free email newsletter - the maintenance war.

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Maintenance tech tip
The Maintenance Planner - "Let them do their job!"

In line with this month's theme human resource I thought I would share some excerpts from Mike Sondalini's book "How to SMASH Maintenance Advisor"

Why plan? Planning maintenance work maximizes the benefits from the time, money and effort that go into a job.

Maintenance planning and scheduling will improve dramatically the productivity of maintenance crews. There is verified productivity improvements of 50% above the results achieved when not using a maintenance planner.

Planning is different and separate to scheduling. The planner is located separate to the maintenance department so he cannot be diverted from the job of planning by sudden problems. The planner is not the scheduler. The maintenance supervisor schedules. 

The planner provides a complete work package
purchased materials, tool list, procedures, drawings, past equipment history, job times, manning requirements and external
resource requirements such as cranes and then walks away to prepare the next work order.

Breakdown jobs cannot be planned and breakdowns go directly to the maintenance supervisor to run with. The planner does not become involved in breakdowns or in any job once started. The planner is there to get ahead of the day-to-day work so that fresh work is always prepared for the crew before they finish their current jobs.

More ...


The above are excerpts from Mike Sondalini's book "How to SMASH Maintenance Advisor". You can purchase the ebook version online for immediate download by following this link http://payloadz.com/go/sip?id=27749

Click to read the review on Mike's book. 

 

 

Reader Feedback
Subject: The human side of maintenance.

Dear Don Fitchett,

Congratulations and Best of Luck.

Most of the problems in maintenance of equipments are people related. Operator (Neglecting basic conditions), Production personnel (overloading, not releasing machine for regular check up), Maintenance personnel ( Lack of knowledge, Training). A new Section on the Human side of maintenance, if introduced, would benefit the maintenance community. This section may also include Networking of maintenance personnel.

Regards,

Ramasubbu P S


 

 

Human Resource:

When asked to start a human resource area immediately one resource came to mind as one of the best I've seen. The resource I am referring to is also a newsletter. The newsletter is called "Leadership Wired" by John C. Maxwell

Below are some leads to samples of the latest issue of Leadership Wired ...

Maxwell Moment
When Leadership Finds You
John talks about the commitments that great leaders make.

Leadership@Large
Surveying the Leadership Landscape
Beyond the Business Page, Making a Connection and Guest Comments by Larry Julian.

Leadership Wired is written by Dr. John C. Maxwell and is available via e-mail on a free subscription basis. You can subscribe or unsubscribe by clicking here.

Featured Article :

The knowledge network, networking people.
By Don Fitchett


World Industry News:

ARCwire for the Week Ending September 26,2003, reaching over 60,000 professionals worldwide.


 


A Good Laugh!

HR IS SHORT FOR...

  • Heavy Regulations (can't just pick them up, hours of study required)
  • Handbook Rewrite (no resume is complete without one)
  • Hairlength Rules (and the sign said 'long haired freaky people can now apply')
  • Home Remedy (aka sick leave)
  • HippeR HumoR (no one else understands ERISA jokes)
  • Happily Retired (someday...)
  • Holiday Recovery (the first day back on the job)
  • Huge Raise (yeah, right!)
  • Honorable Recognition (choices, choices...walnut plaque or a bonus, hmmm.)
  • Hall monitoR (who else to track bathroom breaks than a PHR)
  • Hemorrhoid Relief (eliminating royal pains in the rear)
  • Hypnotic Rage (they did what???)
  • Hardly Retaliatory (we were going to move the plant anyway)
  • Help Replacer (14 programmers by tomorrow? No problem.)
  • Hourly Recruiting (a duty that should be completely exempt)
  • HypeR HelpeR (Caffiene! I need my caffiene!!!)

Archives ...

Up
Vol-14, Lubrication Engineer
Vol 13 - Power Management
Vol-12, Change Management
Vol 10 -Electrical Troubleshooting
Vol-9, PLC Training
Vol-8, Six Sigma
Vol-7, Safety and Reliability
Vol-6 Reliability
Vol-5 Criticality
Vol-4, Human Resources
Vol-3, PLC Programs
Vol-2, managing people
Vol- 1, maintenance advice

Click Newsletter to return to current news letter.

