Report Documentation Page Documentation Page Form Approved ... Reference to this report will provide...

Report Documentation Page Form ApprovedOMB No. 0704-0188

Public reporting burden for the collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering andmaintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information,including suggestions for reducing this burden, to Washington Headquarters Services, Directorate for Information Operations and Reports, 1215 Jefferson Davis Highway, Suite 1204, ArlingtonVA 22202-4302. Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to a penalty for failing to comply with a collection of information if itdoes not display a currently valid OMB control number.

1. REPORT DATE 1971

2. REPORT TYPE N/A

3. DATES COVERED -

4. TITLE AND SUBTITLE Organization for Production and The Personnel System

5a. CONTRACT NUMBER

5b. GRANT NUMBER

5c. PROGRAM ELEMENT NUMBER

6. AUTHOR(S) 5d. PROJECT NUMBER

5e. TASK NUMBER

5f. WORK UNIT NUMBER

7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) Naval Surface Warfare Center CD Code 2230 - Design Integration TowerBldg 192 Room 128 9500 MacArthur Blvd Bethesda, MD 20817-5700

8. PERFORMING ORGANIZATIONREPORT NUMBER

9. SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES) 10. SPONSOR/MONITOR’S ACRONYM(S)

11. SPONSOR/MONITOR’S REPORT NUMBER(S)

12. DISTRIBUTION/AVAILABILITY STATEMENT Approved for public release, distribution unlimited

13. SUPPLEMENTARY NOTES

14. ABSTRACT

15. SUBJECT TERMS

16. SECURITY CLASSIFICATION OF: 17. LIMITATION OF ABSTRACT

SAR

18. NUMBEROF PAGES

105

19a. NAME OFRESPONSIBLE PERSON

a. REPORT unclassified

b. ABSTRACT unclassified

c. THIS PAGE unclassified

Standard Form 298 (Rev. 8-98) Prescribed by ANSI Std Z39-18

FOREWORD

This document provides copies of the 35mm slides presented at the

Livingston Shipbuilding Company Technology Transfer Program Seminar on

“Organization For Production & The Personnel System”.

This seminar is the second of a series of seminars prepared to

disseminate information and findings emanating from the study of the

systems, processes and methods utilized in the shipyards of Ishikawajima-

Harima Heavy Industries Co., Ltd (IHI) of Japan.

The material contained herein was developed from the study of the

Industrial Relations system presently in operation in IHI shipyards.

Information for this study was derived from source documentation sup-

plied by IHI, information obtained directly from IHI consulting per-

sonnel assigned on-site at Livingston, and from personal observations

by two teams of Livingston personnel of actual operations at various

IHI shipyards in Japan.

Narrative descriptions of the Industrial Relations system are

presented in one Livingston Technology Transfer Program report:

LSCo. Final Report - Industrial Relations - Number 2123-6.1-4-1

Reference to this report will provide detail information relating

to the charts contained herein.

TABLE OF CONTENTS

INDUSTRIAL RELATIONS SEMINAR VISUAL AIDS

TITLE

IHI Aspects of Personnel Welfare

Shipbuilding Technology Transfer Program

Major Tasks

Program Activities

Introduction to Seminar Series

Seminar No. 2 - Organization & Personnel SystemSeminar No. 1 - Accuracy Control

Ishikawajima-Harima Heavy Industries Co. LTD (IHI)

IHI Shipyards

IHI Organization and Personnel System

IHI Basic Concept

IHI Basic Concept

IHI Basic Concept

IHI Organization & Personnel


PAGE NO.

1

2

3

4

5

6

7

8

9

10

11

12

13

14

TABLE OF CONTENTS (Cont. )


TITLE

Organization for ProductionElements

Organization for ProductionBasic Management Objectives

Organization for ProductionRequired Functions

Organization for ProductionDivision of Functions

Organization for ProductionHead Office - Shipyard Relations

Organization for ProductionAioi District Organization

Organization for ProductionShipbuilding/Repair Organization

Organization for ProductionShipyard Design

Organization for ProductionProduction Structure

Organization for ProductionDistrict Staff Groups

Organization for ProductionSupport for Production

PAGE NO.

