Production Planning & Quality Management- MGMT430 - 1401A 01 Unit 3 Essay

Production Planning & Quality Management- MGMT430 - 1401A 01 Unit 3 - Essay Example 1-55). Therefore, the lesser defects, the higher the quality. Cost is a crucial metric of production in terms of considering that costs of materials and labor would be an input to the unit price of the products being offered. Thus, the lower the costs of the materials and labor, the lower the unit price that the organization could peg to the consumers. This cost component would be instrumental in the pricing strategy that would be designed to ensure competitive advantage within the specialty memory chip market. Timeliness was described as â€Å"whether a unit of work was done on time† (Section 1: Development Process, n.d., p. 1-55). This metric measures the ability of the organization to produce in the most limited number of time and within the stipulated delivery period. Since there is a noted pre-order of as much as 10 million units of a new cellular phone memory chip, the time element is crucial to ensure that these parts are delivered within the given time frame. Currently, flexibility is a metric that needs evaluation and focus. With the identified six key products and 24 distinct products, customers who might require specialized parts that cater to their distinct needs and requirements. Thus, there is a need to evaluate standardization of products produced using similar machines; or producing more varied products with standardized machines. Productivity is actually defined as â€Å"the amount of a resource used to produce a unit of work† (Section 1: Development Process, n.d., p. 1-55). This is an important metric since it defines the number of output produced using the amount of inputs (raw materials and labor). The organization’s productivity would therefore be measured according to how efficiently the resources are used to produce the needed products. Efficiency is deemed an important metric of production since it ensures that a task (production) is undertaken with the minimum use of resources but that which optimized the outcome. It

Developing and Managing Performance (Organisation Essay

Developing and Managing Performance (Organisation - Essay Example In order to enhance performance, it will be essential to develop a reward system whereby the best performing individuals will be rewarding, thus promoting competency in their undertakings. (Chartered Institute of Personnel and Development, 2012, p.1). The senior management team will also undergo extensive training on various management perspectives, which will ensure that they will guide their juniors appropriately. This will be implanted in line with the current technological developments to ensure that efficiency is enhanced, which would consequently improve the overall performance of the company. 6 Strategies to Implement 6 Reward System 8 Challenges and How to Overcome Them 8 Conclusion and Recommendations 10 Developing and Managing Performance in an Organisation Executive Summary This report contains a detailed and comprehensive analysis of the different challenges faced when implementing and developing performance management and reward strategy. It puts forward the Bath model e laborating on how it can be used for performance management; moreover, a reward strategy has also been put in place with its significance being indicated. Significantly, the report starts by evaluating the challenges that are known to initiate from implementation, since this is known to be the basis of all the other problems, and proposed a number of ways that they can be countered so as to ensure that the strategic plan goes through to the end without any difficulties altogether. Introduction Over the years, there has been a lot of attention given to performance management and development with the demand for thorough information being actually intensified with the economic downfall. Human resources specialists have toiled to make sure that they keenly evaluate performance between relevant and fair measures putting most of their focus and efforts on essential aspects of any business. Essentially, the different efforts have circled around making sure that the processes are similar in nature with the requirements of a changing breed of line manager, and stream line the systems that are paper based and facilitate admittance through media. Nonetheless, most of the human resource strategies that have been implemented in the past are also focused on ensuring that managing the performance delivers in an environment where the evolution of numbers and effect on organisational brand and innovation is based on the ways of the business success. Concurrently, the report focuses on evaluating the challenges an organisation may incur when putting into place a performance and reward strategy using knowledge from the results of past case studies and theories from different specialists on the field, but mostly on human resources. Currently, the nature of work is altering with diverse organisations and corporations operating in more of a specialized network that is also flexible and natural; basically, the frequency of strategic partnering arrangements between organisations incr easing the need for management relationships to be managed beyond the organisation and hence further work is required. On the other hand, reward systems are also a critical part of any organisations design and how well they are compatible with the rest of the systems has an equal effect on to what extent they will be