 

Back ] Up ] Next ]

 

 

 

 

Volume 4:

Welcome: 

Please select "subscribe to newsletter" on our contact form.

RE: Human Resources

This month's theme is "Human Resources" to introduce our new human resource area recommended by one of our readers.

Hi everyone, and welcome to October's issue of our Feed Forward Newsletter! My name is Don Fitchett, the author of "The Maintenance War Newsletter". This first area of the newsletter is for introductions and commentary. I would like to tell you a little about the new Feed Forward Publications website and then comment on your most important asset, your people.

We have put much work into the new website www.feedforward.com.au and I hope you all find it of more value and easier to use. We have been working day and night to resolve issues with our new Australian host provider so that you would have a fully functional website. 

No worries mate, all should be completely functional now. If you see something, have an idea, or just want to comment, please use the contact form.

We have added many of Mike Sondalini's products that could not be found on the old website. We also cross linked and categorized all products so it will be easier for you to find your solutions.

All of the product's prices have been greatly reduced (for now), and the online shopping cart is fully functional with automatic and immediate download features. We also started out the resource area with some free ebooks, a power point, and even a free MP3 song about maintenance personnel. :>)

As for this month's theme, "Human Resources" as it relates to the maintenance industry, I would like to comment on employee motivation. I think it is time to get back to basics; Leadership and Compensation! Next month we'll focus on the other side of the human resource coin; Training.

Leadership - inspires us all, we all are either leaders or followers. Are your managers and supervisors consistently leading and inspiring their subordinates in line with company goals?

Compensation - what we receive for our efforts is how we all measure our successes. Are you compensating your employees relevant to the task at hand?

Leadership without proper compensation leads to poor attitude and average performance. Un-obtainable compensation (rewards) due to lack of leadership leads to discouragement and frustration.

As you examine your greatest areas of opportunity in your facility, keep these basic principles in mind as you need your people to capitalize on those opportunities.

I thought of an example while reading the chapter title "Work Order Instructions and History Reporting", the last chapter in the  "How to SMASH Maintenance Advisor" book by Mike Sondalini.

Mike goes over the importance of the maintenance technician completing in detail the task procedure and method of repair for work orders. Most maintenance managers today are starting to realize what a great cost saving tool their CMMS program is. Not to mention it's aid to ISO certification.

But there is an obstacle to CMMS implementation and  realizing the full value of CMMS that existed long before CMMS was ever conceived. The obstacle is that the proper leadership and compensation mechanism is not in place to inspire and reward individuals to detail their reports for procedures and repairs.

The solution when realizing leadership and compensation are the root cause, is rather simple. Add a field to each assets work order next to the PM procedure, repair details, etc., for the employee's initials who wrote the report in that field.

  • Leadership Solution: Add to maintenance manager's review, a score for total amount of procedures and repair details written by maintenance manager's crew (These scores will be shown by annual CMMS reports generated).
  • Compensation Solution: Add to maintenance technician's review, a score for total amount of procedures and repair details written by individual being reviewed. Tie this score into the employee's pay increase, promotion qualifications or other compensation.

This management technique would be what I would call a top down - closed loop management technique. The manager will want to inspire his people to use the CMMS, the employees will remind the manager so they can receive their just reward. (World class simplicity at work. :>)


Management Help:

Baby Boomers - HR's Worst Nightmare

When it comes to staffing your maintenance crew with qualified trained maintenance personnel, the job is just going to get tougher as the baby boomers all retire. As if it where not hurting our industry enough that the maintenance trade is for the most part viewed as a lesser desirable occupation by the Generation X'ers.

One piece of hopeful news is the latest AARP poll that indicates 45% of the baby boomers plan on working past age 65. How should our HR departments better prepare? Well, by now you should already have your next generation maintenance staff hired. Your company's success will be proportional to how well a job you do to keep the maintenance persons working for your company once trained and the success of your knowledge transfer program. 

