Utilization analysis

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The workload analysis in work studies is a procedure for requirements analysis and serves to compare the degree of time taken and workload of employees at different workplaces .

General

The utilization analysis can, for example, have the purpose of checking the possibility of introducing job rotation or even group work . Other purposes can be to improve the deployment of personnel , and in general to reduce waiting times and idle times .

The analysis serves primarily as a decision-making aid and is intended to show the requirement structures at the various workplaces. In principle, it should be checked whether it is possible to balance the workload (see also: work structuring ). Furthermore, it can be assessed whether the full deployment of staff is necessary at the checked workstations.

procedure

Course of the utilization analysis

The utilization analysis is carried out in seven steps (picture):

  1. Proof of representation,
  2. Structure of the recording time with data collection,
  3. Stress study,
  4. Requirement structure,
  5. Description of the work situation,
  6. Design and
  7. Verification.

Insofar as work is carried out in alternating shifts at the workplaces where different stresses for employees are to be expected in the early, late or night shift depending on the type of shift, individual analyzes must be carried out in the respective shifts.

execution

In an introductory working group meeting at the

the procedure for the investigation will be discussed.

Proof of representation

Proof of representation serves to prove the validity of the examinations, i.e. it must be ensured that “normal” conditions prevail. For example, the staff must be complete, the production program must not have any unusual requirements, there must be no lack of orders, etc.

The first step of a proof of representation is to check whether the investigation periods do not differ due to seasonal influences (seasonal operations ) and economic influences. In addition, no technical changes or organizational / personnel changes may take place at the workplaces to be examined between the periods.

The lowest seasonal influences can be found in the months of November, February and March.

Another possibility of proof of representation consists in the implementation of time breakdowns based on individual activities. For this purpose, activity profiles are created for the workplaces to be examined and, if possible, compared with activity profiles from earlier examinations and checked for validity.

The proof of representation should include

  • the place of work,
  • the quantity-related performance,
  • the mass-related performance,
  • the means of transport,
  • the layer,
  • the time or
  • The customers.

Structure of the recording time with data collection

Example distribution of tasks at two workplaces

A detailed breakdown of the recording time is drawn up for each workplace examined. In this time framework, all work tasks are listed with the corresponding time share.

By structuring the recording times, the time shares of activities at the workplaces can be specified and activity categories can be identified. In addition, activity profiles can be created for the individual workplaces to make it easier to compare them.

The time proportions and the times of the activities can be determined with the help of time studies or multi- moment studies . A diagram showing the distribution of activities can show relationships and provide information on workplaces that can be folded together. A diagram is shown as an example in the picture.

Evaluation of the requirement structure

Requirements structure as a requirement profile

The structure of requirements at the various workplaces is determined by summarizing the activity elements according to the types of requirements that are based on stress characteristics. Requirements profiles should also be drawn up here. A requirement profile could graphically look like the one shown in the picture.

Evaluation of the load structure

A load study is carried out for each workstation to record the actual load as a function of the activities. The types of exposure are determined on three levels:

  1. physical strain (ergonomic features),
  2. psychological stress (psychosocial characteristics) and
  3. Necessity of activities.

The loads on the first two levels can be determined using suitable methods of requirements analysis . On the third level, the loads within the activity categories are checked in order to classify the activity categories into

  • necessary,
  • not necessary and
  • necessary but automatable

To enable activities so that the allocation of suitable time shares later facilitates the formation of holistic tasks.

The stress studies can be used to find various options for stress compensation ( work structuring ). It should be noted that it is not the amount of stress that is decisive for the overall stress on employees, but the structure of the stress.

Furthermore, the stress studies are required to evaluate the workplaces.

Description of the work situation

Proof of representation, admission time, requirement structure and stress study are summarized in the description of the work situation, which is used to systematically develop proposals for a reorganization of activities and workplaces.

layout

When implementing the proposals, the review of the necessity of the activities carried out in the stress study should also be taken into account.

For example, an activity can be assigned to a workplace at which there is no activity at a certain point in time, so that new work contents arise through the allocation of several activities. However, in addition to the technical prerequisites, it must be checked whether the merging of the activities creates an overload for the employees in psychological or physical terms.

On the other hand, unfavorable stress structures as well as one-sided stress can be compensated by changing jobs or changing the distribution of tasks. The requirement structures determined provide information on this. Therefore, an attempt should now be made to combine the workplaces through suitable organizational measures in such a way that job rotation or group work is possible.

Verification

To consider group work solely from the point of view of load balancing is too short and one-sided view of this form of work organization . Workplaces designed in this way will not meet with the acceptance of employees in the long term. It should also be borne in mind that group work inevitably increases self-organization processes and thus the work system and its exchange with the environment are inevitably raised to a new level. Work designers are well advised to take this into account right from the start. Therefore, a review of the activities for sequential and hierarchical completeness in the sense of the theories of action regulation as a prerequisite for promoting personality is a necessary further step. This review could, for example, be carried out with the help of the VERA and RHIA ( requirements determination ).

See also

Individual evidence

  1. ↑ Rolf Grap, New Forms of Work Organization: Guide for the Steel Industry. 2nd edition Aachen: Augustinus, 1995. - ISBN 978-3860730102 . Part II.1 Company inspections, pp. 39–46.
  2. ↑ Karl-Ludwig Trültzsch / Rainer Lichte, development and introduction of new working structures in a cold rolling mill. Bremerhaven: Wirtschaftsverlag NW, 1989. - ISBN 3-88314-838-5 .
  3. ↑ Michael Granel / Eberhard Ulich / Walter Rohmert, Group work in engine assembly: A comparison of work structures. Frankfurt: Campus, 1980. - ISBN 978-3593327044 .