Enhancing capacity of Technology supportreforming the Mechanism in Workshop laboratory of DCPC. Ltd.

1、enhancing capacity of technology support by reforming the mechanism in workshop laboratory of dcpc. ltd.submitted by (wangwenjun)student id number (w2006b1001b0131)supervised by (heweiyin)a paper submitted in partial fulfillment of the requirements of the degree of bachelor of artsthe institute of o

2、nline educationbeijing foreign studies university北京外國(guó)語(yǔ)大學(xué)網(wǎng)絡(luò)教育學(xué)院學(xué)士學(xué)位論文誠(chéng)信聲明本人鄭重聲明： 所呈交的學(xué)士學(xué)位論文，是本人在導(dǎo)師的指導(dǎo)下，獨(dú)立進(jìn)行研究工作所取得的成果。論文所涉及的項(xiàng)目為本人親自負(fù)責(zé)或者參與實(shí)施的項(xiàng)目。除文中已經(jīng)注明引用的內(nèi)容外，本論文不含任何其他個(gè)人或集體已經(jīng)發(fā)表或撰寫(xiě)過(guò)的作品成果。本人完全了解本聲明的法律結(jié)果由本人承擔(dān)。學(xué)士學(xué)位論文作者簽名： 日期： 年 月 日摘要原料藥車(chē)間實(shí)驗(yàn)室是車(chē)間技術(shù)工作中非常重要的一環(huán)。最近由于車(chē)間的快速發(fā)展，產(chǎn)品以年均3個(gè)的速度增加，得使得工藝于生產(chǎn)銜接方面的問(wèn)題突出了出來(lái)。這些問(wèn)

3、題都有賴(lài)于實(shí)驗(yàn)室來(lái)制定解決方案并進(jìn)行指導(dǎo)。但是實(shí)驗(yàn)室5名成員，因?yàn)榇蠖鄶?shù)是新員工，對(duì)車(chē)間業(yè)務(wù)不夠熟悉，對(duì)車(chē)間認(rèn)同感不夠，責(zé)任心不強(qiáng)，在工作中常常出現(xiàn)一些不該出現(xiàn)問(wèn)題。例如針對(duì)不同的問(wèn)題全都使用一個(gè)解決方法，或者是遇到相同的問(wèn)題卻重復(fù)作業(yè)不能總結(jié)經(jīng)驗(yàn)，甚至是根本找不出問(wèn)題的所在胡亂試驗(yàn)一通最后導(dǎo)致車(chē)間的該項(xiàng)產(chǎn)品停產(chǎn)整頓。作為車(chē)間集中了高學(xué)歷人才的技術(shù)部門(mén)，實(shí)驗(yàn)室完全起不到對(duì)車(chē)間進(jìn)行技術(shù)支持的作用。占用了大量的資源，卻沒(méi)有產(chǎn)出，使得實(shí)驗(yàn)室的地位十分尷尬。為了提高實(shí)驗(yàn)室人員的整體素質(zhì)，車(chē)間需要改變實(shí)驗(yàn)室現(xiàn)有的人員管理機(jī)制，讓實(shí)驗(yàn)室這個(gè)團(tuán)隊(duì)了解到自己在車(chē)間的位置，幫助其建立學(xué)習(xí)型組織，嚴(yán)格的進(jìn)行人員績(jī)

4、效考核，試行平衡卡制度。通過(guò)管理加培訓(xùn)的手段，全面提升實(shí)驗(yàn)室的團(tuán)隊(duì)積極性和服務(wù)能力。關(guān)鍵詞：實(shí)驗(yàn)室 ；管理機(jī)制 ；提升abstractapi workshop laboratory is a very important part of technical work in the workshop. recently, because of the rapid development of products, an average of 3 new products per year, made the problems of process cohesion come out. these

5、issues are dependent on laboratory to develop solutions and guidance. however, most of the five members of the laboratory are new employees, who are not familiar with the business of the workshop, and without enough sense of identity or duty causing some problems that shouldnt appear in the work. fo

