Advanced Manufacturing Tech And HR Essay Research — страница 2

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Manufacturing Technology. To make Advanced Manufacturing Technology possible, the following are the sin qua non: 1. A highly skilled, flexible and committed work force 2. Lean, flat, flexible and innovative management 3. The ability to retain developed talent 4. A strong partnership between management and labour unions Organisation Structure/Design Relative to the mass production organisations, high performing Advanced Manufacturing Technology firms should adopt more organic structures. This is to facilitate the spirit of innovation and efficiency. Delayering is the usual accompaniment of the adoption of the latest production technology. Job design With the advent of the latest technology, organisations have started replacing rigid, narrow jobs with broader ones to motivate

workers and enhance operational flexibility. Broadening operating jobs to include functions that support staff has been handling, saves overhead and reduces waiting time. This change promotes a sense of ownership among workers. The job design has to be quite different in an Advanced Manufacturing Technology led organisation from one led by the traditional Mass manufacturing one. Since automation will render many actions repetitive and monotonous, care should be taken to include in the job specifications as many small jobs as possible to reduce inattentiveness and boredom. The new technology is also conducive to fewer job classifications. Reductions can occur because the activities involved in working with Advanced Manufacturing Technology -like monitoring and maintenance- are

largely the same. So there’s less need to differentiate among similar jobs throughout the factory. Work Team Structure Advanced Manufacturing Technology has resulted in the increase of teams on the shopfloor. This has come about due to a number of reasons. Interdependence makes it less feasible to hold people accountable for a single bounded task. Teams help create a sense of responsibility among lower level employees, a critical need of AMT. Compensation & Appraisal Changes in job design and work structure affect how employees are appraised and compensated at the plants. Policies concerning pay levels, salary versus hourly status, and bases for pay progression all need to be reviewed once the shift is made from the traditional mass production system to the Advanced

Manufacturing Technology . A tactic used by some organisations is that standard job classifications have been replaced with pay for knowledge systems, which adjust worker’s wages according to their mastery of ‘work modules’, or clusters of tasks. Workers decide, with advice, what modules they will learn, and they develop plans for getting the training and experience they will need Selection and Training Management has to revise and upgrade the way it selects and trains workers for Advanced Manufacturing Technology. In general the ability to learn is more important than experience. Innovative selection procedures have been devised at plants employing the Advanced Manufacturing Technology around the world. Only those workers are to be selected who show a certain level of

commitment to the philosophy of Advanced Manufacturing Technology. This can be tested by various scientifically devised recruitment means. Training technologies for the new technology workplaces include much larger lead times, joint sessions for workers and managers, programs designed to develop basic and specific knowledge, and a commitment to continuous training. Employee Involvement To say that employee involvement is necessary for the success of new technology at the shop floor is an understatement. HR managers have to build up commitment and loyalty among the workforce by keeping them up to date about plans for Advanced Manufacturing Technology, laying out the implications for job security and working conditions, and asking them to join in the project. Union Management

Cooperation It has been well documented that due to Advanced Manufacturing Technology, both the unions as well as employers benefited. The company gains because it got better trained workers who could exercise good judgement in operating and maintaining expensive equipment. The Unions gain because its members get more secure equipment, more interesting and challenging jobs, and higher pay. Successful implementation of Advanced Manufacturing Technology calls for strong labor-management relationship. Indicators of such relationships are management’s willingness to notify the union about new technology as early as possible and readiness to involve the union in implementing it as soon as possible. Aligning ATM and HRM figure