Category Archives: Work Performance Measurement

A Game of Inches

A Game of Inches To sustain growth, UPS executives are looking for new efficiencies. For example. the: are seeking to make work standards for truck mechanics more exact. And at UPS’s Parsippany, New Jersey, package sorting hub, I of more than 100 that the company operates. officials are making the most of space by parking delivery trucks just five inch-s apart. But productivity has its price. New York City sa

Burgeoning Competition

Burgeoning Competition If the competition intensifies, productivity improvements will be at the heart of UPS”s counterattack. Indeed, UPS long has used efficiency to overcome rivals. Founded in Seattle in 1907 as a messenger service, UPS over the years won parcel deliveries from department stores and captured package business once handJed by the U.S. Postal Service because of its lower rates and superior serv

New Competition

New Competition Those techniques are about to he tested. Long engaged in a the: L.S. Postal Service. UPS recently has charged into overnight deli. er} against Federal Express Corporation, Purolator Courier, Airborne Freight, Emery Air Freight, and others. What’ more. it now is being challenged on its own turf by Roadway Services Inc., which in the early 1990s started a parcel delivery company called Roadway

Getting Up to Speed

Getting Up to Speed At UPS, more than 1,000 industrial engineers use time studies to set standards for a myriad of closely supervised tasks. Drivers are instructed to walk to a customer’s door at the brisk pace of three feet per second and to knock first lest seconds be lost searching for the doorbell. Supervisors then ride with the “least best drivers” until they learn to finish on time. “I

Up to Speed: United Parcel Service Gets Deliveries Done by Driving Its Workers.

Up to Speed: United Parcel Service Gets Deliveries Done by Driving Its Workers. Grabbing a package under his arm. Joseph Policy, a driver for United Parcel Service (UPS), bounds from his brown delivery truck and toward an office building here. A few paces behind him, Marjorie Cusack, a UPS industrial engineer, clutches a digital timer. Her eyes fixed on Mr. Polise, she counts his steps and times his contact with cu

Review and Discussion Questions

Review and Discussion Questions 1. Why are work measurement and time study activities still necessary today? 2. How do the latest approaches for determining time standards, as shown in the UMMI example, fit with the concepts of worker empowerment and team work? 3. What are the major differences between work measurement and work sampling? What are the objectives in each case? 4. Is there aJ}inconsistency when a comp

Conclusion

Conclusion Most readers of this book will encounter questions of work methods and measurement in the service sector. It appears that in services, as well as in manufacturing, the new performance metric will be speed, achieved through improved work methods and teamwork, Service- Master, for example, has been able to dominate the institutional custodial business (hospitals, schools, and offices) by applying fast cle

Organizational Plans

Organizational Plans Profit sharing and gain sharing are the major types of organizarionw.dc plans is simply distributing a percentage of corporate profits across the workforce. In “I’? United States, at least one-third of all organizations have profit sharing. Japan. companies give profit-based bonuses twice a year to all employees. Such bonuses may go from as high as 50 percent of salaries in good yea

Individual or Small-Group Incentive Plans

Individual or Small-Group Incentive Plans Individual and work-group plans traditionally have rewarded performance b~ U51f.; output (often defined by piece rates) and quality measures. Quality is accounted for b~ a quality adjustment factor. say percent of rework (e.g .. Incentive pay = Total output x [I -. Percent deduction for rework].’ In recent years skill development has also been raw  called pay for kno

Financial Incentive Plans

Financial Incentive Plans The third piece of the job design equation is the paycheck. In this section we briefly review common methods for setting financial incentives. Basic Compensation Systems The primary films of basic compensation are hourly pay. straight salary. piece r te. and commissions. The first two are based on time spent on the job. with individual performance ultimately rewarded by an increase in the