This document summarizes an internship in the cutting department of a garment factory. It describes activities participated in including training sessions on standardized work and problem solving. It outlines research conducted on factors affecting adoption of standardized work. Survey results show most team members are young, married women wanting to improve their education. Suggestions include developing standardized work collaboratively, aligning training and rewards with performance, and providing childcare and educational support.

2. Outline
Introduction
Activities and learning outcomes
Research findings
Suggestions
Survey results

3. Time period: 4th August-
Up to now
Assigned Department: MOS
Worked on: Cutting Department
Introduction

4. Activities participated……
 Sessions conducted by Tony and Critt
 OBT session & Training school
 TL/GL project in the cutting department
• STW audits/ deviations
 Questionnaire survey in LC/LI and data
analysis
 Observations in the production floor

5. Tony’s and Critt’s Sessions
Able to gather a wide knowledge about the
STWs
 Developing BIQ
Importance of problem solving
TL/GL concept- TL/GL job roles
Reduction of safety issues during the
working

6. OBT Program & Training School
OBT Session
– Team work
– Leadership
– Integrity
– Courage
– Patience
– Self trust & mutual
trust
Training School
– Sewing
– Machine types/ needles
– On the job training
» Targets
» Time
» Patience when damages
happens
» Respect to others in the
team
» Responsibility

7. Observed the loading, spreading, cutting and
bundling processes
 Value adding, variations and the periodic variations
Measured the time period for each steps
STW Audits and found some deviations from
the STWs
8 step problem solving - More Andons from
the division 2
Cutting green board preparation
Cut- training cuts
TL/GL Project in the cutting department

8. • Got an idea about
–The operations of a garment
–AQL audits (pass/failure)
–SMV
–Efficiency calculation
–Red box
–6S audits
• Other observations
– Difficulties- Style changes
– Difficulties- graphic printers- due to heat
Main learning outcomes- How to deal with people
Environment for learning
Production floor

9. Research

10. Research
• Title: Factors Affecting adoption of
Standardized Work in LM
• Research Design : Case Study
• Target group : Total population in the cutting
department
68 TM- Questionnaire survey/ Observations
Manager & supervisors/staff- Key
informant discussions
• Data analysis tool: SPSS- Chi square &
Frequency analysis
• Data presentation : Bar graphs/ pie charts

11. General Objective:
To determine the factors affecting adoption of
standardized work in Lean Manufacturing in the
cutting department of MAS Linea-Clothing
Specific Objectives:
To identify the individual and organizational
factors affecting adoption of standardized work
To give suggestions to improve the adoption of
standardized work
Objectives

12. Conceptual framework
Gender
Age
Education level
Working experience
Resource availability
Training and development
programs
Performance evaluation and
rewards
Clearly defined STW/SOP
Management support
Individual
factors
Adoption of
Standardized
Work
Organizational
factors
Success in LM

13. Results and discussion

14. Gender Age
Population Characteristics
Male
44%
Female
56%
0
10
20
30
40
50
60
20-29 30-39 ≥40
21
14
7
56
2 0
Percentage
Age (years)
Male Female

15. Population characteristics……
Education level Type of jobs
0
5
10
15
20
25
30
35
40
45
50
Pass
G.C.E.O/L
Pass G.C.E.
A/L
Graduates
46
49
5
Percentage
Education level
0
5
10
15
20
25
30
4
8
27 28
15
6 7
3
Percentage
Job types

16. Knowledge and skill
level
0
10
20
30
40
50
60
Bad Moderate Good Very good
0
9
54
35
1
27
41
31
Percentage
Knowledge and skill level
Knowledge skill
Population characteristics
0
10
20
30
40
50
60
70
Less experienced ( ≤ 3 yrs) Experienced (>3 yrs)
68
32
Percentage
Experience level (years)
Working experience (years)

17. Gender Age
Individual Factors
0
10
20
30
40
50
60
Low adopters High adopters
45
5555
45
Percentage
Male Female
χ2 0.397
p 0.481
χ2 0.53
p 0.467
0
10
20
30
40
50
60
Low adopters High adopters
56
44
47
53
Percentage
Young ( ≤26 years) Old (>26 years)

18. Individual factors
Education level Working experience
0
10
20
30
40
50
60
Low adopters High adopters
54
4645
55
Percentage
Less experience (≤3 years) Experienced (>3years)
χ2 0.908
p 0.341
χ2 0.471
p 0.472
0
10
20
30
40
50
60
Low adopters High adopters
55
4546
54
Percentage
G.C.E O/L pass G.C.E. A/L pass and above

19. Organizational Factors
Resource availability Training and development
programs
44
45
46
47
48
49
50
51
52
53
Low adopters High adopters
53
47
50 50
Percentage
Not enough Enough
0
10
20
30
40
50
60
70
Low adopters High adopters
62
38
43
57
Percentage
Not satisfied Moderate satisfied
χ2 0.052
p 0.819
χ2 2.274
p 0.032

