Improving Process

Monday, January 25, 2010
Improving with standards
  • Standard work in the factory is similar to the music score for each musician
  • In our factories standard work is a tool to achieve maximum performance with minimum waste

Objectives in setting standards
  • Reduce variability, increase predictability
  • Enhance repeatability, confidence, consistency
  • Clarify procedures
  • Ease of communication
  • Ease of troubleshooting
  • Set good discipline
  • Develp awareness
  • Provide basis for improvement
  • Provide mechanism to expose problems
  • Provide base for education and training
  • Measure baseline
  • Eliminate rework, rejects, safety, product liability problems, etc.

Example of standards
  • Yellow lines on the floor
  • Color coding
  • Last piece of production left on top of die
  • Production control board
  • Line stop procedure
  • Level of minimum and maximum inventory
  • Andon light with displayed explanation
  • Checklist, e.g., machine maintenance, safety, shift change, etc.
  • SOP (standard operating procedure)
  • Quality control process table
  • Cross-training matrix
  • Sample board
  • QCDSM scoreboard
  • Education procedure
  • Improvement board

Key criteria of Standard Operating Procedures
In order for each individual to utilize SOP well, several key criteria must be met:
  • SOP focuses on operator's movement
  • SOP applies to repetitive operation (whether once a minute of once a month)
  • SOP is created on the shop floor
  • SOP is developed by operators where possible
  • SOP is to be improved/modified continuously

Standard operating procedures - SOP : the benefits:
  • Ease of training
  • Enhanced confidence
  • Ease of trouble shooting
  • Enhanced repeatability, consistency, etc.
  • Preservation of know-how
  • There is only one method the best and the safest
  • Variations control
  • Routine procesures
  • ISO-9000 certificate

Standard operating procedure - Steps of developing SOP's
  1. Write major tasks
  2. Breakdown into detailed instructions
  3. Write main steps by identifying the main action
  4. Write key checkpoints by identifying key specification
  5. Summarize 3. and 4. on SOP by: - trying instruction - verbalizing - agreeing on instruction

Standard operating procedure considerations
  • SOP should be displayed where the action is, not in the drawer of the engineer's desk
  • By comparing prescribed work to actual work, we can expose problems to be resolved. Differences indicate that there are problems such as waste, unevenness, or overburden of work. another way to state this is : Problem = Planned Performance - Actual performance
  • SOP is like a mirror in which we see ourselves. If there are no changes in SOP for a long time, then, it means no improvement has been made.
  • SOP should be used to train employees.
  • When there problems in the areas of QCDSM, SOP may be reviewed to address the real cause of the problem.
In other words, after checking the difference between target and actual performance in QCDSM , we should go back to SOP to correct the problem.


Standard operating procedures - Typical Problems of Using SOP
  • We do not pay attention to specifications
  • We do not read instruction carefully
  • Inspection manual is not clear
  • Specification is missing on the print
  • Engineering drawing is separate from written instruction
  • Too many papers
  • We are not familiar with parts
  • We assume if it fits together, it should be OK
  • We depend too much on pictures, and don't read instructions
  • Subject to different interpretations

Checklist for standardization
  • Who is involved in making stnadards?
    • operators who finally perform the work
    • team representatives
    • engineers (design, manufacturing)
    • supervisors from the tram or from the upstream or downstream processes
  • Are the skills of operators taken into account?
    • are they able to read and write
    • do they understand the language
    • are they experienced in the job
  • Are the standard being set up before new models enter production (pilots)
  • Is there an integrated system that describes standard proceedings?
    • Standard Operating Sheets
    • detailed job descriptions from the engineers
  • Is there a notification of standards, speaking of
    • quality
    • costs (i.e. stock, work-in-process)
    • productivity
    • safety
  • Are the descriptions of standards sufficiently detailed?
  • Is there any use of:
    • graphs
    • drawings
    • pictures
    • figures
    • examples
    • attention items
  • Are the described standards practically applicable?
  • Do the standards notify possible diversions, and which measures have to be taken in case of occurrence?
  • Is there a note on the demanded skills to execute the standard?
  • Are there countermeasures formulated for problems that have occurred in the past?
  • Do the standards describe the do's and dont's to avoid failure, scrap or unsafe situations?
  • Are former experiences and data used to set up the standards?
  • Are the standard measuring units (working hours, materials) clearly explained?
  • Are these standard units quantitied?
  • Are these standard units measurable?
  • Are the responsibilities and liabilities clearly formulated?
  • Is there no incompatibility with other standards?
  • Is the data colection also standardized?
  • Is the interaction between the different processes also standardized?
    • transport
    • material stock
    • line supply
    • stock levels
    • measuring systems (times, quality)
    • quality contral
Read more >>

