| The vast majority of employers depend upon their | | | | specific skills which most employers are unaware of. |
| employees to be pre qualified in job skills at the time of | | | | The first of these is related to production. The first fact |
| their employment. Additional needed skills are obtained | | | | is that all processing systems whether they be invoice |
| through "on the job training" Such employers may or | | | | processing, information processing or production itself |
| may not obtain their entry level employees through | | | | can and should be looked as if they were hydraulic |
| vocational training programs. They do however expect | | | | systems. Within the system being reviewed, a choke |
| that the employee be knowledgeable about the job at | | | | point or system constraint slows the flow of whatever |
| the time of hire. | | | | is being processed. Where these situations occur, |
| Many of these enterprises also have a promote from | | | | removing the constraint will improve the system |
| within policy. Such policies are exemplary for their | | | | throughput. Below is an example system. It is modeled |
| reward of loyal employees, it can lead to a situation | | | | on your local water supply. |
| where the employee is promoted to a position which | | | | The non purified source of your public water supply is |
| require knowledge. In other words, the employee is | | | | the the raw material for the water system. The water |
| promoted above the level of their knowledge and | | | | is next purified, The purification is the production |
| experience. Such circumstances can have disastrous | | | | process. The water then travels through the internal |
| consequences for both the employee and the | | | | distribution system to the water tower. The water |
| employer. | | | | tower is the warehouse. The water then moves on |
| Many large and well organized enterprises require that | | | | demand through the external distribution system to its |
| their employees receive additional training as | | | | point of use at your house. |
| promotions in position occur. In some organizations the | | | | By using the above type of analysis, you can identify |
| additional training is provided by the institution itself and | | | | system constraints in the various internal systems of |
| in other situations the requirements are for the | | | | any enterprise. Once identified, these problems are |
| completion of a degree or technical certification. Often | | | | often easily solved. |
| these additional training requirements are repeated | | | | Other functions which are not taken advantage of by |
| several times during the employee's career. This | | | | small to medium sized enterprises are work |
| approach has the advantage that it insures that | | | | measurement standards, developing written methods |
| employees are not promoted above their level of skill | | | | and procedures, budgeting and purchasing through the |
| and knowledge. | | | | use of periodic Requests for Quotation (RFQ). All of |
| Many employers, especially those which have only a | | | | the above disciplines can work together to bring about |
| few employees, are completely unaware of the | | | | reductions in costs and increases in productivity. |
| above practice. In actual fact they are delegating the | | | | The principal reason that organizations do not take |
| task of knowledge about job content to their | | | | advantage of these disciplines, is that the employers |
| employee. This condition is potentially dangerous to the | | | | are not aware that they exist. |
| employer and the employee both. | | | | One of the reasons for publishing this information is to |
| There are several important managerial and job | | | | correct that situation. |