Business Mentor, Consultant And Trainer
Industrial Relations And Labour Laws
Coaching Managers To Improve Their Skills
Freelancer - Payroll & Hr Operations
You have not given adequate information other than "low productivity". Why the productivity is low? Who has analysed the reasons and on what parameters these are analysed?
What is the finished product? What is the optimum capacity of the plant and what is the present output? Is there sufficient demand for the product? Is it that because of low productivity of the labour, you are unable to meet the demand? What is the scope for automation or mechanisation?
By the way is leadership of plant head ineffective? Is there too much interference of top management in the routine matters? Is there nepotism?
Productivity analysis is quite deep subject and you need to study the systems and processes of each department deeply. You just cannot study the systems and processes of operations department.
Please contact me if you wish to do further discussion.
Dinesh V Divekar
11th September 2014 From India, Bangalore
Will you be open to talk more about your situation in private ? Your identification would be kept confidential .
We will request our experts to brainstorm it with you, to find the most suitable solution out !
11th September 2014 From India, Mumbai
You have not mentioned location as well as type of product of your unit. You are nearby to Mumbai where lot of skilled/unskilled labour is available. You start to & fro transport system, canteen facility, rest rooms for night shifts, special allowances for Attendence etc. Due to this, employee will get attrected and interested to work.
12th September 2014 From India, Pune
There are specific reasons why productivity is low. The only people who know are the people with low productivity.
IF you listen to their complaints, suggestions, and questions more than enough to satisfy their need to be heard, AND respond to those to the satisfaction or better of the originator and any other affected employees, even if it means telling them why they cannot have what they want, productivity will start to rise. The more you do this, the more productivity will rise.
Management's responsibility is to support employees tangibly with such things as training, coaching, tools, material, discipline, direction, planning, and information, AND intangibly with competence, confidence, morale, trust, peace of mind, ownership, autonomy, commitment, and pride. Since the productivity of your employees is low, management top to bottom is obviously not providing high quality tangible and intangible support.
If you want to better understand the above, why it is true and how exactly to do it, contact me. I managed people for over 30 years and learned how to do the above to a very high standard and after that enjoyed huge gains in productivity, over 300% per person.
Best regards, Ben
Leadership Skills for Managers and Executives.
18th September 2014 From United States, Tampa
You are saying that productivity is low which means earlier it was high. If this is the fact then you have to find out what are the reasons which has reduced the productivity. based on the reasons you can root out them & motivate the work force for better productivity. Arrange training programme/cultural & sports activities/welfare activities etc. This will enhance your employees "Sense of Belongingness" this will help you for productivity. For fixing of productivity norms you may take help of Productivity Council. They conduct Time & Motion study for production norms. You can also fix production norms based on machine cycle time etc. Pl take effort for motivating the work force, this will help you.
20th September 2014 From India, Kolhapur
In practice the basic motivating element is money and without it no other motivating factors like birth day celebration or giving honours of employee of the week/month etc will become meaningless. I have found that if you link the rewards to productivity, you will be able to better the productivity. Linking rewards to productivity does not mean that entire salary should be made variable. A portion (it should be additional to start with) should be variable pay which will be paid based on achieving a pre determined target by each employee.
I certainly agree that productivity improvement plans should consider the other factors, like automation, handling or time and motion study, improvements in materials, packing methods etc.
23rd September 2014 From India, Kannur