Performance Indicators

A systematic tool to foster 'continuous improvement'
If we want to survive we have to :
  • react quickly to changing customer demands
  • improve continuously the quality of products
  • improve continuously the delivery of products
  • reduce the costs

Observations on shop floor:
  1. Find performance indicators (e.g. one group looking for Quality indicators, another group looking for Logistic indicators, third group looking for Process Oriented indecators)
  2. How are they visualized?
  3. Who are using it?
  4. Who is/are owner(s)?
  5. What is the status?
  6. What is the goal?
  7. What is your conclusion?
Requirements for Performance Indicators
  • The goals of the organization are clear, to the supplier as well as to the customer
  • All users accept the P.I.'s as measures
  • The P.I.'s yield insight into the state of affairs
  • The P.I.'s derived from quantities that can be influenced, or controlled, by the user, alone or in cooperation with others
  • Supplier and customer, both users of a P.I. in their own right, agree that given P.I.'s indeed are relevant for customer satisfaction

Technical conditions for meaningful use of Performance Indicators
Good P.I.'s are available on time, with the frequency agreed upon.
P.I.'s have to be consistent, which means that they maintain their significance as time goes on.
If possible P.I.'s have to derived from already existing data.

Setting up a scoreboard : Defining the games we play
Measure the progress in relation to QCDSM

Implementation and use
Performance Indicators are no goal, but a means to an end.
Implementation is sensible only if the organization has decided to go for 'continuous improvement'.

Conclusions Performance Indicators
  1. P.I.'s should be well-defined, simple, understnadable and available promptly to their users.
  2. The presentation of P.I.'s should be accompanied by an indication of the target to be achieved.
  3. Targets have to be challenging but realistic.
  4. Upon reaching a target, a new target (more difficult and challenging should be set).
  5. P.I.'s should be relevant, i.e. referring to affairs or parameters that are controllable by the recipient of the P.I.
  6. 'Supplier' and 'consumer' of the P.I.'s should agree on their relevance and meaning. Preferably, they select the P.I.'s to be used in close cooperation.
  7. When implementing P.I.'s, an organization should concentrate on a limited number (say, between five and ten) of the most important indicators.
  8. P.I.'s have to be used in combination with each other so as cover all relevant aspects of activity, product or service.
    Read more >>

    Glass Wall Management

    Saturday, January 23, 2010
    Even a stranger should understand our shopfloor activities

    Glass Wall Management :
    • it is consciousness-driven
    • everything is above board
    • progress is shared
    • a free market system is practiced within the company
    Score boards : how are we doing?

    Posting company-wide activities on the wass
    1. Progress of company
    2. Awards
    • Department of the Month
    • Housekeeping of the Month
    • Improvement of the Month
    • Suggestion Award
    • Perfact Attendance Award
    • Safety Longevity Award
    • Supervisor of the Month
    • Employee of the Month
    3. Improvement   activities and performance scoreboard
    • Committee Members
    • Number of Suggestions
    • Presentation Schedule
    • Suggestions by Department (before...after)
    • QCDSM(quality, cost, delivery, safety,morale) Measurement
    • Safety Clock (# days without accident...)
    • Profit Sharing(if available)
    • Suggestion Box
    4. Recent presentations
    Presentation Material(by team)
    • Improvement(before...after : Benefit)
    • Housekeeping
    • Quality (QC Story, Fish Bone, Poka-Yoke)
    • Safety (before...after)
    5.  Status of team projects
    Status of Team Project (with Team's picture
    • Team A : Process, Minutes
    • Team B : Missions, theme, Objectives, Members
    • Team C : Quality Chart, Before...After
    • Team D : PDCA, Fish Bone
    • Team E : Team, Member, Awards
    6.  General information and picture of the shop floor
    • Pictures from the Shop Floor (with comments)
    • General Communication e.g., Company Picnic Announcement
    • Education/Training Schedule (SPC, Kanban, TPM, 7QC)
    Read more >>

