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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
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
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
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
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
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 -
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. :>)
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)
Below are some of the best resources for planning your human resource
(your employees) development program.
for Human Resources Management - Home page for the Society for Human
is one of the most comprehensive directories of links to Human Resource
sites on the Internet!
- Covers employee compensation, HR management, and organizational
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
Feed Forward Publications
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!
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