
3
What You THINK You Know
What You KNOW You Know
What You ACTUALLY Know
Key Performance Management Features
Fair – Credible – Transparent
(4)
Outstanding (5)
Fully Successful (3)
Unacceptable (1)
Transition Message: Let’s revi ...
Topic- Data Base Securities8-10 - page double spaced paper (ma.docxjuliennehar
Topic:- Data Base Securities
8-10 - page double spaced paper (max 12-point font) that will contain the following: Please Check the page 2 how to divide the Sub Topics length
• Cover Page
• Outline (on its own page)
• Abstract
• Introduction for your topic. Also, include a few major statistics about related threats
• What are the top 3 concerns about your topic and why?
• What are your proposed countermeasures to solve the problem?
• Summary
Need 8 References with Citations
Each of the above bullet points should have their own paragraph with substantial detail provided. (not including the references section) Please use proper APA and a minimum of eight unique scholarly references will be needed. Please add a title page to this assignment with the names of all of the group members and the Group Number and provide a final summary Each group will complete an 8-10-page double spaced paper (max 12-point font) that will contain the following: •
SECURITY
OUTLINE
ABSTRACT (4-6 sentences)
· A brief summary of a research article
· Understand the purpose of the paper
INTRODUCTION (1-2)
· Introduce the topic
· Data Base Securities, for example (what is it)
· Define the topic
· References that defines your topic
· Define what the paper is about (your topic with security) and the general problem (not specific here, just general)
ISSUES (3-4 pages)
· Concern 1 and why (Ex. Data Breaches
· Concern 2 and why (Ex. Data Corruption and/or loss
· Concern 3 and why (Ex. Stolen Database Backups
· Add your statistics with concerns or separate
COUNTERMEASURES (2-4 pages)
· How do we address it (Countermeasures, fix, eliminate it, remove it, slow it down)
· How do you address Concern 1
· How do you address Concern 2
· How do you address Concern 3
SUMMARY
Summary (half page)
· A concise restatement of what you just wrote
· Re-introduce the topic
· Brief summary of the concern or concerns
· Brief update of how the overall problem can be solved
· What knowledge has the reader now acquired
REFERENCES
· References (minimum 8 references) with matching in-text citations
BUS407 Week 9 Scenario Script: Additional Training
Slide #
Scene/Interaction
Narration
Slide 1
Scene 1 / Taormina Conference Room
(Talking to the student)
Deborah: Hello!
Last week, we reviewed the importance of evaluating training programs and we reviewed the steps of the evaluation process.
We also understood how important it is to evaluate the process data and the outcome data. During the past eight weeks, we have covered the steps of the training design process.
Using the training process model, we have successfully created a training program for Taormina’s call center employees. Creating this training program for the call center is a great short-term plan. However, the company will need many other training programs in the long-term.
Today, we will review five key areas of organizational training. These areas are orientation training, diversity train ...
This presentation reviews current principles in execution and 'getting things done' in a dental practice. Dr. Kazemi discusses several methodologies for execution.
3. REASSESS
• Review Progress, the negative and the positive, to help
develop an approach that will work better
• Compare already established programs to what is being
done within our warehouse
• Utilize those tools to make improvements in areas that
are having the consistent issues
4. REBUILD
• Implement changes to improve the processes that are not working/ are
not as productive
• Change the precedent: there is always room for improvement
• Create standards, set goals, exceed expectation
• Better foundation, better production, better business
5. RENEW
• Change the working environment, produce a better outcome
• With New people come new perceptions, produces a new atmosphere
• What worked with one set of people may not work as well with a new set
of people
• Change the way we operate, utilize the people you have to their fullest
potential, create a better atmosphere for increased productivity
6. REAFFIRM
• Validate all the processes
• Confirm the step by step procedures for each transaction
• Create consistency across the board- make sure everyone performing
each transaction performs it the same way every time.
• Create Accountability: Make a hard copy / digitized copy for system
transactions, or physical moves
7.
8. EFFICIENCY
I D E N T I F Y
Problem: currently
there are several
missing pallets in
the warehouse;
there are also
pallets in
locations not
verified in the
system and Cycle
count as well as
Put-A-way
personnel are
having a difficult
time locating
assets and fixing
bin locations.
