dear friends, pls suggest ways to find out idle workers in a company. regards devi
From India, Thiruvananthapuram
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1From India, Thiruvananthapuram
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Dear Ms. Devi,
Please provide us with more information about your company, including the nature of your business, available departments, and the hierarchy associated with workers. Based on your response, we will advise you on how to identify idle workers in your company.
Lastly, it seems that someone is supporting idle workers in your company, which may lead to workers enjoying their job by doing nothing.
With profound regards,
From India, Chennai
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Please provide us with more information about your company, including the nature of your business, available departments, and the hierarchy associated with workers. Based on your response, we will advise you on how to identify idle workers in your company.
Lastly, it seems that someone is supporting idle workers in your company, which may lead to workers enjoying their job by doing nothing.
With profound regards,
From India, Chennai
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Dear Devi,
This is in addition to what Khadir has said. Conducting time and motion studies is an age-old and proven method of understanding how the operations are conducted in your company. To begin with, you start with the maintenance of the time logs. Analysis of the time logs would automatically show what's happening on the shop floor.
Secondly, workers' idleness is also a result of breakdown of machines or non-availability of the material.
Thirdly, managers sometimes assign their personal work to their 1-2 pet employees. What they do and what they don't do, nobody knows.
Ok...
Dinesh V Divekar
From India, Bangalore
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This is in addition to what Khadir has said. Conducting time and motion studies is an age-old and proven method of understanding how the operations are conducted in your company. To begin with, you start with the maintenance of the time logs. Analysis of the time logs would automatically show what's happening on the shop floor.
Secondly, workers' idleness is also a result of breakdown of machines or non-availability of the material.
Thirdly, managers sometimes assign their personal work to their 1-2 pet employees. What they do and what they don't do, nobody knows.
Ok...
Dinesh V Divekar
From India, Bangalore
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Dear friend,
Ours is a TV channel with around 350 employees. The departments include news, cameramen, editors, Eng and IT professionals, technicians, audio, finance, etc. In some of the departments, it is often found that even the supervisor himself is sitting idle. We are getting biased information from such supervisors about the idle staff in their work areas.
Also, we are trying to evolve an objective appraisal system for performance evaluation. Please provide your insights in these regards.
From India, Thiruvananthapuram
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Ours is a TV channel with around 350 employees. The departments include news, cameramen, editors, Eng and IT professionals, technicians, audio, finance, etc. In some of the departments, it is often found that even the supervisor himself is sitting idle. We are getting biased information from such supervisors about the idle staff in their work areas.
Also, we are trying to evolve an objective appraisal system for performance evaluation. Please provide your insights in these regards.
From India, Thiruvananthapuram
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Dear Ms. Devi,
Let me give an example so that you can understand what is going wrong in your organization. An XYZ organization is in the field of ENGINEERING MAINTENANCE & SERVICE INDUSTRY. Their TECHNICIANS are habitual of taking advantage of the situation because their immediate supervisor or foreman neither can be after them nor monitor their ACTIVITY (work done) PER MINUTE or TEN physically. However, we can correlate with our TARGETS PER DAY that made them define "TIME TAKEN TO COMPLETE XYZ TASK AND ITS ASSOCIATED FACTORS - THAT CAN EITHER DELAY THE WHOLE WORK OR SPEED UP THE TOTAL PROCESS," which gave them a clear picture, and they had succeeded in enhancing their EMPLOYEES' PRODUCTIVITY.
Now, please try to understand "HOW DID WE SUCCEED." It's very simple. Understand the ROLES & RESPONSIBILITIES of SUPERVISORS & FOREMAN where you'll find "DELEGATION" at the top of the list. Just delegating ASSIGNMENTS will never enhance productivity:
1) DELEGATION has to be executed based on the TEAM MEMBERS' SPECIALIZATION and the KIND OF MEMBER HE IS.
2) It also comes along with MONITORING JOBS ASSIGNED CORRELATED WITH TIME because every process is TIME-BOUND.