[Success = Low maintenance staff turnover + Training]

Keeping the newly trained maintenance person is straight forward. You should already have in place a special section of your human resource plan that addresses your maintenance staff. The key part of that plan being training to give them the knowledge they need to keep up with the constantly changing, and new technology. 

The second part of the plan is the transfer of existing knowledge of equipment and operation by those about to retire. Besides creative incentive programs to promote baby boomers to pass on their knowledge gained from years of experience, you can also utilize the CMMS recommendation made at the beginning of this newsletter.

We will provide current information through our books and training material offered here at www.FeedForward.com.au

To learn more about how to deal with the pending maintenance personnel shortage, please attend a Value Added Maintenance (VAM) workshop, free, on us. (See details in left hand column.)

For your Maintenance Employee Skills Assessment, I would highly recommend  Industrial Training Inc. (www.industrialtraininginc.com)


The World Wide Web:

Below are some of the best resources for planning your human resource (your employees) development program.

Society for Human Resources Management - Home page for the Society for Human Resources Management.

Small Logo is one of the most comprehensive directories of links to Human Resource sites on the Internet!

HR.com - Covers employee compensation, HR management, and organizational development.

Power Hiring - A hiring system that guides human resources specialists, recruiters, and line managers through every phase of the hiring, interviewing, and recruiting process.


Best regards and thanks for being a subscriber to this newsletter,

Don Fitchett
Managing Editor
Feed Forward Publications
http://www.feedforward.com.au

Tel : (573) 547-5630
www.feedforward.com.au teaches your maintenance crew engineering and asset care knowledge so that they can solve more problems, become more knowledgeable, make better decisions and your plant runs more reliably!

Please select "subscribe to newsletter" on our contact form.

Volume 4:

Welcome: 

Please select "subscribe to newsletter" on our contact form.

RE: Human Resources

This month's theme is "Human Resources" to introduce our new human resource area recommended by one of our readers.

Hi everyone, and welcome to October's issue of our Feed Forward Newsletter! My name is Don Fitchett, the author of "The Maintenance War Newsletter". This first area of the newsletter is for introductions and commentary. I would like to tell you a little about the new Feed Forward Publications website and then comment on your most important asset, your people.

We have put much work into the new website www.feedforward.com.au and I hope you all find it of more value and easier to use. We have been working day and night to resolve issues with our new Australian host provider so that you would have a fully functional website. 

No worries mate, all should be completely functional now. If you see something, have an idea, or just want to comment, please use the contact form.

We have added many of Mike Sondalini's products that could not be found on the old website. We also cross linked and categorized all products so it will be easier for you to find your solutions.

All of the product's prices have been greatly reduced (for now), and the online shopping cart is fully functional with automatic and immediate download features. We also started out the resource area with some free ebooks, a power point, and even a free MP3 song about maintenance personnel. :>)

As for this month's theme, "Human Resources" as it relates to the maintenance industry, I would like to comment on employee motivation. I think it is time to get back to basics; Leadership and Compensation! Next month we'll focus on the other side of the human resource coin; Training.

Leadership - inspires us all, we all are either leaders or followers. Are your managers and supervisors consistently leading and inspiring their subordinates in line with company goals?

Compensation - what we receive for our efforts is how we all measure our successes. Are you compensating your employees relevant to the task at hand?

Leadership without proper compensation leads to poor attitude and average performance. Un-obtainable compensation (rewards) due to lack of leadership leads to discouragement and frustration.

As you examine your greatest areas of opportunity in your facility, keep these basic principles in mind as you need your people to capitalize on those opportunities.

I thought of an example while reading the chapter title "Work Order Instructions and History Reporting", the last chapter in the  "How to SMASH Maintenance Advisor" book by Mike Sondalini.