20. Organizational factors
Performance evaluation
and reward system
Existing STW and SOP
0
10
20
30
40
50
60
Low adopters High adopters
58
42
48
52
Percentage
Disagree Agree
χ2 0.041
p 0.839
χ2 0.699
p 0.403
45
46
47
48
49
50
51
52
53
Low adopters High adopters
53
48
49
51
Percentage
Not satisfied Moderately satisfied

21. Management support
Organizational factors
χ2 4.963
p 0.026
0
10
20
30
40
50
60
70
Low adopters High adopters
67
33
39
61
Percentage
Moderate Good

22. Organizational factors
People who are engaged in
development
People who should develop
Development of STW
Supervisors 99%
Team members 1%
Team members 76%
Supervisors 23%

23. Conclusions
None of the individual factors viz. age, gender,
education level, and work experience affect the
adoption of standardized work
Out of the organizational factors, only
management support, and training and
development programs affect the adoption of
standardized work

24. • Grievances of team members
• Criticized areas by the TMs,
– Developing STWs
– Available training and development programs
Ex: CAD, SAP
– Work place troubles
Damaged tables
No proper AC, Water tap requirement
– Performance evaluation and rewards system
Observations

25. • Further HR attention towards the TMs in CD
• The training and development programs
should be aligned with the SW
• The STWs should be developed by the
collaboration of team members
• If they have less knowledge, supervisors can
act as mentors to help them by giving
instructions
Suggestions

26. • Develop common STWs for different fabrics, by
including important steps
Ex: Speed of the spreading machine
1.1. Mesh (……..)
1.2. Cotton( .…...)
1.3. Lace (……..)
• There should be a proper performance
evaluation method which align with SW
performances.
Suggestions………………….

27. • Reward system should be aligned with
performances through SW
• Rewards
–Financial , According to quantity cut,
bundled
–Non Financial
Employee of the month/Year,
Promotions for the bundlers as well
as spreaders
Suggestions………………….

28. • OBT programs after the placement of TM in
the teams
–To enhance the team cohesiveness
–To identify new leaders
Suggestions………………….

30. • Aim : To identify the needs of the team
members to develop business strategies
• Target population: Female team members in
the LC & LI
• Data collection tool: Questionnaire survey
• Data analysis tool: SPSS
Survey……….

31. • Reasons for joining
• Requirement of a Day Care Centre
• No of years, TMs are going to stay within the
organization
• Marital status and the future state
• Family conditions
– Husband, Children, Houses ( ownership)
• Salary / Savings
• Hobbies/ interests
• Type of help for further education
• Troubles (mentally/ physically) and type of help
required from the plant
• Sports
Major concerned areas

32. Survey Results
0
10
20
30
40
50
60
70
80
Percentage
Reason for joining
Reasons for joining with the
plant
0.00
5.00
10.00
15.00
20.00
25.00
30.00
0 0.1 0.7 1.5 2.5 4 6 8 15
Percentage
Years
Years of Staying

33. Survey Results…………
0
10
20
30
40
50
60
70
80
Single Married Divorce Widow
76.2
21.8
1.2 0.8
58.6
38.7
1.3 1.4
Percentages
Maritial status and requirement of
day care
req. day care do not want
Want
87%
Do not
want
13%
Necessity of a day care

34. Survey Results…………
0
10
20
30
40
50
60
70
80
90
100
GAQ Charted Diploma
95.3
1.6 3.1
Percentage
Type of following higher education
programs
63.3
18
9.3 9.3
0.01
0
10
20
30
40
50
60
70
Money leaves books Library other
Percentage
Expect from the plant for the
higher education

35. Survey Results…………
0
10
20
30
40
50
60
70
Extra classes English
training
programs
practically
use while
working
65
16
19
Percentage
What do you expect from the plant
to improve English?
0
10
20
30
40
50
60
70
80
90
100
yes no
93
7
Percentage
Do you want to learn English
further?

36. Survey Results…………
0
5
10
15
20
25
30
35
28
11.5
17.4
0.4
33.2
6.3
3.2
Percentage
Other sport choices
0
5
10
15
20
25
30
35
34
10
7.6
18.5
12.2
1.1
3.4
12.9
Percentage
Way of spending the salary

37. Suggestions
• Day Care Centre – Management can reduce
the LTO after their marriages
• More considerations for their further
education
– Loan facilities
– Weekend releases

38. “Some changes look negative on their surface
but you will soon realize, that space is being
created in your life for something new to
emerge……………….”.
-Eckhart Tolle-

41. 8 Steps Problem Solving
1. Clarify the problem
2. Break down
3. Set targets
4. Root cause analysis (5 Why and fish bone
diagram)
5. Develop countermeasures
6. Implement countermeasures
7. Evaluation
8. Standardization

42. Efficiency calculation
• Efficiency = SMV* Output( pieces)
No of team members* 420