3) followed by CROSS-VERIFICATION of the JOB DONE by EFFECTIVE FEEDBACK SYSTEM. If you close that assignment without effective verification (it may contain flaws that need to be rectified), it may ruin your business.
That means THE TOTAL RESPONSIBILITY WAS PASSED ON TO SUPERVISORS AND FOREMAN, and they made it happen through the HIGHER OFFICIALS' SUPPORT, which is mandatory.
There are circumstances where employees do rest for a while as "NO ONE CAN WORK AT A STRETCH - 8 hours/shift."
You have to cross-verify why your SUPERVISOR is sitting IDLE. Have you ever tried to investigate (biased & 360-degree level) at all levels before posting your thread? If not, kindly do your homework.
Based on your reply, I will try my best to sort your issue once and for all, but do remember that "we cannot try to make everything PERFECT in this world."
With profound regards,
Dear friend,
Ours is a TV channel with around 350 employees. The departments include news, cameramen, editors, Eng and IT professionals, technicians, audio, finance, etc. In some of the departments, it is often found that even the supervisor himself is sitting idle. We are getting biased information from such supervisors about the idle staff in their concerned work areas.
Also, we are trying to evolve an objective appraisal system for performance appraisal.
Please give your inputs in these regards.
From India, Chennai
Acknowledge(0)Amend(0)
Let me give an example so that you can understand what is going wrong in your organization. An XYZ organization is in the field of ENGINEERING MAINTENANCE & SERVICE INDUSTRY. Their TECHNICIANS are habitual of taking advantage of the situation because their immediate supervisor or foreman neither can be after them nor monitor their ACTIVITY (work done) PER MINUTE or TEN physically. However, we can correlate with our TARGETS PER DAY that made them define "TIME TAKEN TO COMPLETE XYZ TASK AND ITS ASSOCIATED FACTORS - THAT CAN EITHER DELAY THE WHOLE WORK OR SPEED UP THE TOTAL PROCESS," which gave them a clear picture, and they had succeeded in enhancing their EMPLOYEES' PRODUCTIVITY.
Now, please try to understand "HOW DID WE SUCCEED." It's very simple. Understand the ROLES & RESPONSIBILITIES of SUPERVISORS & FOREMAN where you'll find "DELEGATION" at the top of the list. Just delegating ASSIGNMENTS will never enhance productivity:
1) DELEGATION has to be executed based on the TEAM MEMBERS' SPECIALIZATION and the KIND OF MEMBER HE IS.
2) It also comes along with MONITORING JOBS ASSIGNED CORRELATED WITH TIME because every process is TIME-BOUND.
3) followed by CROSS-VERIFICATION of the JOB DONE by EFFECTIVE FEEDBACK SYSTEM. If you close that assignment without effective verification (it may contain flaws that need to be rectified), it may ruin your business.
That means THE TOTAL RESPONSIBILITY WAS PASSED ON TO SUPERVISORS AND FOREMAN, and they made it happen through the HIGHER OFFICIALS' SUPPORT, which is mandatory.
There are circumstances where employees do rest for a while as "NO ONE CAN WORK AT A STRETCH - 8 hours/shift."
You have to cross-verify why your SUPERVISOR is sitting IDLE. Have you ever tried to investigate (biased & 360-degree level) at all levels before posting your thread? If not, kindly do your homework.
Based on your reply, I will try my best to sort your issue once and for all, but do remember that "we cannot try to make everything PERFECT in this world."
With profound regards,
Dear friend,
Ours is a TV channel with around 350 employees. The departments include news, cameramen, editors, Eng and IT professionals, technicians, audio, finance, etc. In some of the departments, it is often found that even the supervisor himself is sitting idle. We are getting biased information from such supervisors about the idle staff in their concerned work areas.
Also, we are trying to evolve an objective appraisal system for performance appraisal.
Please give your inputs in these regards.
From India, Chennai
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