15

16

17

18

19

20

21

22

23

24

25

ii

Organization

TABLE OF CONTENTS (Cont.)


TITLE

for ProductionDecentralized Planning/Engineering

Organization for ProductionDesign for Yard/System

Organization for Production“Mass Production” Methodology

Organization for ProductionHull Workshop

Organization for ProductionFitting Workshop

Organization for ProductionWork Groups

Organization for ProductionWork Groups

Organization for ProductionLateral Movement

Organization for ProductionStaff Groups

Organization for ProductionStaff Groups

Organization for ProductionLateral Interaction

PAGE NO.

26

27

28

29

30

31

32

33

34

35

36

iii

OrganizationElements



TITLE

for Production


Management/Union Relationship

Management/Union RelationshipNational Labor Movement

Management/Union RelationshipJapan Confederation of Shipbuilding &Engineering Workers Union

Management/Union RelationshipUnion Structure

Management/Union RelationshipManagement Attitudes

Management/Union RelationshipUnion Attitudes

Management/Union RelationshipEmployee Attitudes

Management/Union RelationshipUnion Contracting3 “Struggles” (each year)

Management/Union RelationshipNegotiation Structure

PAGE NO.

37

38

39

40

41

42

43

44

45

46

47

iv



TITLE

Management/Labor RelationshipLocal Labor Relations

Management/Union RelationshipLabor Conferences

Management/Union RelationshipEffect on Costs/Productivity

Management/Union RelationshipElements


Personnel SystemsElements

Personnel SystemsComplement

Personnel SystemsPersonnel Distribution (Aioi)New Construction

Personnel SystemsPersonnel Distribution (Aioi)Ship Repair & District Staff

Personnel SystemsPersonnel Distribution Ratios (Aioi)

Personnel SystemsEducationGeneral Schooling

PAGE NO.

48

49

50

51

52

53

54

55

56

57

58



TITLE

Personnel SystemsEducationIndustrial Stratification

Personnel SystemsEducationImpact On Communication

Personnel SystemsAge & TenureAverage - Industry/Aioi

Personnel SystemsAge & TenureEffect on Productivity

Personnel SystemsWage & Salary Structure

Personnel SystemsWages

Personnel SystemsAnnual Bonus

Personnel SystemsPay Increases/Promotions

Personnel SystemsFringe BenefitsVacations/Holidays

Personnel SystemsFringe Benefits

PAGE NO.

59

60

61

62

63

64

65

66

6 7

68

vi



TITLE

Personnel SystemsFringe Benefits

Personnel SystemsFringe BenefitsBonus Programs

Personnel SystemsFringe BenefitsBonus Program

Personnel SystemsFringe BenefitsBonus Programs

Personnel SystemsPersonnel Welfare

Personnel SystemsPersonnel WelfareSafety & Sanitation

Personnel SystemsPersonnel WelfareEnvironment

Personnel SystemsPersonnel WelfareEmployee Facilities

Personnel SystemsPersonnel WelfareMedical/Dental

PAGE NO.

69

70

71

72

73

74

75

76

77

vii



TITLE

Personnel SystemsPersonnel WelfareRelocation

Personnel SystemsTraining

Personnel SystemsNew Employee Training

Personnel SystemsNew Employee TrainingHigh School Graduates

Personnel SystemsNew Employee TrainingUniversity Graduates

Personnel SystemsTypical Welder Training Schedule

Personnel SystemsTypical Training for Inspectors &Quality Control Engineers (High School Graduate)

Personnel SystemContinuing Education & Training

Personnel SystemsCommunications

Personnel SystemsCommunications

PAGE NO.

