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Topics: Facility planning, layout, and material handling & Job design, wage

incentives and job analysis.

Objecctives
 To relate the Facility planning, layout and material handling in eco-industrial development
 Discuss the importance of facility planning, layout and material handling
 To present the relation of job design, wage incentive and job analysis to the eco industrial
development

 Facility Planning
Facility Planning determines how an activity’s tangible fixed assets best support achieving the activity’s
objectives.
Examples:
a. In manufacturing, the objective is to support production.
b. In an airport, the objective is to swoon the passenger airplane interlace.
c. In a hospital, the objective is to provide medical care to patients.

Hierarchy of facility planning


Facilities planning combines the efforts to determine location of a facility and design of it
 Facilities location
Is the placement of the facility with respect to customers, suppliers and other facilities with which it
interfaces.
 Factors:
 Closeness (to the market, to the raw materials, to the suppliers, to other facilities, to the
competitors)
 Geographical area (zoning, transportation access, labor, demographics, climate,
environmental considerations)
 Facilities design
 Structure or Facility systems design
 Consist of the building and services (e.g. Gas, water, power, heat, light, air, sewage)
 Structural systems, enclosure systems, atmospheric systems, electrical and lighting
systems, communication system, life safety systems, sanitation system, etc.
 Layout design
 Consist of all equipment, machinery, and furnishing within the structure.

 Handling system design


 Consist of the mechanism by which all interactions required by the layout are satisfied (e.g.
materials, personnel, information, and equipment handling system)
 The mechanisms needed to satisfy the required facility interactions
 It consists of materials, personnel, information and equipment-handling systems required to
support production
 Receiving, storing, retrieval, transporting, packaging and shipping, postal system,
personnel transit system

Important Factors to Evaluate Facility Plans


In developing well-thought facilities design alternatives It Is important to look into issues such as:
a) Layout characteristic:
 total distance travelled
 manufacturing floor visibility
 overall aesthetics of the layout
 ease of adding future business
b) Material handling requirements
 use for the current material handling equipment
 investment requirements on new equipment
 space and people requirements
c) Unit load implied
 Impact an MP levels
 space requirements
 impact on material handling equipment
d) Storage strategies
 space and people requirement
 impact on material handling equipment
 human factors risks
e) Overall balding impact
 estimated cost at the alternatives
 opportunities for new business

 Layout
Classification of Layout
 Process layout
 Process layout is recommended for batch production. All machines performing similar type of
operations are grouped at one location in the process layout (e.g., all lathes, milling machines,
etc. are grouped in the shop will be clustered in like groups).
 Process layout is normally used when the production volume is not sufficient to justify a product layout.
Typically, job shops employ process layouts due to the variety of products manufactured and their low
production volumes.

 Product Layout
 The product layout is selected when the volume of production of a product is high such that a separate
production line to manufacture it can be justified.
 Process layout is normally used when the production volume is not sufficient to justify a product layout.
Typically, job shops employ process layouts due to the variety of products manufactured and their low
production volumes.

 Combination Layout
 A combination of process and product layouts combines the advantages of both types of layouts. A
combination layout is possible where an item is being made in different types and sizes. Here
machinery is arranged in a process layout but the process grouping is then arranged in a sequence to
manufacture various types and sizes of products. It is to be noted that the sequence of operations
remains same with the variety of products and sizes.

 Fixed Position Layout


 This is also called the project type of layout. In this type of layout, the material, or major components
remain in a fixed location and tools, machinery, men and other materials are brought to this location.
This type of layout is suitable when one or a few pieces of identical heavy products are to be
manufactured and when the assembly consists of large number of heavy parts, the cost of
transportation of these parts is very high.

 Material handling
Materials handling is the art and science of moving, packing and storing of substances in any form.

Importance of Material Handling


 Function of production control
 Concerned with scheduling of production control
 Material Handling adds value to product cost
 Material Handling increases effectiveness of in plant layout by reducing the cost

Objectives of Materials Handling


 To Lowers unit materials handling cost
 To reduce manufacturing cycle time
 To provide better control of the flow of materials
 To provide better working conditions
 To provide Contribution for better quality by avoiding damages to products
 To Increase storage capacity
 To provide higher productivity at lower manufacturing costs

Factors affecting the Selection of Materials Handling Equipment


 Production problem
Such as;
a) Volume of production to be maintained
b) Layout of plant & building facilities
c) Class of materials to be handled
 Human element involved
a) Capabilities of manpower
b) Safety of personnel
 Capabilities of the handling equipment available
 Equipment factors
a) Adaptability
a) Speed
b) Space requirements
c) Supervision required
d) Environment
e) Cost
f) Ease of maintenance
g) Power
h) Load capacity
i) Flexibility

Types of Material Handling Equipment


1. Conveyors
 Gravity powered devices
 Used for moving loads from on point to another.
Examples,
a) Belt conveyor – motor driven belt usually made of metal fabric
b) Chain Conveyor – motor driver chain that drags material along a metal side base
c) Roller Conveyor – boxes, large parts or units loads roll on top of a series of rollers mounted on
a rigid frame
d) Pneumatic Conveyor – high volume of air flows through a tube carrying materials along with air
flow

