SELF MANAGING TEAMS

Excellence through Synergy

 SMT - HYDERABAD
Values
Mutual Trust
J OWNERSHIP F
O and
L
Y
E
X Respect
A I
T B
I High
L
W I
O
Involvement
T
R Y and
K “MY FACTORY”
Commitment
 Belief of SMT

Giving people authority to make decisions based on

what they feel is right, to have control over their work,
to take risks and learn from mistakes, and to promote
change.

“A sincere belief and trust in people.”

 What is a Self Managing Team ?

Highly trained group of employees

Fully responsible for turning out a well defined segment of finished work(Final
product)
Segment of work could be
Final Product – Beer
Intermediate Product or service – Semi finished Beer
Every member of the team shares equal responsibility for this finished segment of
work
Each member of SMT perform many activities
Managers leave teams alone – so long as teams product /service meets or exceeds
established expectations
Team members get appropriate cross training to collapse job categories.
Teams need authority to initiate broad range of actions – communication, planning,
monitoring, scheduling, problem solving.

Executives/Managers retain authority over strategies of “WHY” and “WHAT”

for the business – teams assume substantial authority on tactics of “HOW”
 Autonomy levels…..
Team involves in peer selection, contributes
to compensation decisions & participates in Level
Level
Business plans 44
Autonomy
SMT–– Autonomy

Team manages income and spending;

relationships with external customers/ vendors. Level
levels

Level
levels

Line leaders act more as HR facilitators and

internal consultants.
33
Team manages productivity and quality issues on a
daily basis, Leader manages the boundary. Level
Level
SMT

22
Supervisor / Manager / Leader provides feedback and
recommendations when the team organizes its own work. Level
Level
11
Traditional
Traditional

Asks for ideas from employees. Supervisor makes the

decision.

Supervisor / Manager decides and announces decision

 SMT – HYDERABAD Model
• 3 Teams formed – Tuborg, Carlsberg and Palone
• Shift executive and QC Executive Manage the boundary
• Associates Manage the Operation

Executive Operations
Executive QC
Team Leader – Associate
Star Caps (8)
HVAT
Associates

• Institutionalization of Space Meeting – a forum to share information

Associates Profile

Total : 91
 Associates Profile
E xp erie n ce
5 to 1 0 1 0 to 1 5 <1
12% 21% 2 8%

2 .5 to 5
5% <2 .5
34%

Qualification
Diploma
Holders
8%
ITIs, 92%
 STAR Cap Roles

Star Roles

Team Leader
HR Cap
Line Coordinator
Safety Cap
QC Cap

HVAT – 3 associates, I executive, HR Manager

 Role of Team Leader

 Accountable for entire operation in a shift

 Manpower allocation/ availability
 Resource allocation – forklift
 Achieve productivity
 Coordination with other teams
 Review previous day/ shift performance: deviations
 achievements
 Material availability
 KPI monitoring
 Role of Team Leader- Contd.

 Communication on market
 Empties for production/ production plan for GRB
 Housekeeping / GMP
 Schedule sanitation and changeovers
 Addressing people issue
 Multi skilling initiation
 Crisis Management
 Role of HR Cap

 Maintaining attendance, leave and overtime data of the team

 Maintaining discipline of team members
 Responsible for planning and sanctioning of leaves
 Handling behavioral variances
 Recommending actions to improve the morale and culture
 Manpower allocation in shift : Casual allotment
 Initiating and coordinating extra curricular activities
 Job rotation, grievance handling, empowerment of team members
 Training programme for associates (ACB,computer skill.etc.)
 Role of Safety cap

 Ensuring general safety

 Work permit system
 Updating first aid- box and giving first aid treatment
incase any accident occur
 Resource for safety in shifts
 Accountable for safe operations and PPE’s usage
 Preparing accident reports
 Role of Safety Cap Contd.

 Scheduling and conducting safety audits and safety committee

meeting
 Daily communication of any accidents / unsafe practices occurred
 Reporting unsafe condition, unsafe act, near miss incidents and
accidents
 Maintenance of safety equipments.
 Organizing training programmes related to safety
 Role of Line Coordinators

 Recording Line Productivity-hourly and shift-wise

 Ensuring Equipment rated speed

 Ensuring uninterrupted operation- downtime

- Ensure availability of packaging material in production area

 Ensure schedule compliance

 Ensuring proper shift start up

- Planning CIP and preparation as per the schedule

- Maintaining discipline in the line

- Smooth start-up
 Role of Line Coordinator (Contd.)