78

79

80

81

82

83

84

85

86

87

V l l l



TITLE

35mm Slides of Aioi


Shipbuilding Technology Transfer Program

Integrated IHI System

Application to U.S. YardsOrganization for Production

Application to U.S. YardsBenefits/Welfare

Application to U.S. YardsCommunications

Application to U.S. YardsProduction Improvement

LSCo. Application

PAGE NO.

88

89

90

91

92

93

94

95

9 6

ix

lshikawajima-Harima Heavy Industries Co., Ltd. (IHI)

ASPECTS

OF

PERSONNEL WELFARE

SHIPBUILDINGTECHNOLOGY TRANSFER PROGRAM

MARADCost Sharing Contract

Livingston Shipbuilding

Study

Japanese

Technology

30 MONTHS

I

5.Ship Bulker Program

Apply To Livingston

Present Findings

to Industry

MAJOR TASKS

ENGINEERINGAND

DESIGN

QUALITYASSURANCE

COST

EVALUATION

SIGNIFICANT

DIFFERENCES

IINDUSTRIAL

RELATIONS

PLANNING &.PRODUCTION

CONTROL

FACILITIESAND

INDUSTRIALENGINEERING

I MARAD

ACCURACY CONTROL

DESIGN AND ENGINEERING

PRODUTION CONTROLAND PLANNING

PRE-OUTFITTING

STANDARDS

PERSONNEL SYSTEM

OTHERS

lshikawajima-Harima Heavy Industries Co. LTD. ‘IHI’

CORPORATEOFFICE

5

SHIPYARDS

13_LANDMACHINERYWORKS

2AIRCRAFTENGINEPLANTS

17

AFFILIATES

74SUB-SIDIARIES

I

lshikawajima-Harima Heavy Industries CO., Ltd. (IHI)

ORGANIZATION

AND

PERSONNEL SYSTEM

I.H.I. BASIC CONCEPT

Organization for Management Concepts

Production & Objectives

Operating Practices

Benefit from Benefits &

employment TrainingCommunications

Welfare I

IIJAPANESE LABOR UNION MOVEMENT

ORGANIZATION FOR PRODUCTIONELEMENTS

Management Concepts and Objectives

Division of Functions

Organization of Production Functions

Support for Production

Decentralized Planning & Engineering

“Mass Production” Methodology

Lateral Interaction

ORGANIZATION FOR PRODUCTIONBASIC MANAGEMENT OBJECTIVE

ORGANIZATION FOR PRODUCTIONDIVISION OF FUNCTIONS

Head Office

Marketing

Sales/Contracts

Estimating

Schedules

Labor Union

Prelim.Design

Administration

Shipyard

Detail Design

Planning

Scheduling

Local Labor Relations

Production

Manning

Administration

●

●

●

●

●

●

ORGANIZATION FOR PRODUCTION‘MASS PRODUCTION” METHODOLOGY

Permanent

Permanent

Process Lanes/Sub-Stages/Stages

Personnel at Work Stations

Material Moved to Man

Necessary Facilities/Equipment at Station

Established Work Procedures

Repetitious Work

Performance Measurement by Station

ORGANIZATION FOR PRODUCTIONORK GROUPS

P e r m a n e n t - People-Location-Equipment-Procedures

Repetitious Work - High Proficiency

Material moved to the man

● Inherent “Group” Orientation

● Strong Identification

● Cooperativeness - Camaraderie

● Competition on Group Level

ORGANIZATION FOR PRODUCTIONSTAFF GROUPS

* Organized by Workshop

* Accomplish all planning & scheduling at Workshop Level

* Coordinate design, planning, scheduling with individual -

Foreman-Asst. Foreman

* Lofting Planning / Scheduling

* Accuracy Control

* Performance Measurement

* Methods Improvement

G/S Staff& Design

Work Gp.

LATERAL INTERACTION

Production QualityDesign Control Control

Hull Fitting PanelStaff Gp. Staff Gp. Staff Gp.

