Znalosti a jejich role ve výrobních systémech
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Technická Univerzita v Liberci
Abstract
Bez znalostních pracovníků není možno rozvíjet a inovovat procesy, bez inovativních spolehlivých procesů není možno uspokojovat zákazníky a bez spokojených zákazníků není možno dosahovat obratu a zisku.Nároky na znalosti a dovednosti dnes rostou exponenciálně. Výrobní společnosti rozvíjejí své znalosti a know-how, nicméně mnoho znalostí se také ztrácí díky fluktuaci zaměstnanců. Udržení znalostí se tak stává klíčové pro zachování konkurenceschopnosti firmy a její další rozvoj. A to na všech úrovních podniku. Udržením znalostí a know-how ve výrobní společnosti se proto nezabývají pouze personalisté. Tato oblast je natolik důležitá, že se stává standardní náplní řídících pracovníků na všech úrovních organizace a jejich každodenní péče o zaměstnance. Zapracování nových pracovníků je nyní zejména hlavní činností jejich nadřízených pracovníků tedy například mistrů ve výrobě, nikoliv pouze personalistů. Práce svým zaměřením směruje do popisované oblasti a zabývá se úlohou znalostí ve výrobních systémech. Orientuje se zejména na malé a střední firmy (SME Small and Medium Enterprices). Jejím cílem je nabídnout řídícím, technicky orientovaným pracovníkům na úrovni dílny či středního managementu způsob, jak udržet znalosti ve výrobní firmě. Konkrétně to znamená, že práce navrhuje metodiky pro jednoduchý popis a analýzu současného stavu péče o znalosti ve firmách i pro stanovení silných a slabých stránek firmy v této oblasti, definuje závislost mezi soft skills (tzv. měkkými dovednostmi) a hard skills (tzv. tvrdými dovednostmi) a tím naznačuje a usnadňuje cestu k nalezení standardních opatření, které jsou zásadní pro další firemní rozvoj. Tato disertační práce dále rozvíjí model porovnávající indikátory Soft čili tzv. měkké dovednosti a indikátory hard tzv. tvrdé dovednosti. Práce obsahuje i zkušenosti z testování ve třech výrobních firmách.
Analysis of the current situation, determine the strengths and weaknesses of the company is essential for further development. Maintaining the knowledge and know-how in manufacturing companies is a kind of standard or wedge for further development concept.The importance of knowledge is already indisputable. Education is given as a competitive advantage. Skills / knowledge and their application is verified already by applying for a job. Each company has its own internal criteria and requirements for employee. Of course there are the admission criteria for various work positions. Different skills are required from the developer, manufacturing engineer than from the trader. E.g. positions such as production operators are evaluated mainly by their skill and ability to adapt in the production team. In short, we live in a knowledge society. However compared to the recent past is no longer enough just know (e.g. principles of a method). It needs to know the possibilities of use and be able to actively and meaningfully use. I.e. not only HOW, but also know WHY. Innovation and increasing the competitiveness is not just about methods, but it is also about a system, let's say about the mindset. Even more important is acquired knowledge not only to maintain but to develop them. But it is not just about knowledge. No less important is also the WISH. Increasing positive inner motivation is thus another important element of the management and personnel work towards a knowledge-based employees.The topic of this work is to find a way to keep knowledge in the production company and further development of the company. That means finding a suitable methodology for describing the current situation in the company, started up the dependencies between soft skills and hard skills and other strategic development in manufacturing companies.
Analysis of the current situation, determine the strengths and weaknesses of the company is essential for further development. Maintaining the knowledge and know-how in manufacturing companies is a kind of standard or wedge for further development concept.The importance of knowledge is already indisputable. Education is given as a competitive advantage. Skills / knowledge and their application is verified already by applying for a job. Each company has its own internal criteria and requirements for employee. Of course there are the admission criteria for various work positions. Different skills are required from the developer, manufacturing engineer than from the trader. E.g. positions such as production operators are evaluated mainly by their skill and ability to adapt in the production team. In short, we live in a knowledge society. However compared to the recent past is no longer enough just know (e.g. principles of a method). It needs to know the possibilities of use and be able to actively and meaningfully use. I.e. not only HOW, but also know WHY. Innovation and increasing the competitiveness is not just about methods, but it is also about a system, let's say about the mindset. Even more important is acquired knowledge not only to maintain but to develop them. But it is not just about knowledge. No less important is also the WISH. Increasing positive inner motivation is thus another important element of the management and personnel work towards a knowledge-based employees.The topic of this work is to find a way to keep knowledge in the production company and further development of the company. That means finding a suitable methodology for describing the current situation in the company, started up the dependencies between soft skills and hard skills and other strategic development in manufacturing companies.
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Subject(s)
Znalosti, udržení znalostí, soft skills, hard skills, know-how, udržení know-how, fluktuace, motivace, shopfloor management, Knowledge, knowledge maintenance, soft skills, hard skills, know-how, know-how maintenance, fluctuation, motivation, shopfloor management