1. Employees effort and ability are valuable resources and beneficial to the organization. 2. To achieve company s growth we shall promote employees c

Transcription

1 LECTURE NOTE

2 1. Employees effort and ability are valuable resources and beneficial to the organization. 2. To achieve company s growth we shall promote employees commitment and sense of ownership. 3. When employees are committed, they are ready to be developed through training programs hence increase their involvement in achieving company s goals.

3 POTENTIAL BENEFITS 1. Generate Cost Savings & Increase Profit 2. Increase Effectiveness and Efficiency 3. Promote Teamwork & Sense of Ownership 4. Enhance Employees Career Development

4 INITIATIVES RELATED 1. Employee Suggestion Scheme (ESS) 2. On Job Training (OJT) 3. Employee Recognition Program 4. Employee Competency Program 5. Continuous Improvement Program 6. Autonomous Maintenance (AM)

5 AUTONOMOUS MAINTENANCE 1. AM refers to the activities where the operators perform basic maintenance activities independent of the maintenance department. 2. The AM activities consist of: 2.1 5S 2.2 Daily inspections 2.3 Lubrication 2.4 Parts replacements 2.5 Simple repairs 2.6 Abnormality detection 2.7 Precision check.

6 AUTONOMOUS MAINTENANCE 1. The goal of AM initiative is to develop knowledgeable operators who will be responsible to ensure : a) Prevention to equipment deterioration. b) Restoration of equipment to its ideal state. c) Basic conditions are established to maintain equipment. 2. As the shop-floor become more orderly, any abnormal condition (fuguai) can be detected at a glance.

7 AUTONOMOUS MAINTENANCE 1. Ultimately, this program will bring the company to achieve zero breakdown, zero defect, and zero accident. Zero Accident + Zero Defect + Zero Downtime Prevention Indication of abnormalities Occurrence of abnormalities Knowledgeable Operators Orderly Shop-floor Optimal Equipment Condition

8 AUTONOMOUS MAINTENANCE 1. There are 7 steps in AM and operators shall be trained on each step. Audits shall be carried out periodically to determined the AM teams progression to the next step. 2. The AM activities shall be supported by Maintenance or other supporting department personnel. Audit Audit Do AM Training Step 7 Autonomous Supervision Audit Do AM Training Step 6 Process Quality Assurance Audit Do AM Training Step 5- AM Standards Zero Breakdown. Audit Do AM Training Step 4 Overall Inspection Standard Do AM Audit Training Do AM Training Step 3 Cleaning and Lubricating Standard Step 2 Countermeasures to source of contamination Step 1- Cleaning as inspection, lubrication and tightening

9 EMPLOYEE SUGGESTION SCHEME 1. Employee Suggestion Scheme is a program where the employees are encouraged to suggest improvement ideas to the company. 2. The company will benefit when employees voluntarily think about innovative, creative and effective improvement ideas - that can be implemented in the company as well as at other subsidiaries. 3. These ideas can be implemented either by the idea owner or by other personnel who work as a team with the idea owner. 4. ESS program will be coordinated by a team of ESS Committee. 5. The ESS Policy will state the guideline to manage the ideas and the rewards. 6. Potential Cost Saving and Actual Cost Saving must be monitored and verified by the Finance personnel.

10 EMPLOYEE SUGGESTION SCHEME We are so use to our work problem miss our attention. Different eyes see clearer Signal our recognition to the employee Boost employees morale WHY GIVE IDEA? Encourage Continuous Improvement To The Employees Encourage employee to enquire skill and knowledge

11 SKILL CHART 1. Skill chart is a method for monitoring and identify the workers skill by the process. 2. This will helps leader to manage worker skill and conduct proper work arrangement in On-Job-Training (OJT).

12 SKILL CHART Skill Chart Development a) Separate the department into smaller section and group for proper monitoring, evaluation and training. b) Identify each group process flow includes the sub and indirect processes. c) Categorized worker into 4 main stages of competency: - Understand the work process. - Carry-out job with guidance or supervision. - Carry-out job without guidance and supervision. - Able to teach others. d) Develop a visual monitoring table for each member in the group. e) Set a frequency for evaluation and updating the skill chart

13 Skill Chart Implementation SKILL CHART 3 Group name and process to be clearly stated 2 Group process is clearly identified and placed on the skill chart. 1 Clearly state the group, section, department information, last evaluation date and frequency of evaluation. 4 Team leader to identify his subordinates name & employee no. 5 Team leader shall update the skill level based on the degree of achievement and test report shall be kept by the group.

14 Process Control Skill Chart List SKILL CHART Process Skill Chart Control List Process/Group: 001 ~ Sub1 Sub2 Department Section Group Last Evaluation Date Frequency XXXXXXXXX XXXXXXX XXXXX DD-MM-YYYY Xx times/year No 1 2 Name AAA AAAA BBB BBBB Sub1 Sub2 Understand the work process Carry out job with supervision Carry out job without supervision 3 CCC CCC Able to teach others 4 DDD DDD

15 MANUFACTURING COMPETENCY 1. A competency is defined as a behaviors that describes excellent performance in a particular job. 2. The competency will help each company with key problems such as to: 2.1 Clarifying the workforce standards and expectations 2.2 Creating empowerment, accountability and alignment of coach, team member and employer in performance development. 2.3 Aligning individuals, team and managers against the company vision, mission and values.

16 MANUFACTURING COMPETENCY 1. Differences between Competency, Skill and Knowledge 2. A competency is the capability to use of related knowledge, skills, and attitude/abilities required to perform "critical work functions" or tasks. 3. Competencies shall serve as the basis for skill standards that specify the level in 3 major elements: Knowledge Skills Abilities/Attitude

17 MANUFACTURING COMPETENCY Desire to do an excellent job Attitude/ Abilities Competency Meets all commitments in timely manner Competency Perform to job efficiently within stipulated time Competency Competency Perform to job accurately without error Capability to perform action to achieve the desired outcome Skill Knowledge Capability from experience and education

18 1. Continuous Improvement Program Continuous Improvement Program (CIP) is important to an organization where the management and non-management staff participate in carrying out improvement in relation to Quality, Cost, Delivery, Safety and Morale (QCDSM). When employees are involved with continuous improvement activities they will contribute to the company s productivity growth. There are 2 types of CIP : Innovative Creative Circle (ICC) Participated by the shopfloor and nonmanagement staff. QIT Management Quality Improvement Team (QIT) Participated by the management staff ICC Non Management

19 1. Continuous Improvement Program Both CIPs are top-down driven where the management staff will carry out these initiatives prior to cascading down to their subordinates. They will formed models that will be samples and reference for others. The management staff are also expected to be one of the facilitators or mentors once these initiatives are deployed to different level. Continuous Improvement Program (CIP) Non-Management I C C Technicians Supervisors Line Leaders Operators Management Q I T Managers Assistant Managers Engineers Executives

20 PULL SYSTEM WASTE ELIMINATION FLEXIBILITY PRODUCTION LEVELLING STANDARDISATION QUALITY RIGHT 1 ST TIME EVERY TIME AMS 9 PRINCIPLES TOTAL EMPLOYEE INVOLVEMENT & DEVELOPMENT 1 3 VISUAL MANAGEMENT LONG TERM BUSINESS THINKING 4