6、r example in view of the different things, all use a solution, or have the same problems but duplication of work cannot summarize experience, or even can not find where the problem is just simply pass a random testing finally led to suspend production for rectification of the product at the workshop

7、. as the highly educated technical personnel department, laboratory would not achieve full technical support for the workshop. take a lot of resources, but no output, making the laboratory a very awkward part. in order to improve the overall quality of laboratory staff, we need to change the existin

8、g laboratory management mechanism, so that the team could learn his labs location in the workshop and create a learning organization, strict performance appraisal of personnel, trial balance card system. training means should be enhanced by management, promoting the laboratory enthusiasm and service

9、 capabilitieskey words: laboratory; mechanism; enhancetable of contentspages1. introduction 12 summary of the preliminary research2 2.1. problem 2 2.2. problem analysis2 2.2.1 situation analysis of laboratory2 2.2.2 needs analysis of laboratory3 2.2.3 swot analysis53. project objective and hypothesi

10、s63.1.project objective63.2. project hypothesis64. project rationale64.1. planning activities64.2. we should embody the theory, and find tools to accomplish our three steps74.2.1 the first step74.2.2 the second step74.2.3 the third step75. project design85.1. planning activities85.1.1 activities wit

11、h time-scale85.2 people involved and responsibilities.105.3. costing105.4. risks analysis105.5 management and control116.project implementation116.1. general introduction of time, place of project implementation116.2. the working steps of implementation126.3. monitoring127.results and discussion137.

12、1.results137.2.discussion138. conclusion14bibliography15appendix 1: questionnaire16appendix 2: dpmr18appendix 3: the project framework19- 9 -enhancing capacity of technology support by reforming the mechanism in workshop laboratory of dcpc. ltd.1. project introduction the author is the deputy direct

13、or of technology of the api workshop and has been responsible for managing the laboratory since 3 years ago. the laboratory is facing some problems recently due to the rapid development of the workshop. so the author decided to use the laboratory as the subject for mechanism reforming project design

14、. the laboratory is a very important part in workshops technical work. recently，the workshop has grown rapidly and technological problems grow gradually. the rapid development of products in workshop increased problems in the production. these issues need laboratory to develop solutions and guidance

15、. however, there are five members of the laboratory, most of whom are new staff, and not familiar with the business of the workshop, no enough identification of the workshop , no sense of duty, often arise a problem that should not be. as the workshops highly educated technical personnel departments

16、, laboratories would not achieve full technical support for the role of the workshop. take a lot of resources, but no output, making the laboratory a very awkward position.to better understand the problem of capable of the laboratory, the author conducted a swot analysis, comprised of a situation an

17、alysis of the laboratorys old mechanism in general, a needs analysis of the key factors concerning the laboratory progress by quaternary, and a swot profile summarizing the profit in establishing a motivation system. based on the hypothesis that young people in the laboratory are willing to learn an

18、d work hard. they desire change and have a positive growth prospects towards our company. the author take a project to change existing management mechanism by re-examining their position in the workshop，strict performance appraisal of personnel, use trial balance card system and establish a learning

19、 organization. management plus training will improve the enthusiasm and service capabilities. learning traditional skills of workshop and new knowledge to replenish the industry can make them seize the key and respond rapidly. changing mechanism to establish a motivation system will help them provid

20、e the capability of the laboratory.before putting the plan into practice, i also devised some measures to control and manage potential risks.the outputs of the project were a new system establish and discussed by both administrative staff and laboratory members, then implement successfully.the total

21、 cost of the project was 6,500 yuan; it included training, paper work, interactive discussion. in the whole process of this project, i adopted those helpful techniques and methods which introduced in “world class english for business (2001)”. scientific research methods of customer survey, such as f

22、ocus group, face-to-face interviews, and swot analysis were used in the identification and analysis of the problems. flowchart, project framework and several other methods were also adopted in the design, implementation and evaluation of the project. 2. project problem identification and analysis2.1

