Production Supervisor Job Description Sample

Production Supervisor Job Description SampleProduction Supervisor Job Description SampleProduction Supervisor Job Description SampleThis production supervisor sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Production Supervisor Job ResponsibilitiesManufactures products by supervising staff organizing and monitoring work flow.Production Supervisor Job DutiesAccomplishes manufacturing staff results by communicating job expectations planning, monitoring, and appraising job results coaching, counseling, and disciplining employees initiating, coordinating, and enforcing systems, policies, and procedures.Maintains staff by recruiting, selecting, orienting, and training employees developing personal growth opportunities.Maintains work flow by monitoring steps of the process setting processing variables observing control points and equipment monitoring personnel and resources studying methods implementing cost reductions developing reporting procedures and systems facilitating corrections to malfunctions within process control points initiating and fostering a spirit of cooperation within and between departments.Completes production plan by scheduling and assigning personnel accomplishing work results establishing priorities monitoring progress revising schedules resolving problems reporting results of the processing flow on shift production summaries.Maintains quality service by establishing and enforcing organization standards.Ensures operation of equipment by calling for repairs evaluating new equipment and techniques.Provides manufacturing information by compiling, initiating, sorting, and analyzing production performance records and data answering questions and responding to requests.Creates and revises systems and procedures by analyzing operating practices, record-keeping systems, fo rms of control, and budgetary and personnel requirements implementing change.Maintains stahlkammer and clean work environment by educating and directing personnel on the use of all control points, equipment, and resources maintaining compliance with established policies and procedures.Maintains working relationship with the union by following the terms of the collective bargaining agreement.Resolves personnel problems by analyzing data investigating issues identifying solutions recommending action.Maintains professional and technical knowledge by attending educational workshops reviewing professional publications establishing personal networks benchmarking state-of-the-art practices participating in professional societies.Contributes to team effort by accomplishing related results as needed.Production Supervisor Skills and QualificationsSupervision, Coaching, Managing Processes, Process Improvement, Tracking Budget Expenses, Production Planning, Controls and Instrumentation, Strateg ic Planning, Dealing with Complexity, Financial Planning and Strategy, Automotive ManufacturingEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Production Supervisor Jobs and apply on now. Learn more abouthow the hiring processThe 50 Toughest Interview QuestionsBlock Out Biases During the InterviewResume Search Spotting Exceptional Talent

Measuring Motivation

Measuring Motivation Measuring Motivation Measuring MotivationMore than a glittering academic record, extensive experience, or a deep knowledge of engineering, theres one thing that the engineering industry hopes to find in the people they hire Motivation. Or, more precisely put self-motivation. When the drive comes from within, problems get solved, teams get led, work gets done.Assessing knowledge, be it hands-on or of the purely book kind, is a task universities have had decades, even centuries, to refine. But how do you determine if a student is properly motivated? Education is new to the problem.Peter Rogers, a mechanical engineer and a professor of practice in Ohio States Department of Engineering Education, has set out to create the tools to make just such an assessment.The measure of motivation.For You Interviewing Basics for EngineersRogers first became interested in the project at a Transforming Undergraduate Education in Engineering, or TUEE (pronounced tooey), workshop. Th ere, 40-odd industry engineers filled in educators about what skills the industry welches looking for that they didnt think academia was responding to very well, Rogers says. Chief among them was student motivation. It was a problem Rogers and his colleagues hadnt tackled before.If someone wanted to create more motivation in our students, theyd need to measure it if they wanted to make curriculum changes.Rogers dove into the literature. He surfaced with both good news and bad.The good was that motivation could indeed be taught. In articles like Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being, by Richard Ryan and Edward Deci, Rogers discovered that there were two kinds of motivation extrinsic (which comes from outside, like grades and salary) and intrinsic, which comes from within (like a love of problem-solving and getting ones hands dirty).They said if you can increase a students autonomy, relatedness and competency, you ca n move them from extrinsically motivatedfrom grades or pat on the back or whateverto intrinsically motivated, says Rogers. Im excited by this.The bad news was that no one had yet tried to measure motivation of any kind.Rogesr and his colleagues began creating a series of questionnaires for their students. They included questions about their attitudes and behavior. Throughout a course (specifically, capstone courses), students were asked to answer how strongly they agreed with statements such as I get satisfaction from applying technical skills to my project and I collabosatz with my group to achieve team success. They were also asked to evaluate their teammates.The first time Rogers and his colleagues administered the assessment, they found that a certain kind of motivation was indeed a problem the motivation to stick with the actual assessment.If its voluntary, the students dont want to do it, he says. After three or four of the surveys throughout the year, the drop off rate was su bstantial. The only ones doing it were highly motivated. That kind of goofs up your result.Eventually the assessment was refined, proven to be statistically sound, and made mandatory. It most recently went out to thousands of students at six different universities.During this final request for student responses to the survey, faculty at each university required completion of the survey for the course. This request, along with student report cards showing the results of their own responses compared with their classmates, improved the response rate of survey completion. As a preliminary paper puts it, the instruments were clearly works-in-progress but still were close to being ready for distribution.For Rogers, the value of the data cant be overstated. With 35 years of industry experience, he has done plenty of hiring.To me, the level of motivation was often more important than the technical knowledge they had, he says. As you get into project management, your motivation effects your output and your teams output. It has this multiplying effector a dividing effect would be the negative way.With the development assessment tools, professors will have a better chance of keeping that effect in the multiples realm.How much are you moving the needle? I dont know, he says. But I think you can move the needle.Michael Abrams is an independent writer.Read More 12 Skills You Need to Advance an Engineering CareerHow to Raise a Coder in Four Easy StepsSTEM Grant Diversifies Computer ScienceTo me, the level of motivation was often more important than the technical knowledge students had. Prof. Peter Rogers, The Ohio State University