    PDCA

    PDCA = Plan - Do - Check - Action

    Plan (Investigate, Set goals, Draw up actionplan)
    • Location-plan
    • Communication-plan
    • Plan of means
    • Training-plan
    • Role and assignment-plan
    5 W's = What? - Who? - When? - Where? - Why?
    2 H's = How? - How many?

    Do (Execute action plan)
    • Execute location-plan
    • Execute communication-plan
    • Execute plan of means
    • Execute training-plan
    • Execute role-or assignment-plan

    Check
    • Check execute with checklists
    • Communicate results
    • Result OK : execute plan
    • Result not OK : analyze problem and adapt plan

    Action
    • Develop counter measures if required
    • Develop standards
    • Adjust base-plan
    Read more >>

    Kaizen

    Kai = change
    Zen = for the better


    What about Kaizen
    • Customer orientation
    • TQC (total quality control)
    • Robotics
    • QC circles
    • suggestion system
    • Automation
    • Discipline in the workplace
    • TPM (total productive maintenance)
    • Kanban
    • Quality improvement
    • Just-in-time
    • Zero defects
    • Small-group activities
    • Cooperative labor-management relations
    • Productivity improvement
    • New-product development

    A comparison of innovation and kaizen
    Innovation
    Kaizen
    Creativity
    Individualism
    Specialist-oriented
    Attention to great leaps
    Technology-oriented
    Information: close, proprietary
    Functional (specialist) orientation
    Seek new technology
    Line + staff
    Limited feedback
    Adaptability
    Teamwork (systems approach)
    Generalist-oriented
    Attention to details
    People-oriented
    Information: open, shared
    Cross-functional oriedtation
    Build on existing technology
    Cross-functional organzation
    Comprehensive feedback
    Read more >>

    Waste

    Friday, January 22, 2010
    Elimination of Waste
    How to come to continuous imprvement?

    Added Value or Added Cost?
    Employees have both added value activities and added cost activities

    Examples of Waste
    • Material handling
    • Yield losses
    • Long change-overs
    • Inspection
    • Waiting time
    • Reword
    • Machine breakdowns
    • Paperwork
    • Unnecessary used space
    • Inventory
    • Non-running bottlenecks

    The nine wastes
    1. Waste from overproduction
    2. Waste of waiting time
    3. Transportation waste
    4. Processing waste
    5. Inventory waste
    6. Waste of motion
    7. Waste from product defects
    8. Waste of not using people's talents
    9. Sometimes even waste of information

    Groups of Waste
    1. Waste of Material (Scrap)
    2. Waste of Labor (Non-Value adding Activities)
    3. Waste of Capital (Inventory - Loss of Capacity - Space)

    Waste : four questions
    1. Wat are you doing to reduce waste?
    2. How much time do you spend on reducing waste?
    3. Do you know how much waste can be eliminated?
    4. Do you really know how much waste there is?

    Barriers to Waste Elimination
    We have our efficiency targets, but:
    1. Who is setting the efficiency targets?
    2. Who is producing the improvement plans?
    3. Does the shop floor own the targets and the plans?

    Waste reduction is : removing Non-Value-Adding Activities
    Cost reduction program is likewise, but then analysts must calculate monetary saving which adds costs, not value.