R E S O L V E
Perform a warehouse bin-row maintenance. The
cycle count personnel, for a 2-3week period can
take the last hour (after 2 pm break) until 3:30 to do
a maintenance check. They need to print out a full
warehouse bin location inventory (so it can show
all the bins, what’s empty and what has pieces),
Then perform a physical look, not counting every
item but verifying that the PID in the system
matches the PID in the location and annotating on
the master inventory list any discrepancies.
Also labeling every pallet physically so once it is
verified (named and dated) it can always be
located by the hard copy master sheet even if the
system is not updated. This should be done
quarterly to maintain accuracy.
Labeling every location with PID and date of
maintenance check. This creates verifies accuracy
so team member can verify when physical
maintenance was done against what is updated in
9. QUALITY
I D E N T I F Y
Problem: Team member
training; currently,
several personnel have
been quickly trained to
help the warehouse
catch up on back log
RMA and IR receiving.
The issue is that b/c
training is rushed, all
assets received are
being input differently,
the quality of the asset
is moved for put-a-way
differently; While others
have started training in
1 area and before
completing that training
are tasked to learn
something and there
isn’t any consistency
with how training is
R E S O L V E
Create a continuity training guide that will stay in
the warehouse as a reference for team members.
The guide will never leave the warehouse for any
reason and all members can sign a disclosure to
ensure confidentiality of Iqor warehousing
procedures of cisco products.
The guide will have the procedures for receiving
RMA’s, IR’s RF, DLP, FA, and expedites, shipping,
put-a-way, and how to navigate through the
various systems needed for asset transactions.
Also assignment of an On-the Job trainer, so
hands-on for on-the job- training is done by the
same person for each team member doing that
specific job to increase consistency (everyone
doing the same procedure following the steps the
same way) increasing quality and reducing errors.
Set aside time for proper training sessions so that
quality performance can be confidently
guaranteed. Personnel who feel confident in their
training feel confident performing those tasks
successfully (also reducing error and in most
10. PRODUCTION
I D E N T I F Y
Problem: Supervisors
have stated team
members should
remain busy,
constantly
questioning what
tasks are being
performed, and
constantly
assigning new
tasks before 1 task
is completed.
R E S O L V E
Have a weekly and a daily Task schedule; If you don’t
know what to do or who to ask, you can refer to the
schedule and highlight/initial the tasks you are
currently doing , that way no 2 people are working on
the same thing (unless needed) and every task can be
seen. Team members can see the goal that needs to
be reached and pace themselves to reach that goal
daily and throughout the week. Supervisors can see
what goals have been done, are being worked on, and
what’s left to do and move team members around as
needed based of priority.
Daily tasks should be a set routine goal (for example
receivers 150 item goal) while weekly tasks can be
what needs to be met for the company/ customer
goals (for example standardizing areas, utilizing
space efficiently, and maintaining safety (cleanliness)
in the warehouse.
Update tasks with verbal and written direction. This
gives team member something to refer to without
having to go to the supervisor constantly seeking
confirmation that tasks is being done correctly or
completed.
Plan and keep track of the priorities, stay on tasks,
and log assignments to be able to confirm who is
11. MORALE
I D E N T I F Y
Warehouse
personnel
potential/
capabilities are
not being fully
utilized causing
frustration among
team members.
R E S O L V E
Utilize team members to full potential to meet and
exceed warehouse needs and company
requirements. The warehouse is currently stocked
with under-utilized skill sets from several team
members. A lot of them, myself included, are able to
multi-tasks and handle certain jobs better than
others but we are not being used for those specific
duties. Instead others who aren’t as efficient but may
be better at another tasks are in place and constantly
trying to meet standards that is slowly attainable.
Several team members have been leaders and
supervisors before, can handle more responsibility
and thrive in a less micro-managed environment. If
used to their potential, the supervisor could
maximize the use of the personnel and increase
production in those needed areas decreasing tension
between team members and team supervisors.
If the morale is increased amongst team members,
work ethic, value and quality will increase, attitudes
will improve and overall work environment will
become more positive
Continue to create incentive, lead by example, and
promote commonwealth and respect among team
members and team supervisors.
12. CONCLUSION
• Strive for obtainable goals
• Reach for new heights
• Exceed the expectation
• Raise the standard
• Commit to overall customer satisfaction