Worker flexibility in a parallel dual resource constrained job shop

Yue, Hong; Slomp, Jannes; Molleman, Eric; Zee, Durk-Jouke van der

doi:10.1080/00207540601138510

Cited by 43 publications

(24 citation statements)

References 34 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The simplification also leads us to omit another important stream of literature on labor assignment, specifically in the context of cross-trained workforces that may possess different skill levelsthat on learning/forgetting (e.g. Malhotra et al, 1993;Fry et al, 1995;Kher et al, 1999;Kher, 2000b;Kannan & Jensen, 2004;Zamiska et al, 2007;Yue et al, 2008).…”

Section: Labor Assignment Rulesmentioning

confidence: 99%

Workload control in dual-resource constrained high-variety shops: an assessment by simulation

Thürer

Stevenson

Renna

2018

International Journal of Production Research

View full text Add to dashboard Cite

Workload Control (WLC) seeks to align capacity with demand, where capacity is typically assumed to be restricted by a single constraintmachine capacity. In practice however, shops are often restricted by dual resource constraints: labor and machines. This study therefore uses simulation to investigate the performance of WLC in Dual Resource Constrained (DRC) highvariety shops with fully interchangeable labor. By considering several environmental factors and different labor assignment and dispatching rules, it is demonstrated that the order release function of WLC maintains its positive impact on performance in a DRC shop under different staffing levels. The positive effect of considering labor availability at release, as proposed in previous research, could not however be confirmed. Thus, the original release method can be applied if labor is fully interchangeable. In terms of labor assignment, we show that a distinct assignment pattern that differs between upstream and downstream stations improves performance if the routing is directed. Meanwhile, dispatching plays a less important role but creates important interaction effects with the assignment rule. Finally, the results suggest that increasing the service rate is a better response to the reduction in capacity that results from labor absenteeism than lowering the input frequency of work.

show abstract

Section: Labor Assignment Rulesmentioning

confidence: 99%

Workload control in dual-resource constrained high-variety shops: an assessment by simulation

Thürer

Stevenson

Renna

2018

International Journal of Production Research

View full text Add to dashboard Cite

show abstract

“…In Zulch's research, several starting solutions for personnel structures are generated using different heuristic algorithms, then, the personnel structure is improved through simulation by using defined strategies (Zulch, Rottinger, & Vollstedt, ). Yue, Slomp, Molleman, and van der Zee () investigated cross‐training policies in a dual resource constraint (DRC) parallel job shop where new types are frequently introduced into the system. Cesani and Steuder () proposed different labor strategies classified according to the type of machine‐operator assignments and tested the different assignment schemes using simulation.…”

Section: Related Workmentioning

confidence: 99%

A Human‐Oriented Simulation Approach for Labor Assignment Flexibility in Changeover Processes of Manufacturing Cells

Zhang

Qiu

Zhao

et al. 2014

Hum Ftrs & Erg Mfg Svc

View full text Add to dashboard Cite

Skilled operators are the most decisive key factors in manufacturing cells. An optimal assignment of operators is crucial for flexibility and productivity. Although there are many publications dealing with labor assignment problems, different forms of human cooperation on the shop floor and decentralized decision making, which are the main factors for system flexibility, are seldom concerned in existing models. In this article, a human‐oriented methodology to analyze, simulate, and evaluate labor assignment flexibility in changeover processes in manufacturing cells is introduced, which is characterized by an agent‐based approach. First, the problem architecture is presented along with the concepts of labor flexibility. Then, different types of human behavior in the changeover process are modeled. Furthermore, a human–machine interaction model is developed to integrate the human agent models into a generalized discrete event dynamic system (DEDS) process model. In this way, work process dynamics and cooperative behavior can be explicitly modeled and simulated. Third, the model is verified on the basis of a motorcycle engine manufacturing cell, and simulation experiments with different labor assignment schemes are designed and conducted. The simulation results show that assignment strategies incorporating different skill levels and cooperation styles have a significant impact on system performance. The agent‐based approach in conjunction with the human–machine interaction model can be used to analyze and solve a large class of assignment problems in flexible manufacturing systems, especially when human cooperation and collaboration are key factors shaping overall system performance.

show abstract

“…14 shows that the performance with the nonuniform salary structure is better than that with the uniform salary structure when the preference structure is extreme and the task redundancy [3,4]. In all, figure [11][12][13][14] show that more non-dominated solutions can be gotten with the nonuniform salary structure, and all the solutions with the nonuniform salary structure are dominated by the solutions with the uniform salary structure. In other words, the nonuniform salary structure is better than the uniform one.…”

Section: B Impact Of Salary Structure Under Certain Scenariosmentioning

confidence: 97%

“…Ref. [14] showed that the frequency of new part type introduction needs to be considered with a cross-training policy. Ref.…”

Section: Related Workmentioning

confidence: 99%

A Multi-objective Cross-training Plan Based on NSGA-II

Gong

Yu²

2013

JNW

View full text Add to dashboard Cite

The previous research on cross-training mainly focused on productive efficiency. However, enhancing labor’s satisfaction of tasks is as much important as improving production performance. This paper addresses a new cross-training policy for an assembly cell from the point of view of humanization. A multi-objective 0-1 integer programming model is presented to implement the cross-training policy for an assembly cell. The first objective works on getting to maximize average satisfaction degree, and the second objective seeks to minimize average paid salary, while determining which labors should be cross-trained on which tasks. Non-dominated sorting genetic algorithm (NSGA-II) is developed to solve the model. A series of computational experiments are proceeded to explore the impact of three factors on cross-training, including labor’s preference structure, labor’s salary structure, and task redundancy. The results indicate that the balanced preference structure is better than the extreme one, the non-uniform salary structure is better than the uniform one, and the smaller task redundancy is better than the bigger one under various scenarios in the paper. Those insights can be used to direct the managers of human resource to choose the candidates for cross-trainin

show abstract

Worker flexibility in a parallel dual resource constrained job shop

Cited by 43 publications

References 34 publications

Workload control in dual-resource constrained high-variety shops: an assessment by simulation

Workload control in dual-resource constrained high-variety shops: an assessment by simulation

A Human‐Oriented Simulation Approach for Labor Assignment Flexibility in Changeover Processes of Manufacturing Cells

A Multi-objective Cross-training Plan Based on NSGA-II

Contact Info

Product

Resources

About