23、 problemthe laboratorys problem is inefficient staffs because of less training and useless management system.2.2 problem analysis2.2.1. situation analysis of laboratoryl physical resourceslaboratory was reconstructed in 2007, and covers an area of 100 square meters in 3rd floor of workshop. it was o

24、ne of the more advanced laboratories in the area，well-equipped experimental environment with a comfortable restroom. the laboratory provides a highly standardized fitness environment for the needs. the laboratory have small amount of professional books, basic reference books, a collection of technic

25、al information and subscribe only one kind of professional journal. a computer is available but not online.l social and political environmentchemical raw materials industry has been enough attention in the company. the workshop has grown rapidly and technological problems grow gradually. there are 3

26、 new products per year. the rapid developments of workshop take new idea and technology, but also increased problems. workshop has atmosphere to encourage technological innovation. the leadership encourages all experimenter to ask questions and participate in practice, advocates learning and provide

27、s adequate funding for practice and training. next year the workshop will also increase the professional journal subscriptions. l human resourcesthe laboratory has 5 staffs. all of them are young and highly educated technical personnel. one of them is miss zhang- a master of pharmaceutical engineeri

28、ng, she is the leader in laboratory; the other four are bachelor of related aspects of pharmacy. they all new staff in our workshop compared with workers, two of them joined in the workshop 2 years ago and three of them only 1 year ago. maybe they are fresh and new, cannot stand the old strategies q

29、uick and well, but will take this laboratory fresh change, new chance.2.2.2. needs analysis of laboratorya reform of the mechanism looking for factors affecting staff autonomy to the work must narrow the research problem through a needs analysis of the laboratorys staff. the goal is to find out how

30、to make young people more conscious and efficient.first, a questionnaire was designed covering aspects that were thought to be included in a job-willingness survey of staff. then the forms were distributed to all 5 staff of the laboratory. in about one week, all 5 forms were returned to me. they wer

31、e analyzed. (see appendix i)half of the questions have the same answer; it means all of five staffs have the same attitude to the questions. analysis should divided questions into two groups.group 1(same answer)questionansweranalysis2、what was the attitude of your work you are assigned to？(normal)wo

32、rkload and work conditions did not affect staffs attitude and emotion.3、how the objective conditions of work can affect your overall attitude？(did not affect)5、how the workload assigned to you affect your overall attitude？(did not affect)6、how you get along with working group / colleagues within the

33、 department？(almost no contradiction）there is a good atmosphere within group.9、do you agree that superior people and the company responsible for improving the companys organizational structure?(neutral)young staffs have the demand of assuming responsibility for company improving. they need more chan

34、ce to speak.13、do you have the opportunity to talk with superior about how you feel and think?(sometimes)14、do you agree that employees must be treated equally?(neutral)our company culture is positive and often adaptive.15、how often do you agree with the decision of the superior？（often）17、time is wa

35、sted due to unnecessary duplication of work？(sometimes)time must be use more efficiently.20、do you agree with your job performance evaluation methods used? (neutral)the incentive mechanism is not the best one.group2 (different answers)questionansweranalysis1、your companys growth prospects？（hard work

36、 is the only way to success）（hard work is helpful for the development of you）hard work is the ways we give them hope to be excellent.4、how work responsibilities impact on your majority？（can not highlight your strengths）(not affect)on letting everybody fully display his talents, we still have i long

37、way to go.19、work is being fairly distributed？(often)(sometimes)11、do you agree that the company disciplines are fair and reasonable?(neutral)(agree)7、the relationship between your work group or department and other work groups or departments？（good）（excellent）they have a good attitude towards intern

38、al client.8、the staff level of compliance with rules and regulations？(very high)(high)(low)maybe we should refresh our staff system partly, only the laboratory part.18、do you agree that you have a good understanding of the staff system?(do not agree) (neutral) (agree)10、employees will participate in