1

Work Gp. Work Gp. Work Gp.

ORGANIZATION FOR PRODUCTIONE L E M E N T S

Management Concepts and Objectives

Division of Functions

Organization of Production Functions

Support for Production

Decentralized Planning & Engineering

‘Mass Production” Methodology

Lateral Interaction

MANAGEMENT / UNION RELATIONSHIP

*

*

*

E L E M E N T S

National Labor Movement● Shipbuilding & Engineering Workers Union● Management Attitudes

Union Attitudes Employee Attitudes

Negotiations


Costs & Productivity

MANAGEMENT / UNION RELATIONSHIPNATIONAL LABOR MOVEMENT

Objectives-National Level

● Elevate living standards & quality of the general populace

● Assist in solutions to Social problems-

Environment ,lnflation, Employment, etc.

● Creating meaningful welfare programs

● Representing the working members of Society inGovernment & Industry


JAPAN CONFEDERATION OF SHIPBUILDING

& ENGINEERING WORKERS UNIONI

OBJECTIVESI

I ● Secure useful & meaningful employment for all workers

● Maintain a fair & equitable level of wages and economicdistribution

● Maintain & improve the Working & living environment of all workers

● Maintain & improve the Medical, Educational, and Retirement Benefitsof all workers

● Guarantee the opportunity to work to all people

*

*

*

*

*

Foremen & above -Not represented

Believe in & support Union Goals

Kept current with Wages & Benefits

Union active in Management Decisions

● Safety● Benefits● Welfare

Seen to support productivity

MANAGEMENT / UNION RELATIONSHIPUNION ATTITUDES

Believe in & support industry health

& equitable distribution of wealth

Mutual cooperation & assistance

Fair

Industry & Nation


●

●

●

●

●

●

Labor / Management ‘Partnership”

Benefits for all concerned

Loyalty to Union and Company

"Honorable” contribution to the Union

“Honorable” participation in the Company

Concern with Workmanship, Schedules, Performance

and Improvement

MANAGEMENT / UNION RELATIONSHIPLABOR CONFERENCES

3

Conference

1 Labor

2 Management

Works Management

4 Production

5 Works Production

6 Safety & Health

7 Safety & Health Workshop

8 Shop Safety & Health

9 Special Safety

Frequency

Monthly

Quarterly

Quarterly

Monthly

lnd. Determined

Monthly

Monthly

Monthly

Semi-Annual

Attendees

All levels of

Management & Union

Representatives


No lost time due to strikes

● Excellent cooperation

● Concerted effort toward improvement

● lndentity with Union & Company

● “Partnership” - reciprocal benefits

Preservation/improvement of Company

Satisfaction of employee needs


*

*

*

E L E M E N T S

National Labor Movement● Shipbuilding & Engineering Workers Union● Management Attitudes● Union Attitudes Employee Attitudes

Negotiations


Costs & Productivity

CRITERION OF EVALUATION

FIRST- LINE SUPERVISION

SECOND-LINE SUPERVISION

TOTAL SUPERVISION

WELDING / FlTTINGWELDING SUPPORT

HULL/OUTFIT

STAFF SUPPORT

TRAINING ACTIVITY

INDIRECT SUPPORT

UNIT OF MEASUREMENT.HULL

7.3

WORKERS PER ASS’T. FORE- 5.8MAN AND FOREMANWORKERS PER ASS'T. FORE- 5.6MAN & MANAGERFITTERS PER WELDER 0.7OTHER WORKERS PER WELD-ER (NEW CONSTRUCTION)HULL WORKERS PER OUT-FIT WORKERWORKERS PER STAFFENGINEERWORKERS PER APPRENTICE

23.6

DIRECT WORKERS & ASS'T.FOREMAN PER OTHERWORKER

IHIOUTFIT

4.7

3.5

3.3

10.0

TOTAL

6.1

4.7

4.5

3.6

1.8

15.9

9 . 0 8 . 0 0 . 0 2 . 9( 4)4 . 4( 5 )