Mike goes over the importance of the maintenance technician completing in detail the task procedure and method of repair for work orders. Most maintenance managers today are starting to realize what a great cost saving tool their CMMS program is. Not to mention it's aid to ISO certification.

But there is an obstacle to CMMS implementation and  realizing the full value of CMMS that existed long before CMMS was ever conceived. The obstacle is that the proper leadership and compensation mechanism is not in place to inspire and reward individuals to detail their reports for procedures and repairs.

The solution when realizing leadership and compensation are the root cause, is rather simple. Add a field to each assets work order next to the PM procedure, repair details, etc., for the employee's initials who wrote the report in that field.

  • Leadership Solution: Add to maintenance manager's review, a score for total amount of procedures and repair details written by maintenance manager's crew (These scores will be shown by annual CMMS reports generated).
  • Compensation Solution: Add to maintenance technician's review, a score for total amount of procedures and repair details written by individual being reviewed. Tie this score into the employee's pay increase, promotion qualifications or other compensation.

This management technique would be what I would call a top down - closed loop management technique. The manager will want to inspire his people to use the CMMS, the employees will remind the manager so they can receive their just reward. (World class simplicity at work. :>)


Management Help:

Baby Boomers - HR's Worst Nightmare

When it comes to staffing your maintenance crew with qualified trained maintenance personnel, the job is just going to get tougher as the baby boomers all retire. As if it where not hurting our industry enough that the maintenance trade is for the most part viewed as a lesser desirable occupation by the Generation X'ers.

One piece of hopeful news is the latest AARP poll that indicates 45% of the baby boomers plan on working past age 65. How should our HR departments better prepare? Well, by now you should already have your next generation maintenance staff hired. Your company's success will be proportional to how well a job you do to keep the maintenance persons working for your company once trained and the success of your knowledge transfer program. 

[Success = Low maintenance staff turnover + Training]

Keeping the newly trained maintenance person is straight forward. You should already have in place a special section of your human resource plan that addresses your maintenance staff. The key part of that plan being training to give them the knowledge they need to keep up with the constantly changing, and new technology. 

The second part of the plan is the transfer of existing knowledge of equipment and operation by those about to retire. Besides creative incentive programs to promote baby boomers to pass on their knowledge gained from years of experience, you can also utilize the CMMS recommendation made at the beginning of this newsletter.

We will provide current information through our books and training material offered here at www.FeedForward.com.au

To learn more about how to deal with the pending maintenance personnel shortage, please attend a Value Added Maintenance (VAM) workshop, free, on us. (See details in left hand column.)

For your Maintenance Employee Skills Assessment, I would highly recommend  Industrial Training Inc. (www.industrialtraininginc.com)


The World Wide Web:

Below are some of the best resources for planning your human resource (your employees) development program.

Society for Human Resources Management - Home page for the Society for Human Resources Management.

Small Logo is one of the most comprehensive directories of links to Human Resource sites on the Internet!

HR.com - Covers employee compensation, HR management, and organizational development.

Power Hiring - A hiring system that guides human resources specialists, recruiters, and line managers through every phase of the hiring, interviewing, and recruiting process.


Best regards and thanks for being a subscriber to this newsletter,

Don Fitchett
Managing Editor
Feed Forward Publications
http://www.feedforward.com.au

Tel : (573) 547-5630
www.feedforward.com.au teaches your maintenance crew engineering and asset care knowledge so that they can solve more problems, become more knowledgeable, make better decisions and your plant runs more reliably!

Please select "subscribe to newsletter" on our contact form.

Maintenance tech tip
The Maintenance Planner - "Let them do their job!"

In line with this month's theme human resource I thought I would share some excerpts from Mike Sondalini's book "How to SMASH Maintenance Advisor"

Why plan? Planning maintenance work maximizes the benefits from the time, money and effort that go into a job.

Maintenance planning and scheduling will improve dramatically the productivity of maintenance crews. There is verified productivity improvements of 50% above the results achieved when not using a maintenance planner.