39、 the discussion the direct impact of their work change？（sometimes）（often）we should pay attention to our suggesting and training system.12、you get the guidance of the work：(very small)(more)(normal)(less)16、every member of your working group：(work done more than his / her share of the entire work)(on

40、ly to complete his / her share of the entire work)2.2.3 swot profilebased on the results of analysis above, the author came up with the following swot profile: strengthsweaknesses young, energetic, positive and professional staff support atmosphere reputable facilities and services increasing inform

41、ation resources workload and work conditions did not affect staffs attitude and emotion. good relationship within and without laboratory adapted culture new and inexperienced staff time is wasted due to unnecessary duplication of work the incentive mechanism did not suit old-style management can not

42、 meet the new circumstance staff system need refresh no comprehensive suggesting and training systemopportunitiesthreats increasing demand for technology support the introduction of new technology chemical raw materials industry has been enough attention young staff take a fresh change it hard to ch

43、ange a long standing system young people maybe easy to make mistake training will spend a lot of moneys and times free suggestion system should take lots of trouble reformation can not please everyone that may influence work efficient.laboratorys ultimate goal is reformation, namely to change the ol

44、d-style management system and no comprehensive suggesting and training system. to achieve this goal, we need to deal appropriately with all of weaknesses as well as some threats. if the laboratory can make good use of its strengths (support atmosphere, reputable facilities and services, young, energ

45、etic, positive and professional staff, and so on ), grasp some golden opportunities (increasing demand for technology support, the introduction of new technology, chemical raw materials industry has been enough attention ,young staff take a fresh change), avoid the threats (hard, mistake, a lot of m

46、oneys and times, lots of trouble, influence work efficient), and overcome weaknesses (new and inexperienced staff, waste time, the incentive mechanism did not suit, old-style management, staff system need refresh ,no comprehensive suggesting and training system), performance of laboratory will defin

47、itely improve.3. project objective and hypothesis3.1 project objectivethe goal of the project is establish an efficient and helpful laboratory group. the process of this project is divided into three steps. first, standard operating procedure will be discussed and refreshed, it can solve the waste t

48、ime; second, improve staff, training is the most important thing to do, a comprehensive and long last training plan will take benefit; the last, we convert notion and update system, try to improve incentive mechanism, training and suggesting system, make the laboratory adapt the new circumstance.3.2

49、.project hypothesisquestionnaire has shown that young people in the laboratory are willing to learning and working hard. they desire change and have a positive growth prospects towards our company. to mechanism updating, they like to join it rather than nonchalance. it makes the project setout gradu

50、ally.4. project rationale4.1 how should we establish an efficient and helpful laboratory group? i read some books and articles. one way i thought should be a benefit choicebuilding a learning organization. (1990) to achieve this goal, we should develop five essential factors: building shared vision,

51、 team learning, improve mental models, personal mastery, and system thinking. in all this five factors, team learning is the substantive characteristics of learning organization. the learning is an on-going process, it not a period, it is going through all the process of work for the whole group. th

52、is is an evolution theory. (, 2010年10月18日)4.2 we should embody the theory, and find tools to accomplish our three steps.4.2.1 the first step“the major challenge for managers is to obliterate non-value adding work, rather than using technology for automating it.” this is claimed by michael hammer, a

53、former professor of computer science at the massachusetts institute of technology (mit), published an article in the harvard business review ,in 1990. this statement remind me that our old standard operating procedure maybe focused on the wrong issues, namely that resource in general, has been used

54、primarily for automating existing processes rather than using it as an enabler for making non-value adding work obsolete. 4.2.2 the second stephow we improve our staff. we have the training system, but not comprehensive. in design and operation staff training system, we should set the human capital

55、investment concept (, 2008). we thought our system building process from three aspects: training contents, training form, and training appraise. contents usually consist of position, organization, skill, self development. training is a systematic project; need consider personnel short-term and long-term development, so we should be design training courses systematically, make it become a systematic overall. form should not be dull or baldness. we