Management today is never the same what was yesterday. And India, undoubtedly, has been one place that has witnessed radical changes in Management  – be it Man Management, Money or Material Management. And it goes without saying that concept of “Lean” in all fields is the name of the game. Lean Organization, Reduced Vendor base, Shorter Production Cycle, Market Micro-segmentation and Skinned Distribution Points are all globally accepted jargons of the present day cost conscious world.

Besides being the central hub for maintenance, the storeroom also provides functions that are absolutely critical to the maintenance operation. These functions are so important that when the storeroom is operating in a best practices mode, the rest of the maintenance operation can excel – the storeroom is the enabler. Put another way, if the storeroom is run improperly (such as poor inventory accuracy, parts unavailable when needed due to poor replenishment and procurement practices, etc), the rest of the maintenance operation has no chance of achieving high service levels of equipment availability and reliability.

The “Program of the Month” phenomena. I feel that there is somewhat of a misunderstanding of this issue. Mindsets such as these are often attributed to the fact that management are not fully behind the concept, or a coping mechanism for a workforce that has reached a saturation point in terms of the continual changes that they need to endure. While there is, of course, some validity in these arguments the prime reason, the reason that proven programs fail is generally due to the lack of adequate communication.

Virtually everyone has heard of and will express an opinion on outsourcing. There are clear global trends toward outsourcing and most are experiencing the joys in one form or another. In the maintenance world outsourcing extends from specialized services, contract labor and consigned spare parts all the way to a full, shared risk-reward, incentive-based partnership. There are many benefits in favor of outsourcing, but even with these benefits why would an operating company elect to form a maintenance partnership? What factors must be considered? What concerns? Most important – what are the results achieved and lessons learned after a full year of actual operation?

To compete in this adverse environment, companies switched mantras, from “do or die” to “do more with less or die.” Every year, the bar of acceptable performance is raised. Employees are challenged to achieve these objectives with fewer resources. According to the U.S. Labor Department’s Bureau of Labor Statistics, between 1981 and 1996, the total number of workers who lost jobs they held for three or more years because their plant or company closed or moved was nearly 18 million.

You can develop, document, and preach your improvement plans as much as you want, but if those plans do not result in better front line maintenance performance, you have just wasted money and time. Maintenance managers cannot produce expected results without the help of others, especially the frontline. Those organizations that have experimented with autonomous teams lacking front line leadership often fail to deliver sustainable results. If you believe this statement is wrong, I am very interested in hearing back from you.

With the increased globalization and with companies acting globally, the need for a common understanding of the indicators to measure maintenance and availability performance is increasing, and there is no doubt that this activity in a short period of time will be a part in a global standard for maintenance indicators. This is highlighted by the fact that COPIMAN (Technical Committee on Maintenance of the Pan American Federation of Engineering Societies) is joining the comparison effort.

When a forced layoff takes place in a unionized environment, the latest employees, in this case the apprentices were laid off; the plant had to lay off its future employees. Even sadder is that only four months after the lay offs the plant had to hire back many of the people they laid off. Many of them worked for a contractor who had contracted them to the plant after they were laid off! Soon this plant will start talking about a new improvement initiative and new management will wonder why it is so difficult to get people committed to improvement initiatives.

Whether your company is large or small, whether you’re hiring an entry-level employee or a top executive, any one of the following mistakes can result in a hiring disaster for your organization. Recent Kennedy Information audio conference speaker Lori Davila and her co-author Louise Kursmark offer 10 key points for reviewing your organization’s hiring procedures and making adjustments where needed.