Q1.

Explain the following:(a) Name the steps involved in the Product Design (b)Value analysis (c) Name three factors involved in Facility Location at National Level. a).PROCESS OF PRODUCT DESIGN Idea Generation Screening Ideas Feasibility study Preliminary Design Pilot Runs and Testing Final Design and Process Plans New Product Launch

(b) All organizations strive to create value for their customers. This value creates mind space for product and services. Value analysis, therefore, is a scientific method to increase this value. Value is a perception hence every customer will have their own perceptions on how they define value. However, overall at the highest level, value is quality, performance, style, design relative to product cost. Increasing value necessarily does not mean decrease in all-inclusive cost of production but providing something extra for which a premium can be charged. Value Analysis involves the coordinated efforts of the engineering, production and the purchasing personnel and helps in reviewing purchase activities to ensure that expenditures result in the receipt of appropriate value. The objective and benefits of value analysis can be summarized as below:

Value analysis aims to simplify products and process. There by increasing

efficiency in managing projects, resolve problems, encourage innovation and improve communication across organization. Value analysis enables people to contribute in the value addition process

by continuous focus on product design and services. Value analysis provides a structure through cost saving initiatives, risk

reduction and continuous improvement. c). Infrastructure quality of labor Total costs etc. Q2. Explain the following:(a) Job Design (b)Line Balancing (c) Work Measurement a).Job design follows job analysis i.e. it is the next step after job analysis. It aims at outlining and organizing tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of a certain job. In simpler terms it refers to the what, how much, how many and the order of the tasks for a jobs. Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job

responsibilities very clearly and also helps in attracting the right candidates to the right job. Further it also makes the job look interesting and specialized. Benefits of Job Design

Employee Input: A good job design enables a good job feedback. Employees have the option to vary tasks as per their personal and social needs, habits and circumstances in the workplace. Employee Training: Training is an integral part of job design. Contrary to the philosophy of leave them alone job design lays due emphasis on training people so that are well aware of what their job demands and how it is to be done. Work / Rest Schedules: Job design offers good work and rest schedule by clearly defining the number of hours an individual has to spend in his/her job. Adjustments: A good job designs allows for adjustments for physically demanding jobs by minimizing the energy spent doing the job and by aligning the manpower requirements for the same.

(b) Line Balancing: Line Balancing and Work Cell Balancing is an effective tool to increase the output of the Assembly line and Work Cell line to reduce manpower and cost. Assembly Line Balancing is nothing but the Simple Line Balancing is the calculation of assigning works to workstation alongside an Assembly Line and that operation will be optima in sense. Henry Ford who introduced the Assembly Line Balancing and in early times it was simple line balancing (LB) which has optimized the industrial importance, the effective difference between the optimal and sub-optimal operation can afford savings

which will be million dollars every year. it is a Classical Operation Research (OR) which optimizes the problem, and it has been handled by OR for many decades. Most of the algorithms have been proposed to this problem and it contempt the usual importance of the issue and the OR use to handle this. Its commercial software which is available to optimize the industry and their lines. (c) Work Measurement Work measurement is the application of techniques designed to establish the time for a qualified worker to carry out a specified job at a defined level of performance. Work measurement is the process of establishing the time that a given task would take when performed by a qualified worker working at a defined level of performance. There are various ways in which work may be measured and a variety of techniques have been established.

The basic procedure, irrespective of the particular measurement technique being used, consists of three stages ;

an analysis phase in which the job is divided into convenient, discrete

components, commonly known as elements;

a measurement phase in which the specific measurement technique is

used to establish the time required (by a qualified worker working at a defined level of performance) to complete each element of work;

a synthesis phase in which the various elemental times are added,

together with appropriate allowances (see below), to construct the standard time for the complete job. The techniques used to measure work can be classified into those that rely on direct observation of the work, and those that do not. For example, some techniques, such as predetermined motion-time systems and the use of synthetic or standard data can provide times from simulation or even visualization of the work. However, the data on which such techniques are based were almost certainly based on earlier observation of actual work.