 Preparing preventive maintenance schedule

- Checking machine condition weekly

- Planning preventive maintenance as per run schedule

 Achieve yields

- Closely watch the line to achieve KPI’s

- Yield tracking daily and hourly basis( CO2, Conc., Preform)

 Hourly production tracking

- Rejection tracking

- Safety assurance
 Role of Quality Coordinators

 Ensure line parameters are in spec

- Crown Crimping &Torque test
- Shelf life sample collection
- Date Coding Legibility
 Sanitation planning

 Foreign matter tracking

 Water parameters in spec

 Role of Quality Coordinator (Contd.)

 Ensure Effluent Treatment as per norms

 Calibration of testing equipments

 Maintaining Records

- Calibration Records

- Line Records

- Sanitation Records
 HVAT

 Purpose

HVAT is focused team for ensuring discipline through self Governance .

Team will help in maintaining and fostering a lean, responsive and multi-

disciplined team, which does continuous improvement through creativity.

 Responsibilities

 HVAT sets limits and boundaries under which a team should

operate and preparation of ‘My Agreement’

 HVAT mentor is responsible for ensuring that all complaints

reaching the team is resolved within 48 Hrs

 Plant head is responsible for ensuring functioning of HVAT

 Each employee is responsible for bring his concerns or grievances

to HVAT
 Role of HVAT

 Complaint or grievance redressal within 48 hrs

 Assess the culture and recommend corrective actions if

required
 Audit all people related systems

 Co-ordinate all process related to recognition and recreation

 Manpower Planning & Recruitment

 Organizing employee engagement activities such as annual tour,

Pepsi Day etc.
MY AGRREMENT
 Take unsanctioned leaves
Enter the premises under the influence of alcohol
Smoke/Using pan inside the plant
Leave my area unmanned during operation
Damage the Company property
Bring food items to bottling hall, QC hall, WTP & Syrup room
Propagate any misleading information
Switch On mobile phone while attending work & meeting
Make personal/offensive statements & indecent gestures towards peers
To bribe or receive any material benefits, favours & costly gifts from others
Share Business information to outsiders
Sleep while on duty or Deliberately slow down operation
Sexually Harass our Colleagues.

I AGREE NOT TO

Be punctual
Be honest in all my dealings
Adhere to safety rules
Treat others with dignity and respect
I AGREE TO Dress in a socially acceptable manner to work
Be accountable for my own behavior
Be responsible for my personal growth and helping others to grow
Participating in on going improvements in KPI’s
Operate any machine/equipment independently only when I can do it safely/ confidently
Take company property outside only with prior permission
Participate actively in team meetings
Use all resources to its optimum level
Keep a clean and safe work area
 SPACE MEET
(Shift Performance And Communication Exchange)

 It is communication exchange meet for motivating the team

members to perform in high spirits.

 Every shift starts with space meeting.

 Review last day performance.

 Every team members participates and speaks their mind out.

 OPEN HOUSE

 Review performance of the plant for the previous month

 Set goals for the next month

 Recognize best performance team n create a positive

competition

 Clarify queries of the team members.

 Other Communication Forums

Monthly Team Meeting

Monthly Star Cap Meeting
Monthly HVAT Meeting
 SMT Achievements
•Better Team Spirit – Within the Team

•Leadership Quality – Significant Improvement for Star Caps.

•More Involvement in Business Interests , eg. KPI Tracking,

•Great Operational Flexibility.

•Each Team becoming more Self Sustaining

•More Quality Orientation

•Space Meetings – A good Forum for Communication

•More involvement and Informal and Enjoyable Work Environment.

•Open House Forums

 Associates Growth

Former Safety Cap now Safety officer

Former Team Leader now Production
executive
Former Team Leader now production
coordinator
Former Team Leader promoted as
Supervisor through TM2TL programme
 Empowerment Areas as of Now

•Leave Management

•Maintenance Planning and tracking

•Manpower planning

•Raising Material requisition/indent

•Ownership towards KPI’s

•Recruitment

•Disciplinary interventions
 Empowerment Areas as of Now

•Production Planning & Scheduling

•Syrup Planning

•Hourly Production Tracking

•Involvement in Stores and Shipping