Simple Analysis Of The General Process Of Design Efficiency Standard

If the formula is used to express the concept of efficiency, then efficiency = revenue / input. It is easy to see from this formula that there are only two contents to be considered in improving efficiency, that is, income and input. For organizations, the higher the total investment level is, the higher the income is, the higher the efficiency, and vice versa.

And the increase of income in the organization is based on some inputs (such as labor, raw materials, management costs, etc.). The less relative investment, the lower the cost of production, the greater the profit. If there is no relative reduction in this part of the investment, then the increase in production is only the expansion of the scale of production, and there is no sense of efficiency at all. The improvement of efficiency is actually the reduction of relative input. Therefore, the reduction of relative investment has become the most concerned problem of the organization.

Any kind of management theory or technological revolution, without exception, is to reduce relative investment. There are two ways to reduce relative input. First, the increase of income under certain inputs is the reduction of investment in fixed income. In the final analysis, the increase of income is to reduce relative investment or reduce costs. Organizational system is composed of four factors: Organization purpose, organization environment, management subject and management object. For organizations, reducing investment or reducing costs is to reduce the input of management objects under certain circumstances.

First, determine the efficiency standards can be based on the analysis of past data, the data used can be derived from the organization of past records, but also from other similar organizations experience. For example, the normal workload of a teacher should be the amount of work done by an office worker, and how much time a worker can produce for a particular piece of data, which can be obtained through analysis of past experience.

On the basis of this analysis, we should establish the current working standard. This method is simple and easy to operate, so long as the data used is accurate, it has important reference value, but this method also has serious defects, that is, some data in the past are difficult to explain the present situation, especially when the organization's working conditions and technological level have changed greatly. For example, using the machine in 70s, it is impossible to work out the working standard according to the 60s data.

Two, in the absence of sufficient data, we can make judgements based on past experience so as to establish working standards. In many cases, working conditions, work contents and working methods tend to change more or less, and they can not follow the previous standards. In addition, some work standards can not be quantified in themselves.

For example, the enthusiasm of the staff, the contribution of the organization to social activities and so on. Under such circumstances, we can only judge on the basis of past experience so as to establish working standards. In adopting this method, the experience of managers is very important, and whether the working standards are objective depends largely on their experience.

Three, based on the objective quantitative analysis of the specific work, design the workload of each staff member. The time action analysis method can be used to study the workload of each worker. This method was originally initiated by Taylor, and since then it has been widely applied to various organizations to determine standards for various work.

The core of time motion analysis is the time standard, that is, to establish a standard time for completing a certain task. Of course, many factors should be taken into account in the study. For example, the difficulty of the work, the skills of the staff, the normal working speed, the normal level of effort, and the working conditions.