    Who to eliminate waste
    Waste is everywhere, so Elimination of Waste is everyone's business
    Waste should be eliminated through Continuour Improvement

    Waste Elimination Effort
    • 20& Knowing the Techniques
    • 80% Using the Techniques and the motivation of People

    Personal Journal on Waste
    • Temporary storage
    • Carrying heavy workpiece
    • Counting the number of parts
    • Keypunching the inventory count into the computer
    • Watching the maching run
    • Transferring parts over a long distance
    • Overproduction and double handling
    • Accumulating inventories
    • Machine breakdown
    • Waiting for material to work on
    • Looking for tools
    • rework
    • Defects
    • Parts shortage
    Read more >>

    The Heart of Learning

    Thursday, January 21, 2010
    Course Focus
    • Shared vision of Manufacturing Excellence
    • Customer Orientation
    • Measurement
    • Ownership by people
    • Peoblem solving at the source
    • Self-management
    Manuf.Mgt./Shop Floor Mgt. ---> Supplier ---> Control and Improvement ---> Customer

    What can you expect from this course?
    This course is:
    • to discuss basic concepts and principles but in relation with our own problems and activities
    • to start to recognize the obstacles within ourselves and out organizations that constrain us of becoming world class competitors
    • to practice the application of the "Heart of Learning" for industrial activities

    The course is not:
    • just conveying basic concepts and principles
    • giving answers on questions others have asked
    • just another problam for manufacturing improvemnet

    Creating the Learning Manufacturing Organization
    Theory & Choice ---> Act & Test ---> Reflect & Generalize ---> discovery & Question ---> Theory & Choice

    Additional to be used at your discretion - Customer Satisfaction

    Customer Orientation
    • quality
    • reliability
    • satisfying customers needs
    • flexbility
    • price
    • services

    Key Drivers
    • reduction of variation
    • reduction of uncertainty
    • meeting targets
    • involvement of poeple

    Main parts program
    • chain of processes
    • elimination of waste
    • standardization
    • gap analysis
    • problem solving
    • people empowerment
    • stimulation
    • motivation
    Read more >>

    On Manageing Change

    Revitalize the human side of manufacturing
    1. Establish a clear and broadly understood link between business problems and the need for change in manufacturing
    2. Change organizational roles, responsibilities, and relationships by means of ad hoc organizational mechanisms. These should be aimed at improving effectiveness and financial performance
    3. Successful adaptation depends on the degree of coordination, commitment, and competence.

    Change Management should capitalize on the power of social context to change individual behavior
    target for renewal : individual level -----> target for renewal : interaction level of roles, responsibilities and relationships
    Read more >>

    Managing Manufacturing

    Adaptive organizations tune the Organization Characteristics continuously

    Vision & Strategy
    • customer first
    • value people
    • quality
    • premium return
    • entrepreneurial behavior
    • the process way
     Structure & Functions
    • production
    • purchasing
    • product development
    • focused cells
    • workplace organization
    • layout
    Culture & People
    • shared vision
    • ownership by people
    • problem solving at the source
    • self-management
    • skills
    • personal growth
    Systems & Methods
    • process mapping
    • control systems
    • finance
    • measurements
    • logistics
    • problem solving

    Not tuning the Organization Characteristics properly results in slack in time, costs and inventories in the total chain

    supplier ----- THE SYSTEM ----- customer

    Clues :
    • extensive information exchange
    • data redundancy and rekeying
    • arbitrary fragmentation of a natural process
    • many exceptions and special cases
    • inventory and buffers
    • high ratio of contral to value-adding
    • rework and iteration
    • waste
    • high turnover of people
    • high level of absenteeism

    Manufacturing should play a key role
    1. Internally Neutral - Make the stuff "get it in, get it through, get it out"
    2. Externally Neutral - Meet the standards - Copy competitors
    3. Internally Supportive - Manufacturing tuned to specific competitive strategy
    4. Externally Supportive - Manufacturing is playing key role in whole company - World class
    5. Internally/externally innovative - Leading edge - Breaking old rules - Creating new rules in the industry

