Human Resource Practices for Implementing Advanced Manufacturing Technology (1986) / Chapter Skim
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5 Job Design
5 Job Design
Pages 35-45
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From page 35... ...
Many of the plants visited by the committee used the introduction of new technology as an opportunity to introduce the job design innovations discussed above, as well as to innovate further. IMPLICATIONS OF ANT FOR JOB DESIGN CRI=RIA Advanced manufacturing technology in taking over many of the discrete and repetitive activities that workers previously performed.
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From page 36... ...
The premium on internal motivation increases as the technology increasingly requires intellectual rather than physical effort and fewer workers to produce the same output. The shortcomings of job design criteria that have been used for 7S years are not as obvious with traditional technologies an with AMT.
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From page 37... ...
of an electronics company had fewer job classification. after introducing ANT, with one department going from seven job classifications to just one.
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From page 38... ...
Common titles in plants with AMT are system operator, cell manager, system technician, automated factory mechanic, operating technician, owner operator, and system attendant. Examples of broadening the scope of work include these additional responsibilities taken on by machine operators: routine machine maintenance and service: greasing chucks, oiling machines, maintaining coolant conditions, and performing housekeeping tacker ~ simple troubleshooting and debugging (short of machine controller electronics)
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From page 39... ...
We just superimposed NC and DNC on the traditional setup with little consideration of job enrichment. We even introduced expensive NC and DNC equipment into a plant with piecework incentive pay without any consideration of simultaneous multiple machine operation or other job enrichment.
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From page 40... ...
O At a unionized components plant (M) of an automobile company, the unskilled and semiskilled work was made multi~killed by including these tasks: monitor and maintain equipment performancet maintain tool setups; receive, distribute, organize, and audit inventories; repackage vendor materiales and perform minor maintenance and housekeeping.
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From page 41... ...
· A new components plant (M) of an automobile company was planning to implement a shift operation group of 20 hourly employees -- twelve system attendants, four machine repair workers, and four electricians -- backed up by a maintenance engineer and a quality engineer on each shift, plus one factory control administrator.
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From page 42... ...
, the five operators on the automated logic unit line rotated responsibilities for different facets of the line, especially one task regarded as tedious. Each team member was a master of particular aspects of the system, a special expertise to be called on to deal with difficult problems.
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From page 43... ...
CAREER ADVANCEMENT A system of many job classifications with highly specialized distinctions and complicated wage categories limits on-the-job learning, personal development, and career advancement. At most of the sites studied, the newly designed jobs were viewed as opportunities for the work force to overcome these limitations.
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From page 44... ...
At an electronics manufacturing plant (A) , for example, lower skilled assembly jobs were eliminated, manual assemblers progressed to the more complicated units, testing jobs became more complicated, and the maintenance jobs became more technically difficult.
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From page 45... ...
Similarly, in self-managed teams, team members may fall into a pattern of performing only certain tasks. Not only is the value of multiple skills undermined in such cases, but a company that is paying workers higher wages for their skills and knowledge will not be receiving sufficient benefits in return.
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