2. Cranes, Elevators and Hoists


 These are overhead devices used for moving varying loads intermittently between points within
an area
a) Cranes – devices mounted on overhead rail or ground wheels or rails. They lift, swing and
transport large and heavy materials
b) Elevators – types of cranes that lift materials – usually between floors of buildings
c) Hoists – move vertically or horizontally. May be air hoist, electric hoist, chain hoist
3. Industrial Trucks
 May be electric, diesel or gas powered
Example; Forklift truck, Pallet trucks
4. Auxiliary Equipment
 Devices or attachment used with handling equipments to make their use more effective and
versatile
Examples, Skid boxes, Expendable pallet.
 Job design
 What employees actually do on the job, the design of their work, has great Influence on their productivity
and level of satisfaction.
 Job Design is the process of deciding on the content of a job in terms of its duties and responsibilities; on
the methods to be used in carrying out the job, In terms of techniques, systems and procedures and on the
relationships that should exist between the job holder and the superiors, subordinates and colleagues.
 It aims at outlining and organising tasks, duties and responsibilities into a single unit of work for the
achievement of certain objectives. it also outlines the methods and relationships that are essential for the
success of a certain job. In simpler terms it refers to the what, how much, how many and the order of the
tasks for a job/s.
 job design essentially involves integrating job responsibilities or content and certain qualifications that are
required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the
right candidates to the right job. Further it also makes the job look interesting and specialised.

GOALS OF JOB DESIGN;


 To Meet the organizational requirements such as higher productivity, operational efficiency, quality of
product/service etc. and,
 To satisfy the needs of the individual employees like interests, challenges, achievement or
accomplishment, etc.
 Integrate the needs of the individual with the organizational requirements.

Approaches to Job Design


 Engineering Approach
 The work of every workman is fully planned out by the management at least on day in advance and
each man receives in most cases complete written instructions, describing in detail the task which
he/she has to accomplish-FW TAYLOR.
 Human Approach
 Is an approach that recognized the need to design jobs which are interesting and rewarding.
 Factors involved:
 Motivators like achievement, recognition, work itself, responsibility, advancement and growth and
Hygienic factors.
 According to Herzberg. The Employee is dissatisfied with the job if required maintenance factors to the
required degree are not introduced into the job.
 Job Characteristics Approach
 According to this approach Job can be described in terms of core job dimension;
 Skill Variety
 Task Identity
 Task significance
 Autonomy
 Feedback
 Theory by Hackman and Oldham states that employees will work hard when they are rewarded for the
work they do and when the work gives them satisfaction.
 Hence integration of motivation, satisfaction and performance with job design.

Benefits of Job Design


1. Employee Input: A good job design enables a good job feedback. Employees have the option to vary tasks
as per their personal and social needs, habits and circumstances in the workplace.
2. Employee Training: Training is an integral part of job design. Contrary to the philosophy of "leave them
alone’ job design lays due emphasis on training people so that are well aware of what their job demands and
how it is to be done.
3. Work Rest Schedules: job design offers good work and rest schedule by clearly defining the number of
hours an individual has to spend in his/her job.
4. Adjustments: A good job designs allows for adjustments for physically demanding jobs by minimising the
energy spent doing the job and by aligning the manpower requirements for the same.

 Job Analysis
 It is a systematic analysis of each job for the purpose of collecting information as to what the job
holder does, under what circumstances it is performed and what qualifications are required for
doing the job
 Job Analysis is a formal and detailed examination of jobs. It is a procedure through which we
determine the duties and skill requirements of a job and the kind of person who should be hired for
it. It includes job descriptions and job specifications.
 Edwin Flippo: “Job analysis is the process of studying and collecting information relating to the
operations and responsibility of a specific job”.
 Harry Wylie: “Job analysis deals with the anatomy of the job This is the complete study of the job
embodying every known and determinable factor, including the duties and responsibilities involved
in its performance; the conditions under which performance is carried on; the nature of the task; the
qualifications required in the worker; and the conditions of employment, such as pay hours,
opportunities and privileges".

Objective of Job Analysis


 Work simplification: A job may be analyzed to simplify the process and methods involved in it. This will
mean redesigning the job. Work simplification helps to improve productivity of personnel.
 Establishment of standards of performance: In order to hire the personnel on a scientific basis, it is very
necessary to determine in advance a standard of performance with which applicant can be compared.
 Support to other personnel activities: Job analysis provides support to other personnel activities such as
recruitment ,selection, training, development, performance appraisal, job evaluation

Uses Of Job Analysis :


 Human resource planning: Job analysis helps in forecasting human resource requirements in terms of
knowledge and skills.
 Recruitment: Job analysis is used to find out how and when to hire people for future job openings.
 Selection: Without a proper understanding of what is to be done on a job, it is not possible to select the
right person.
 Placement: After selecting people, we have to place them on jobs best suited to their interests, activities
and aptitude.
 Training: If there is no proper job analysis it will lead to confusion and proper training cannot be initiated "'
 CounseIing: Managers will be in a position to counsel employees about their careers when they
understand the different jobs in an organization.
 Employee safety: A job analysis will indicate unsafe conditions associated with a job.
 Performance appraisal: Only on a proper job analysis being made available will it be possible to assess
or compare individuals.
 Job design and redesign: Once the jobs are understood properly, it is easy to locate weak spots and
undertake remedial steps.
 Job evaluation: Job analysis helps in finding the relative worth of a job, based on criteria such as degree
of difficulty, type of work done skills and knowledge needed, etc.

