The accurate and convenient schedule has always been a guarantee of employees satisfaction. Many seek a job that would allow taking care of children, studies, and other things. On another hand, there are jobs which require special or adapted schedule. Employees expect the managers to create a schedule that meets their basic needs such as a reasonable number of days off, breaks during the work shift, etc. Timetable, therefore, deserves a special attention from the supervisors. In particular, the human resource and the production directors.
In the case of Building Products, Inc. we see an example of a successful work process regulation. The schedule developed by the planning committee was well advised and thoroughly balanced in order to make sure it suits the staff of the plant at its best. The managers of the company tried to make sure that the schedule is acceptable both for the workers and the plant. Since the specifics of the production process include “the chemicals and materials be heated to high temperatures”, it means that the production cannot stop at any time of the day, week, month, and year (Author, 27). Non-stop manufacture condition added even more pressure on the board of the directors. Nevertheless, they managed to present the following schedule which, most importantly, allowed the plant to function 363 days a year. This is the first strength of the human resources director's work from the firm's perspective. They assured that it will stop functioning for two days only, Christmas and the day before, which is necessary for the complete production process. Shutting the plant down and turning the equipment on more often would be time-consuming and lead to inefficiency. The schedule anticipated that the factory maintains its craft 24/7. On the other hand, such schedule can lead to the depreciation of the machinery. I believe that the human resources directors should have considered the necessity of the machinery to rest at least two or three days more than once per year. From the employees' perspective, the directors awarded them with a few good benefits. First of all, the schedule is flexible. The workers are able to plan other business during a day since they do not have to be present at the plant five work days per week. The timetable offers them both day and night shifts which is a significant advantage over a regular schedule. It also good that the schedule presented by the director's assures same shifts in a row. For example, a few day or night shifts in a row but no mixed shifts sequence. Such consistency is much better and convenient. What's more, employees can have at least two days off in a row which guarantees thorough rest. The timetable changes every week during one month, however, it remains the same every following month. Speaking about cons, employees might not be comfortable with having night shifts. Some of them prefer having no night shift at all, however, such option is not available in the newly presented schedule. Secondly, 12-hour shifts are rather exhausting. Nevertheless, managers made sure that the plant operates fully while employees take breaks. I consider it a strength since breaks are especially important during long shifts. What’s more, the schedule offers convenient payment for additional hours: “overtime pay be granted to employees when they work more than 40 hours per week” (Author, 28). Also, the directors decided to provide the workers with extra payment if they have a shift during holidays. I believe that such gesture motivates their dedication and eagerness.
Generally, I believe that the schedule presented by the managers team will be convenient and suit both the team and the plant. I would recommend implementing it in a test mode to see if everyone is comfortable with handling a few nights in a row as well as having such a long shifts. Moreover, I would also advise that the employees have a chance to switch shifts and adjust their calendar if needed.