1. THEORETICAL LEVEL CSTEADY-STATE) 3. CURRENT ACTUAL LEVEL 4. INCLUDING ENGINERING2. PROBABAL NORMAL LEVEL 5. EXCLUDING ENGINERING

Mandatory thru Middle School

90% Enter High School

1/3 Graduates Enter University

Highly Standardized Curricula

Education = Career - Wages - Status

Social/Industrial Stratification

Strengthened Communications

EDUCATION

● Corporate

● Managers

● Engineers

● Foreman

Industrial Stratification

Executives - Top Universities

- University

/Staff - University

- High School

● Asst. Foreman - High School

● Workers - Middle/High School

Common schooling

Common subjects

Common language skills

Common technical knowledge

Social / Industry Status

Close Ties / Cooperation Among Age Groups

PERSONNEL SYSTEMSAGE & TENURE

Average - Industry / Aioi

Overall Shipbuilding IHI Aioi ShipyardIndustry

Age - 35.8 yrs. Age - 37 yrs.

Tenure - 13.7 yrs. Tenure - 16.5 yrs.

204,800 Workers Represented 2,413 Workers

By Japan C.S. & E.W. Union ( 7 / 7 9 )( 6 / 7 9 )

PERSONNEL SYSTEMS

WAGES*

● Average Basic Wage

Annual Bonus

Overtime

$5.45

1.45

0.65

Total Hourly Wage $7=55

Total Monthly Wage $1243.11

* as of 7179 -Based on an 8 hour day & an exchange rateof 200 Yen per U.S. DOLLAR

Based On Present Health Of Company / Industry

Means For Increasing/Decreasing Wages

According To Profits

Considered Part Of Base Wage

Directly Tied To Productivity

Yearsof Service

1-3-------------- -----45------ -----------6------------------7-------------------8

9 - 3 0

PERSONNEL SYSTEMS

FRINGE BENEFITS

VACATIONS / HOLIDAYS

N o . o f Vacation Days

14------ ---------- ------ --15------ ------ ------ ------ 16------- -------------- ---17------- ------- -----------18------ ------------------19------ -------------- ----20

18 PAID HOLIDAYS

PER YEAR

● Carry Over 20 Days (only in the following year)

Insurance Typical Medical / HospitalPaid By Company

Travel Paid By Company To &From Work For Train / Car

Clothing Work Clothing Provided ByCompany - All Safety

Equipment

Housing

FRINGE BENEFITS

Provided By Company:

Temporary Relocation

Foreman / Sup. (Rentals)

Dormitories (Bachelor-Rental)

Cafeterias Provided By Company:

cost - Shared i.e.Employee - Food CostCompany - Facility - Preparation

Commissaries Company or Cooperative

PERSONNEL SYSTEMS

FRINGE BENEFITSBONUS PROGRAM

Congratulator *

Marriage - $175. and 5 days leave

Children- $25. and 5 days leave

Long Service- Prize after 20 years and every

5 years thereafter

Retirement - $42,006 .** or higher

Retirement- 4 day trip - all expenses paid

As of 7/79 ** For worker with 30 years with company (in 1978)

CONDOLATORY

Employee -Non-Job–Related - $1000 by Company

Job-Related - $1000 by Company $80,000 Worker ’s Compensat ion

+ 50% of avg. monthly earnings eachmonth for life (based on last 3 months)

Wife - $150 + seven days leaveChild - $75 + seven days leave

Scholarships Fund - Employee DeathUnder 18 yrs. - $50 / monthover 18 yrs. - $75 / month

● SAFETY/SANITION

● ENVIRONMENT

●

● RELOCATION

SAFETY I

Full-time Group

Org. Safety Program

Handbook

Policy & Instr.

Subcontractors

Daily Inspections

SANITATION

Air / Water Polution

Noise

Workshop ConditionsVentilationRespiratory

Automation Eqpt.