Planning is different and separate to scheduling. The planner is located separate to the maintenance department so he cannot be diverted from the job of planning by sudden problems. The planner is not the scheduler. The maintenance supervisor schedules. 

The planner provides a complete work package
purchased materials, tool list, procedures, drawings, past equipment history, job times, manning requirements and external
resource requirements such as cranes and then walks away to prepare the next work order.

Breakdown jobs cannot be planned and breakdowns go directly to the maintenance supervisor to run with. The planner does not become involved in breakdowns or in any job once started. The planner is there to get ahead of the day-to-day work so that fresh work is always prepared for the crew before they finish their current jobs.

More ...


The above are excerpts from Mike Sondalini's book "How to SMASH Maintenance Advisor". You can purchase the ebook version online for immediate download by following this link http://payloadz.com/go/sip?id=27749

Click to read the review on Mike's book. 

 

 

Reader Feedback
Subject: The human side of maintenance.

Dear Don Fitchett,

Congratulations and Best of Luck.

Most of the problems in maintenance of equipments are people related. Operator (Neglecting basic conditions), Production personnel (overloading, not releasing machine for regular check up), Maintenance personnel ( Lack of knowledge, Training). A new Section on the Human side of maintenance, if introduced, would benefit the maintenance community. This section may also include Networking of maintenance personnel.

Regards,

Ramasubbu P S


 

 

Human Resource:

When asked to start a human resource area immediately one resource came to mind as one of the best I've seen. The resource I am referring to is also a newsletter. The newsletter is called "Leadership Wired" by John C. Maxwell

Below are some leads to samples of the latest issue of Leadership Wired ...

Maxwell Moment
When Leadership Finds You
John talks about the commitments that great leaders make.

Leadership@Large
Surveying the Leadership Landscape
Beyond the Business Page, Making a Connection and Guest Comments by Larry Julian.

Leadership Wired is written by Dr. John C. Maxwell and is available via e-mail on a free subscription basis. You can subscribe or unsubscribe by clicking here.

Featured Article :

The knowledge network, networking people.
By Don Fitchett


World Industry News:

ARCwire for the Week Ending September 26,2003, reaching over 60,000 professionals worldwide.


 


A Good Laugh!

HR IS SHORT FOR...

  • Heavy Regulations (can't just pick them up, hours of study required)
  • Handbook Rewrite (no resume is complete without one)
  • Hairlength Rules (and the sign said 'long haired freaky people can now apply')
  • Home Remedy (aka sick leave)
  • HippeR HumoR (no one else understands ERISA jokes)
  • Happily Retired (someday...)
  • Holiday Recovery (the first day back on the job)
  • Huge Raise (yeah, right!)
  • Honorable Recognition (choices, choices...walnut plaque or a bonus, hmmm.)
  • Hall monitoR (who else to track bathroom breaks than a PHR)
  • Hemorrhoid Relief (eliminating royal pains in the rear)
  • Hypnotic Rage (they did what???)
  • Hardly Retaliatory (we were going to move the plant anyway)
  • Help Replacer (14 programmers by tomorrow? No problem.)
  • Hourly Recruiting (a duty that should be completely exempt)
  • HypeR HelpeR (Caffiene! I need my caffiene!!!)

Archives ...

Up
Vol-14, Lubrication Engineer
Vol 13 - Power Management
Vol-12, Change Management
Vol 10 -Electrical Troubleshooting
Vol-9, PLC Training
Vol-8, Six Sigma
Vol-7, Safety and Reliability
Vol-6 Reliability
Vol-5 Criticality
Vol-4, Human Resources
Vol-3, PLC Programs
Vol-2, managing people
Vol- 1, maintenance advice

Click Newsletter to return to current news letter.

 

Back ] Up ] Next ]

 

 

 

 

Viewers understands that any content or other information offered on or through FeedForward.com.au is provided for informational purposes only. Viewers should evaluate any content or other information offered on or through FeedForward.com.au in light of viewer's own individual circumstances. © 2016 Feed Forward - A subsidiary of Business Industrial Network