New HR Role Challenge: How Can I Boost Production Rates Effectively?

Dear Fellow HR Practitioner,

I am pleased to inform you that I have recently transitioned to a new and challenging role in HR. In this position, I am tasked with increasing the rate of production. I am seeking suggestions and assistance on how to achieve this goal. What are the basic tools or elements that I need to be aware of in order to succeed?

I kindly request that you share your valuable insights, notes, and materials with me on this matter.

Regards,
S.M.A Robin

Dear SMA Robin,

If you want to increase production, mere knowledge of HR is not sufficient. You may go through the concepts of Production Management. Production is part of the supply chain. Therefore, you need to understand your complete supply chain as well.

Ok...

Dinesh Divekar

Dear Robin, learn the business very well, understand how the current production is functioning, and spend a good amount of time learning and understanding the production process. Walk and talk on the production floor with the workers for a few days. Then, understand the current incentive scheme, who the workers are, how they are currently compensated, and what factors motivate the workers.

In one of my companies, we were able to reach optimum production targets in just 12 months. We motivated the workers by setting small targets initially. Once they achieved those targets, we set slightly higher ones. Progressively, we were able to set even higher targets, which had previously been achieved in the same factory in Malaysia and Spain.

Wish you good luck.

Regards, Dolphy Goveas Jakarta, Indonesia

It is rarely the case that HR would be assigned the task of increasing production rates due to the limited knowledge this function usually has of the business itself. I agree with the suggestions above—you need to get familiar with the business to understand its workflows.

I would suggest having regular meetings with the managers of the respective groups to discuss current issues. It is possible that productivity is low due to technical issues with software or machines that are causing delays in employees' delivery, or due to difficult relationships with a vendor. To sum up, it may be due to reasons outside the control of the employees.

If this is not the case, you can delve into the issues as recognized by the management or the workers themselves. It is always a good idea to listen to what they have to say. And, of course, make sure all employees take their respective time off. This always increases productivity, and you don't have to worry about paying off these days or having someone out of the office for a month just before the end of the year.

I hope this helps.

Dear Robin, your organization is highly laudable for recognizing that HR contributes to increasing productivity, dispelling the theory that HRM is merely a staff function confined to the sidelines.

Regarding your inquiry about the role of HRM in boosting productivity

HR must take the lead in enhancing employee motivation and morale. The specific tools and techniques to achieve this will vary based on the organizational diagnosis. Without a thorough understanding of the details, it would be inappropriate to suggest any particular measures. However, one crucial step for HR is to develop a suitable Incentive Scheme for the unit.

Thank you.

Make some training programs for the production area, such as process flow for machines, maintenance, etc., and train the employees.

Hello Everyone!

Motion Study could be an effective tool for increasing productivity.

Thank you.

Regards,

A K M Abidur Rahman
Bangladesh

Dear all,

In my opinion, HR does not need to handle the production rate. It is the responsibility of the Production Manager. HR's suggestions are required to reduce the rate of attrition due to the absence or insufficiency of welfare activities, which affects the production rate.

Thank you.

Dear Mr. Robin,

From an HR point of view, we have several opportunities to increase productivity both directly and indirectly. These opportunities include:

1. Eliminating absenteeism or reducing absenteeism.
2. Identifying employees' skill gaps and fulfilling those gaps.
3. Enhancing training effectiveness with new concepts such as identifying and solving production defects, among others.

These activities will certainly support productivity.

Hariprasath,
Executive Director - Human Resources.

Understanding the Role of Production in an Organization

First, we [HR] must understand the role of Production in the respective organization. Then, the role of the Production Manager, etc., as mentioned above, is a supply chain and interlinked with various departments and factors. For your knowledge, below are some known factors of Production management.

Responsibilities of a Production Manager

The production manager forms a very important and defining part of the organizational structure of an engineering company. The responsibilities of a production manager can be summarized as follows:

1) Forecasting the requirements of production to achieve the production target.

2) Making the most efficient utilization of the available resources for production.

3) Minimizing 'throughput time' and 'work in process inventory.' This can be achieved by systematic production planning and very efficient execution of the plans.

4) One of the most important responsibilities of a production manager is reducing material handling costs, generally achieved by using an efficient material handling system and plant layouts developed properly.

5) Reducing quality costs through the analysis of non-conformances on a periodic basis and by following suitable actions (both corrective and preventive).

6) Building team spirit among the workers and motivating them through personal involvement. This motivation can also be achieved by designing and implementing suitable financial incentive schemes.

7) Devising accurate methodologies involving method studies of manufacturing, along with other engineering economic principles.

8) Continuously improving the productivity level of workers through training and by using performance standards derived from work measurement studies, etc.

Regards,
Dr. PBS KUMAR

Dear Robin,

In addition to the above suggestions, you can consider some more options as listed below. However, it is advisable to seek assistance from production personnel before implementing these changes:

1. Utilize on-the-spot rewards.
2. Provide monetary rewards for individuals and teams that achieve higher output.
3. Establish a Quality Control (QC) team for process improvement.
4. Gain an understanding of "Throughput" in the process by involving production staff. I recommend reading the book "The Goal" to enhance your understanding of this concept.

Thank you.