Community Impact

PERSONNEL SYSTEMS

Improved Working Environment

● Cleanness - Orderliness

Maintenance Of Facilities

● Green Areas - Fish Ponds

Palletization

Scrap Control

Yard Clean-UP Routines

PERSONNEL SYSTEMS

EMPLOYEE FACILITIES

● HOUSING

CAFETERIAS - COMMISSARIES

● RECREATIONAL FACILITIESSwimming Pool Baseball DiamondClub Houses

● DESIGNATED AREAS IN YARD

PERSONNELSYSTEMSPERSONNEL WELFARE

MEDICAL / DENTAL

● In-Yard Hospital

● Full-Time Doctor & Dentist

● Extension Of Local Facilities

Medical advice on Workforce Health

● Reciprocal - Less lost time

● - Cost free treatment

PERSONNEL SYSTEMSTRAINING

Continuing Education & Training

PERSONNEL SYSTEMSNEW EMPLOYEE TRAINING

Middle School (Jr. High School) Graduates (Approx. 15 Years Old)

● 1st 3 weeks - Welding, Gas Cutting, Crane Signaling, Safety,

O.J.T. until Formal training

FORMAL

2 yr - Welder Course

1st.year- Training School/Eve.Courses Gmtry. & Tech. Ed.

2nd Yr - Prod. Depts in Yard

TRAINING

4 Yr - Fitters/Welders Course

1st 2 Yrs. - Full Time ClassesPrefect SchoolGmtrv./Tech Courses

3rd Yr. - Full Time Day School/Training School

(Trade Decision Made)4th Yr. - Prod. Depts in Yard

PERSONNEL SYSTEMS

NEW EMPLOYEE TRAINING

HIGH SCHOOL GRADUATES

● 1st Month - Welding, gas cutting, crane signaling, safety

(Trade Decision Made)

● 2ND & 3d Month - Training in Selected Dept.

(Selection/Job Decision Made)

● 4th Month - Special Training in Section & Job

(e.g. welder)

PERSONNEL SYSTEMS

NEW EMPLOYEE TRAINING

University Graduates

● Hired by Head Office

● 2 week training in Head Office

2 weeks-Yard Training School

Welding, gas cutting, crane signaling

● 2 months - Yard production depts. (Dept./Section Decision Made)

PERSONNEL SYSTEMSTYPICAL TRAINING

FORInpectors & Quality Control Engineers

(High School Graduate)

APPRENTICE TRAINING SCHOOL 1 month

Training in Design, HuII Const., Hull fitting

Training in assembly section-by QC

and Paint Depts. 2 months

member 3 months

Training in erection section by QC member 3 months

Training in hull fitting by QC member 3 months

Allocation to Department

PERSONNEL SYSTEMS

COMMUNICATIONS

● informal - ‘face to face”

● Direct Interface-Interrelationship

Few clerical personnel

● Active problem - solving

● Identity with/participation in company affairs

Personal training

PERSONNEL SYSTEM

PRODUCTION SYSTEM

Clear distinction of production vs peripheral activities

Personnel Distribution

-Engineers at all levels

-Decentralized planning & control

- Work groups

Lateral Interact ion

System to Serve Product ion

APPLICATION TO U.S. YARDS

BENEFITS / WELFARE

Safety

Goals-rewardsCollective participation

Work clothing/equipment

Incentives

C o n s o l a t o r y

Congratulatory

Environment

Cleanness

Maintenance

Employee facilities

Pollution reduction


COMMUNICATIONS

Master Plan (Company)

Program Planning/Scheduling

Work Station Plans/Schedules/Layout


PRODUCTION IMPROVEMENT

● Product Quality

Zero Accidents● Zero Waste

● Goals● Incentives

● Goals● Incentives

Report Documentation Page Documentation Page Form Approved ... Reference to this report will provide...

Documents

Transcript of Report Documentation Page Documentation Page Form Approved ... Reference to this report will provide...