Introduction
Productivity control is the process of measuring the effective time taken by an employee to do the assigned job in favorable working conditions.
Work measurement defines the quantity the requirement of the person by applying various techniques.
Organizations determine a standard by studying the output provided by employees in the given working conditions.
These standards are known as work standards or time standards.
Uses of Productivity standards
Productivity standards help the organization to identify efficient methods to accomplish a similar amount of work in relatively less time.
- It helps operations by providing the time required.
- It helps the production by reducing idle time.
- it helps in providing the standards for evaluation of the employees’ performance
Objectives
Work measurement plays a significant role in minimizing the inputs and maximizing the output of the employees. Job design should be feasible for workers and the organization.
Technical Feasibility:
The duties assigned to the employees have a structure to keep the workload managed.
The workload should resonate with the skill and efficiency levels of the employees.
As we have discussed, Man, Now it’s time to talk about the non-human aspect.
Managers should know the availability and requirements of the types of equipment required to have proper functioning at the workplace.
The organization should provide the required pieces of equipment to their employees.
Economic Feasibility:
Every organization is running because of the motive to earn profits.
To attain their goal, they need to cut their expenses without going harsh on the quality of their product.
There are some costs which the manager can have a check on to reduce the extra cost.
Some of the expenses an organization may incur are(Cost highly depends upon the nature of the organization. Below are some of the generic cost a business may incur):
A) Raw Materials
B) Maintainance of Stocks
C) Remuneration to employees
D) Cost of equipment
E) Rent(if applicable)/Bills of the premise
All the expenses should be cost-effective at the level of production.
Behavioral Feasibility:
The nature of the duties reflects the perception employees have of themselves and others.
Challenges bring the best out of employees. It makes them more dedicated to the task.
Crucial responsibility is given to the workers and hence is the self-confidence and motivates them to work hard on the designated job.
The manager should focus on the behavioral aspect of the employees as these behavioral traits of employees have a significant role in the effectiveness of the organization.
Role of the organization
Management of resources is the first and foremost responsibility of a manager. Managers make things done through these resources.
Human resource is one of the most quality resources a manager can have.
They try their best to align individual goals with the organizational goals to get the best out of their skills.
Managers are also keen to develop more and update their skills.
A competent manager knows how to utilize their human as well as non-human resources to achieve these goals.
For managing all these things, managers need a process to handle these resources.
HR Planning is the process of predicting the requirements and availability of human resources. Managers make adjustments and create a balance between the two.
Human Resource Planning is a very calculative job. Now the question arises-
How to have robust Human Resource Planning?
- 1 Training & Development of the current employees
with the changing times
- 2 Evaluating the present and future personal requirements
- 3 Having an alignment between inventory and requirements
Training the employees for the work
Training is one of the initial steps in the process of personal development.
It prepares the new employees for the job and helps upgrade the current employees with the changing times.
Training is a costly process, but companies spend a hefty amount on this expense but can act as an investment as the people getting trained can prove to be a helpful asset for the company.
Training is a very needy process. It requires patience, knowledge, and time. It is time-consuming as it takes time to frame a training program best suited for the trainee and the organization.
Training comes with a cost associated with it, as the organization needs to spend on their employee’s skills and overall development, which could be helpful in the future by the employee’s contribution towards the organization.
Companies spend a lot of time and money on their employees as they are finding long prospects by treating them as an asset for a long period.
As companies are putting so much effort, time, and money into their training program, they need to have a robust evaluation method to know about the outcome of the whole process.
Whenever an organization hires their employees, they have a set of objectives that they want their employees to perform. These objectives resonate with the goals of the organization.
Once an organization is ready with well-defined objectives, they need to communicate them to their employees(trainees).
It is helpful for the organization if they are open with the questions and queries from the training as it brings more clarity to the whole process.
There are some points which an organization needs to Remember while creating and conveying the objective.
- The performance-based objective is the goal for an organization.
- There is no room for misinformation.
- The learning process is the duty of the trainees.
- The organization needs to conduct training in an action-oriented manner.
- Measurable results of the orientation are helpful.
