MME80001 Resource Planning and Management Assignment 4 Sample

MME80001 RESOURCE PLANNING AND MANAGEMENT Assignment 4

Question 1 Assume that you are responsible for planning and managing resources in a large organisation in a project-based industry. You are required to prepare basic guidelines for: (a) Equipment Control Matrix (ECM) and Equipment Management Process Maturity Model (EMPM) for a set of key equipment; (b) Total Productive Maintenance (TPM) and obsolescence prevention for a costly equipment (e.g. Tunnel Boring Machine)

Question 2 Assuming that you are having a lead role in an organization that have numerous branches in Australia and the current market condition for the construction industry is very good as there are numerous large projects by many clients. Your organization has taken up several new projects and you are recruiting many new staff. But, recruitment and retention is great challenges in the current market. Provide your recommendation on any two of the following aspects:

(i)On the job training for new recruitments

(ii)Planning and managing manual handing site works with ageing workforce

(iii) Planning for job rotations with limited pool of professional workforce

Solution

Assume that you are responsible for planning and managing resources in a large organisation In a project-based industry. You are required to prepare basic guidelines for

a) Equipment Control Matrix (ECM) and Equipment Management Process Maturity Model (EMPM) for a set of key equipment

As the person responsible for managing resources in a project-based industry, it is essential to develop effective guidelines for Equipment Control Matrix (ECM) and Equipment Management Process Maturity Model (EMPM) to ensure the optimal utilization of crucial equipment.

The ECM is a tool for MBA assignment expert that helps effectively control and manage equipment. It provides a systematic way of tracking the use of equipment, including monitoring the maintenance, calibration, and repair of equipment. The matrix will contain a list of all the equipment and their current status, such as the location, condition, and utilization rate. It will also contain a list of authorized personnel who can access and use the equipment. The matrix will be updated regularly to ensure the information is current and accurate according to (Trierweiler et al., 2021) .

The EMPM is a model that helps organizations to evaluate the maturity of their equipment management processes. It provides a framework that allows organizations to identify the strengths and weaknesses in their equipment management processes and develop a roadmap to improve them. The model has five maturity levels, ranging from the initial level to the optimized level. The levels are:

- Initial Level: Equipment management processes are ad hoc and unstructured.

- Managed Level: Equipment management processes are defined and repeatable.

- Defined Level: Equipment management processes are documented and standardized.

- Quantitatively Managed Level: Equipment management processes are measured and controlled.

- Optimized Level: Equipment management processes are continuously improved and adapted.

- To implement ECM and EMPM for essential equipment, the following guidelines should be considered:

Develop an inventory of crucial equipment and establish a baseline for the ECM and EMPM processes.

- Identify the authorized personnel who can access and use the equipment.

- Develop a schedule for maintenance, calibration, and repair of the equipment.

- Implement regular equipment inspections to ensure compliance with established guidelines.

- Ensure that all relevant equipment data is recorded and tracked in the ECM and EMPM.

- Review and update the ECM and EMPM regularly to ensure they are current and relevant.

- By implementing these guidelines, organizations can effectively control and manage their equipment, identify areas of improvement, and develop a roadmap for continuous improvement of their equipment management processes.

b) Total Productive Maintenance (TPM) and obsolescence prevention for costly equipment ( e.g. Tunnel Boring Machine)

As a resource manager in a project-based industry, it is important to have guidelines for Total Productive Maintenance (TPM) and obsolescence prevention for costly equipment like a Tunnel Boring Machine (TBM). These guidelines will help ensure optimal equipment utilization and prevent unplanned downtime, which can be costly and disruptive to the project.

TPM is a maintenance strategy involving all employees' participation in the organization to achieve maximum productivity and equipment reliability according to (Agustiady and Cudney, 2018). The key objective of TPM is to maximize overall equipment effectiveness (OEE) by reducing equipment downtime, improving equipment performance, and reducing maintenance costs. The guidelines for TPM and obsolescence prevention for a TBM are:

- Develop a TPM plan: Develop a detailed plan for TPM activities for the TBM, including routine maintenance, planned maintenance, and emergency maintenance.

- Establish a maintenance schedule: Develop a maintenance schedule for the TBM to ensure it always operates at maximum efficiency. The schedule should include regular inspections, lubrication, and cleaning.

- Train personnel: Provide comprehensive training for personnel who operate and maintain the TBM to ensure that they are aware of the TPM activities and understand their roles and responsibilities.

- Use data to make informed decisions: Collect and analyze data on the TBM's performance to identify trends and opportunities for improvement. Use this data to
make informed decisions on maintenance and repair activities.

- Implement condition-based maintenance: Implement condition-based maintenance strategies, such as vibration analysis and oil analysis, to detect potential problems before they lead to unplanned downtime.

