Personnel Management

Outline
1.  Conventional Manufacturing Systems and CIM Systems.

2.  Impact of CIM Environment on Personnel 3.  Human Resource Strategy in a CIM Environment

4.  Job Design in CIM Environment

-  Behavioral Considerations
-  Specialization of work
-  Sociotechnical systems approach
-  Job enlargement
-  Job enrichment
-  Job rotation
5.  Re- engineering: Human Aspects

Lecture Notes
1. The Conventional Manufacturing System.

Managers don’t need to think and to be involved in designing, planning, organizing the operations (there is already a division of all ! ) CIM’s Key Characteristics 2.  Impact of CIM Environment on Personnel
  • Restructuring and downsizing. Lay off

  • Both unskilled workers & middle management positions are affected
    3. Human Resource Strategy in a CIM environment has to be related to:
    (a)  HR being efficiently utilized within the constraints of operations decisions
    (b)  work life quality (management has respect for its employees and their contribution to the firm)
    The three dimensions of HR strategy: 4. Job Design in CIM Environment. - Behavioral Considerations
    - Specialization of labor
    - Sociotechnical systems approach (interaction "technology- work group")
    - Job enlargement (Present job + Task 2 + Task 3)
    - Job enrichment (Present job + Planning + Control). More responsibilities and a sort of managerial power (Stop the line!)
    - Job rotation- a version of job enlargement

    - Effects:

    5. Approaching a Reengineering Project with Human and Organizational Enabler
    (a)  Identify human and organizational aspects to be fundamentally, radically, and dramatically changed
    (b)  Rules’- breaking
    (c)  Focus on people’s values and beliefs
    (d)  Try to make reengineering happen from the top to bottom
    Main characteristics of the Reengineered Workplaces: