Computer-aided manufacturing (CAM) involves the use of computers for planning and controlling the production process. It is useful if the product or parts are bought frequently, because the computer can provide a better control over the ordering, receiving, assembly and product structure.
Integrated computer-aided manufacturing (CIM) is the result of joining the CAD and CAM, where the computer system that controls the production, receives information and provides the appropriate setting on the machines; when production process starts. All activities for the design, verification and manufacturing are controlled by the computer. Organizations use computer operated systems to develop a layout of equipment and its mode of operation which increase the complexity and flexibility of planning. Flexible manufacturing systems are the working robotic units, workstations, assembly lines, or other forms of computer-controlled transporting systems that are required by industries to move materials from one part of the system to another. Robots are the machines that are capable to do work instead of a person.
Robotics is usually related the industries such as science, engineering, construction, maintenance automotive, aerospace manufacturing and communications. The utilization of robotics has increased since 1980's, and it has continued to grow rapidly and more companies are realizing its benefits. Currently, there is a tendency to use small robots that are faster, stronger and smarter, and these are widely used in the service sector.
Chester (2001) argued that the role of HRM becomes more important when the organization adapt new technology. The technology and HRM activities have strong relationship with each other. It is the responsibility of HR to build up the skills and conduct training of their employees according to the requirements and demand of technology (Chester, 2001). Technology changes the way decisions are made and the demand of skilled employees increase with the use of latest technology. In today's work environment, we can safely say that technology has changed the way people work. The introduction of new technology also brings excitement among the employees. Moreover, organizations use technology to reduce or eliminate the chances of human error.
Human error can be caused because of work pressure or stress. Technology has also made the decision making process much easier and accurate. The acceleration of decision making process ensures that operational tasks are performed without any delay. Improved communication process in the workplace is one of the major advantages of technology. However, organizations have to consider that too much reliance on technology can make their employees lazy and it can destroy their skills and creativity (Kingston, 2007).
Recommendations for Aging workforce
The role of HRM becomes very important to handle aging workforce in an organization. As an HR consultant, following are the recommendations to handle aging workforce:
1. Retention of Key employees
It is very important for organizations to keep their aging workforce who have comprehensive understanding and expertise in their field. The organization should design their policies to retain their valuable employees.
2. Flexible Policies and Strategies
Strategies like workforce expansion, flexible workforce policies can be put into practice to preserve the valued senior employees of an organization. The flexible policies such as increase in their retirement age, alteration in retirement incentives and old age pension funds agreement.
3. Avoiding discrimination between employees
Strategies should be made to avoid age discrimination and conflicts between young and senior employees. Strategies such as: making a team of employees of same culture or making legal efforts to ensure friendly atmosphere in the workplace.
4. Training and Development Program
Proper training and skill development programs should be conducted to make sure that there is no labor shortage in the workplace after the retirement of aged employees.
5. Relationship between Employer and Employee
The employers should keep a good and healthy relationship with their aged workforce to make them feel comfortable and that they are still values and important asset of the workplace.
6. Addressing Health issues of Aged workforce
Aged workforce should be given rest breaks and managers should not give them stressful tasks. The health issues in the age's workforce are likely to increase therefore, organization should take care of the health issues of their senior employees. Good medical incentives should be given to senior members. Health awareness programs should also be conducted such as importance of physical activity, eating healthy food, avoiding tobacco use and timely health visits.
Recommendations for Technological...
Hence, most of the organizations now understand that engaged employees are highly influential source of competitive advantage. (Katherine, 2009) It was observed that an engaged employee is always ready to put extreme effort into their work in terms of time, intelligence and energy. They possess an aspiration to always perform their best. They perform any given task with liveliness and interest. They try to bring innovative ideas, bring a
HRM-340- Human Resource Info Systems (subject) CASE SENARIO: Castle's Family Restaurant restaurants northern California area approximately 300-340 employees. Most employees part-time approximately 40% full-time. Human resource information systems at the Castle's Family Restaurant The restaurants industry is a highly competitive and dynamic one, with the players in the sector having to go beyond servicing high quality and affordable foods. Specifically, the restaurants are now forced to cope with a wide array of
HRM-340-Human Resource Info System Subject CASE SENARIO: Castle's Family Restaurant restaurants northern California area approximately 300-340 employees. Human resource information systems The Castle Family Restaurant is formed from a chain of eight facilities, employing an estimated 340 staff members, most of whom work as part time employees. The human resource responsibilities have been assigned to Jay Morgan, the operations manager, who is challenged by both the responsibilities, as well as the volume
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Give profile to people in the organization who are high performers and who also use the policies to create a view that success and work-life balance can go hand in hand. Organize some social functions at times suitable for children as well as adults and specifically invite the employees' family members. Introduce awards for managers or supervisors nominated by employees for having provided an environment where both employees' work
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