• Unit 4: Scheduling Model Analysis

    This unit covers model analysis for firm short-term resource usage. While aggregate planning looks at overall operations in the medium- and long-run in a manufacturing or service firm, scheduling models focus on day-to-day operations and management of physical and human resources.

    Completing this unit should take you approximately 7 hours.
    • 4.1: The Role of Manufacturing Processes in Scheduling

      Scheduling is used to coordinate physical and human resources to optimize a manufacturing process. In an effort to bring balance to production, the ultimate goal is to maximize efficiency while reducing operational costs. This real-time information for businesses serves as a critical tool for managing the flow of inputs and outputs.

      • 4.1.1: Types of Manufacturing Processes

        There are different types of manufacturing processes. These processes can be repetitive, discrete, done in batches, and can be continuously ongoing. Most modern companies use a combination of processes to make a single product.

      • 4.1.2: Job Sequencing and Priority Rules

        Operational schedules are short-term resource planning tools and necessary to minimize production bottlenecks. Job sequencing minimizes production time by managing the item to make, by whom, and on what equipment. As issues come up with shifting due dates or processing times or other challenges, jobs can be prioritized and reprioritized.

    • 4.2: Labor Resource Scheduling

      Resource inputs such as raw materials, parts, equipment, and labor are strategic pieces of production. The scheduling of labor requires many areas of consideration that can include the type of item to be produced, timeframes, and overall demand. By understanding the overall production, the company can better manage variable labor costs and eliminate production delays.

      • 4.2.1: Analytical Approaches to Developing Personnel Schedules

        The most important resource of any project or production is the people. Personnel bridges the gaps that machines cannot complete, but the service industry in particular is where personnel are responsible for every stage. Furthermore, managing staff while they are on the job is another challenge due to diversity, personality, leadership, management, and team dynamics. 

      • 4.2.2: Labor Standards

        Labor standards have evolved since the beginning of the industrial revolution to protect employees while on the job. Because of potentially dangerous machinery and tools, these policies were established to enhance safety measures. In addition, they protect employees against things such as discrimination and harassment in the workplace. The Fair Labor Standards Act established policies affording rights in the areas of compensation, recordkeeping, and youth employment that affect both full- and part-time workers in all industries. A firm's Human Resource department is not just responsible for ensuring compliance, but also enforcing policies related to employee labor. They serve to protect both the employees and the company.

    • 4.3: Scheduling Workers, Material, and Jobs

      Employee scheduling can be tricky due to the fact that each individual has different needs and unique skills. This variability in staff can create scheduling conflicts but if done well can accommodate the needs of staff and still accomplish operational tasks. Specifically, scheduling challenges are magnified in the service industry because of its reliance on personnel to perform and produce. 

    • Study Guide: Unit 4

      We recommend reviewing this Study Guide before taking the Unit 4 Assessment.

    • Unit 4 Assessment

      • Receive a grade