Process of Job Analysis:


 Organizational Analysis: It is necessary to first have an overall picture of the various jobs in an
organization.
 Selection of representative positions to be analyzed: It is not possible to analyze all the jobs and a
representative sample of jobs can be selected for analysis keeping in mind time and cost constraints.
 Collection of job analysis data: The step involves the collection of data on the characteristics of the
job, the required behavior and personal qualifications needed to carry out the job effectively.
 Preparation of job description: This step involves describing the contents of the job in terms of
functions, duties, responsibilities, operations, etc.
 Preparation of job specification: The step involves conversion of the job description statements into a
specific job.

SUMMARY
This chapter talks about the importance of the facility planning,, layout and material handling in the
development of the industry relate to the environment, it tackle how facility planning affect the organization in
how they handle the waste and processes to be a more safe to the environment. It also state how layout and
material handling improve the efficiency of this topics. The second part was all about the how the job design,
wage incentive and job analysis might improve the development of people or workers towards the development
of the eco-industrial development in the organization

CONCLUSION
I therefore conclude that facility planning, layout and material handling might really help how the
organization will handle their development and approach on how they will improve their process to be a safe
towards the environment. The importance of facility planning really has a good effect to the improve of the
plant, the layout and material handling helps the organization to be a more organize in handling the material as
well as waste in the plant.
ANSWERS
IDENTIFICATION: Write the answer in the space provided
Work simplification 1.This will mean redesigning the job. It helps to improve productivity of personnel.
Job Analysis 2.It is a systematic analysis of each job for the purpose of collecting information as to what
the job holder does, under what circumstances it is performed and what qualifications are required for
doing the job.
Edwin Flippo 3.states that “Job analysis is the process of studying and collecting information relating to
the operations and responsibility of a specific job”.

Facilities location 4 the placement of the facility with respect to customers, suppliers and other
facilities with which it interfaces.
Product layout 5. it is selected when the volume of production of a product is high such that a separate
production line to manufacture it can be justified.
Materials handling 6.the art and science of moving, packing and storing of substances in any form.
Human Approach 7. An approach that recognized the need to design jobs which are interesting and
rewarding.
Job design 8. Involves integrating job responsibilities or content and certain qualifications that are required
to perform the same.
Product layout 9. Classification of layout that is selected when the volume of production of a product is
high such that a separate production line to manufacture it can be justified.

Layout design 10. It consist of all equipment, machinery, and furnishing within the structure.
Job Characteristics Approach 11. according to this approach Job can be described in terms of core job
dimension such as; Skill Variety, Task Identity, Task significance, Autonomy, and Feedback.

Handling system design 12. It consist of the mechanism by which all interactions required by the
layout are satisfied.
Facility Planning 13. it determines how an activity’s tangible fixed assets best support achieving the
activity’s objectives.
Fixed Position Layout 14. This is also called the project type of layout. In this type of layout, the material,
or major components remain in a fixed location and tools, machinery, men and other materials are brought
to this location.

Structure or Facility systems design 15. it is consist of the building and services
QUESTIONS
IDENTIFICATION: Write the answer in the space provided
________________1.This will mean redesigning the job. It helps to improve productivity of personnel.
________________2.It is a systematic analysis of each job for the purpose of collecting information as to
what the job holder does, under what circumstances it is performed and what qualifications are required for
doing the job.
________________3.states that “Job analysis is the process of studying and collecting information relating
to the operations and responsibility of a specific job”.

________________4 the placement of the facility with respect to customers, suppliers and other
facilities with which it interfaces.
________________5. it is selected when the volume of production of a product is high such that a
separate production line to manufacture it can be justified.
________________6.the art and science of moving, packing and storing of substances in any form.
________________ 7. An approach that recognized the need to design jobs which are interesting and
rewarding.
________________8. Involves integrating job responsibilities or content and certain qualifications that are
required to perform the same.
________________9. Classification of layout that is selected when the volume of production of a product is
high such that a separate production line to manufacture it can be justified.

________________10. It consist of all equipment, machinery, and furnishing within the structure.
________________11. according to this approach Job can be described in terms of core job dimension
such as; Skill Variety, Task Identity, Task significance, Autonomy, and Feedback.

________________12. It consist of the mechanism by which all interactions required by the layout
are satisfied.
________________13. It determines how an activity’s tangible fixed assets best support achieving the
activity’s objectives.
________________14. This is also called the project type of layout. In this type of layout, the material, or
major components remain in a fixed location and tools, machinery, men and other materials are brought to
this location.

________________15. it is consist of the building and services

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