- Obsolescence prevention: Develop a plan to prevent the TBM from becoming obsolete by regularly upgrading its software and hardware components. This plan should include regular assessments of the TBM's technological capabilities and identifying areas that need improvement.

- Collaborate with the manufacturer: Collaborate with the manufacturer of the TBM to access their expertise and resources for maintenance and obsolescence prevention.

By following these guidelines, organizations can maximize the productivity and reliability of the TBM while minimizing maintenance costs and unplanned downtime. This will result in increased efficiency and cost savings for the project.

Assuming that you have a lead role in organizations that have numerous branches in Australia and the current market condition for the construction industry is very good as there are numerous large projects by many clients. Your organization has taken up several new projects, and you are recruiting many new staff. But recruitment and retention are great challenges in the current market. Provide your recommendation on the following aspects.

a) On-the-job training for new recruitment

As a lead role in an organization with numerous branches in Australia, it is essential to provide on-the-job training for new recruitment, especially in the current market conditions where recruitment and retention are significant challenges. On-the-job training is an effective way to provide practical experience and skill development to new employees while they work on real projects according to (Ozkeser,2019).

The following recommendations can be implemented:

- Develop a structured training plan: Develop a comprehensive training plan for recruits that includes a detailed outline of the skills and knowledge they need to acquire. The plan should also have a timeline for training and evaluations to track progress.

- Assign Mentors: Assign experienced mentors to work with recruits to guide and support them during their training period. Mentors can provide feedback and coaching, answer questions, and help recruits develop their skills and knowledge.

- Provide Hands-on Training: Provide opportunities for recruits to work on real projects and tasks. This will give them the practical experience they need to develop their skills and confidence.

- Use Technology: Use technology such as virtual reality and simulators to provide a safe and controlled environment for recruits to practice and develop their skills.

- Encourage Continuous Learning: Encourage recruits to continue learning by providing access to online courses and training programs. This will help them develop their skills and stay up to date with the latest trends and technologies in the industry.

- Evaluate Training Effectiveness: Regularly evaluate the effectiveness of on-the-job training to identify areas that need improvement. Use feedback from recruits, mentors, and supervisors to make necessary adjustments to the training program.

- Implementing these recommendations will help ensure that recruits receive adequate training and develop the necessary skills and knowledge to contribute to the organization's success. This will also help with retention, as recruits will feel valued and supported, leading to higher job satisfaction and a lower likelihood of turnover.

b) Planning for Job Rotation with Limited Tools of a Professional Workforce

As a lead role in an organization with numerous branches in Australia, it is essential to plan for job rotation, especially in the current market conditions where recruitment and retention are significant challenges. Job rotation is an effective way to provide professional development opportunities to employees, improve job satisfaction, and retain talent within the organization. However, this can be challenging when a limited pool of skilled workforce is available for rotation according to (Van Wyk et al., 2018).

The following recommendations can be implemented for effective planning for job rotation with limited tools of the professional workforce:

- Identify Critical Skills: Identify the skills required for each position and identify employees with those skills. This will help to determine the potential for job rotation and which employees are best suited for the job.

- Create a Job rotation plan: Create a detailed plan for job rotation that outlines the goals, objectives, and timelines for each rotation. The plan should also include the roles and responsibilities of each employee during the rotation.

- Cross-Train Employees: Cross-train employees in different areas of the organization to build a pool of versatile employees who can take on different roles as needed.

- Technology: Use technology to enable remote working and virtual teams, which can help expand the pool of employees available for job rotation.

- Offer Incentives: Offer bonuses or professional development opportunities to employees who participate in job rotation. This will help to motivate employees and increase their willingness to participate in job rotation.

- Provide Training and Support: Provide training and support to employees who participate in job rotation to ensure they have the necessary skills and knowledge to perform their new role effectively.

- Evaluate Effectiveness: Regularly evaluate the effectiveness of the job rotation program to identify areas that need improvement. Use feedback from employees and managers to make necessary adjustments to the program.

Implementing these recommendations will help ensure effective planning for job rotation with limited tools of the professional workforce. It will also help to improve employee engagement, retention, and professional development opportunities, leading to increased job satisfaction and better outcomes for the organization.

References

Agustiady, T.K. and Cudney, E.A., 2018. Total productive maintenance. Total Quality Management & Business Excellence, pp.1-8.
Ozkeser, B., 2019. Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, pp.802-810.

Trierweiler, M. and Bauernhansl, T., 2021. Reconfiguration of Production Equipment of Matrix Manufacturing Systems. In Advances in automotive production technology–theory and application: Stuttgart Conference on Automotive Production (SCAP2020) (pp. 20-27). Springer Berlin Heidelberg.

Van Wyk, A.E., Swarts, I. and Mukonza, C., 2018. The influence of the implementation of job rotation on employees’ perceived job satisfaction. International Journal of Business and Management, 13(11), pp.89-101.