    You belong in Stage 1 or 2 if these Characteristics apply to your orgaization
    • "Command and Coltrol" mentality
    • Organization is considered a collection of specialists who operate within fairly narrow job descriptions
    • Sevior management makes major resource allocation decisions (with help of staff and external experts)
    • Role of line managers is simply to operate the resulting configuration of facilities, systems and personel
    • Values specialists, missing capabilities are bought outside
    • Management's primary task is orderly assimilation, exploitation, and coordination of separate sources of experise
    • Organization is hierarchical, primary relationships between people are vertical

    You belong in Stage 3 or 4 if these Characteristics apply to your organization
    • Workers and managers are so skilled and effective that other complnies are continually seeking to attract them
    • Equipment suppliers are continually seeking one's advice
    • Being more nimble than one's competitors in responding to market shifts or pricing changes, and in getting new products into the market faster than they can
    • Intertwining the design of a new product closely with the design of its manufacturing process; competitors can only "reverse engineer" with major retooling and redesign expenses
    • Continually improving facilities, support systems, and skills that were considered to be "optimal" or "state of art" when first introduced, so that they increasingly surpass their initial capabilities
    • Horizontal relationships throughout the company
    • Vendor management coupled with production scheduling and quality management
    • Great emphasis on R&D decisions, experimentation, training, building general organization capabilities

    How can we create and maintain a Stage 4 organization?
    Look around "Vision & Strategy" - Environment - Structure, Functions, Systems, Methods - People & Culture

    The Journey starts with re-framing your activities : The Process Way


    A tightly coupled process of subsystems
    Reduction of Cycle time:
    • processes that create value
    • no fragmentation of work
    • one process owner
    • processes have multiply versions
    • checks and controls are reduced

    Rigid execution of the process
    Elimination of Waste and Variations:
    • market based cycle time
    • only added-value work
    • fast feedback
    • simplicity in product design and materials and information flows
    • disciplined housekeeping
    • standardize
    • improve process capability

    Developing a progressive, people oriented organization
    maximize the potential of the people;
    • mini company
    • trainng
    • glass wall management
    • self management
    • develop clarity of vision (core values)
    • develop customer orientation
    • promote involvement of everybody
    • increase problem-solving capability
    • provide adequate leadership
    • clarify the management support system

    Three Engines of Change towards Manufacturing Excellence
    • The Process Way Cycle time reduction of business
    • The Quality Way Elimination of Waste and Variations Improvement of product yield reliability
    • The People Way maximize the potential of people

    Standardize and Improve;Cycles of improvement
    Manufacturing Strategy
    • maintain standards/ways of working
    • improve process/ways of working
    *Rigid flexibility


    Performance Measurements

    • Shop Floor Mgt. incremental improvements and control (quality, delivery, cycle time, waste)
    • Manufact. Mgt. redesign business process renewal (flexibility, customer satisfaction, productivity)
    • Industrial Mgt. rethink strategy (market, financial)

    Journey towards Manufacturing Excellence
    • Managerial Technology concepts/methods/tools/techniques
    • Human Resources skills
    Read more >>

    Business & Environment

    External Developments
    • govermental policies
    • technology changes rapidly
    • environmental concerns
    • changes in relationships with customers and suppliers
    • shifts in industrial zones
    • completition intensifies
    • customers take charge

    And About Internal Changes
    • change becomes faster with ever increasing requirements
    • change becomes more complex
    • the degree of change in changing

    External Development put a lot of strain on the Performance

    Performance criteria ----- requirement -----> External Developments
    | effectivity
    | efficiency
    | flexibility
    | innovation
    | quality
    *according to external effect

    Coping with:
    - uncertainty
    - variations
    - ambiguity
    - shorter response times
    - improved quality and reliability levels


    Coping successfully with External Developments depends on Organizational Characteristics

    External Developments
    |
    --------------------------------------------
    Requirements|                                                                   |Adaptability
    Performance criteria --- Degree of success--- Organizational characteristics
    vision and strategy -
    structure and functions -
    people and culture -
    systems and method -

    How adaptive and successful is your organization?
    Is your speed in performance improvement on the leading edge or is your rate of improvement flat?
    Read more >>