The average American works more hours than a medieval peasant

The average American works more hours than a medieval peasantThe average American works more hours than a medieval peasantThink youre working less thanpeasants did way back in the medieval ages?Although jobs have changed significantly since then, chances are, youre probably wrong.Research fromJuliet Schor, currently a Professor of Sociology at Boston College, from her textThe Overworked American The Unexpected Decline of Leisure, shows this isnt the case. The average American worker in 1987 was working about 1,949 hours annually, while an adult male peasant in 13th-century U.K. racked up approximately 1620 yearly. Schor provides details in the text about how working hours have changed over centuries, and why.You might be thinking, thats nice and all, but it isnt the 80s anymore - how are we doing in the 21st century?Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreWell, the average American emp loyee nowreportedly works slightly less at 1,811 hours annually, based on information from a Pew analysis of 2015 Labor Department data - the most recent data available.How workers hours stand up against the pastSo, how do thehours stack up across various generations and time periods in history - both in the U.S. and the U.K.? While each group had its own estimated methodology, heresthe amount of working hours various groups listed in the research had, from least to mostCasual laborer, U.K. (14th century) 1,440 hoursAdult male peasant, U.K. (13th century) 1,620 hoursAverage worker, U.S. (2015)1,811 hoursManufacturing workers, U.K. (1988) 1856 hoursAverage worker, U.S. (1987) 1,949 hoursFarmer-miner, adult male, U.K. (1400-1600) 1,980 hoursEnglish worker (Middle Ages) 2,309 hoursThis article was first published on May 7, 2018.

Men ask for deadline extensions at twice the rate of women

Men ask for deadline extensions at twice the rate of womenMen ask for deadline extensions at twice the rate of womenIf youre female, you may find yourself burning the midnight oil unnecessarily, trying to meet a deadline when you could have asked for an extension. Chances are, your male colleague already did.Women in the workplace often dont feel they can ask for an extension on deadlines, according to Harvard Business Review research, worrying that it makes them look incapable or unprofessional.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraYet, it turns out that bosses dont mind when employees ask for extensions on deadlines, as long as theyre done appropriately. HBR conducted 10 experiments and a survey with almost 10,000 employees and managers in the U.S. Across occupations, they found that asking for more time to work on an assignment welches generally seen as a good thing by managers it meant that their employees were less stressed and performed better. In fact, managers saw both male and female employees who asked for more time as moredriven. The only time asking for a deadline dinged them was if the time period was just too tight.However, employees of both sexes arent really in the habit of asking for extensions, and in one survey, only 1 in 10 employees said that theyd ask for one, even in a scenario where they felt highly time-pressed under a tight yet adjustable deadline. Perhaps this is due to a canon of business advice that advises both sexes to hit every deadline, however, that advice is out-of-place in the real world.Women, men, and deadlinesTo break down the tendency to ask for an extension on a deadline by gender, HBT conducted a survey of 600 employers in the United States across 22 industries and asked them to think about this questionImagine your manager assigned you to work on a task that was due at the end of the week. How likely would you be to as k for an extension?Male employees were found to be twice as likely to ask for the extension as female employees. Women were more reluctant because they were worried their manager would think about them poorly.HBR conducted another experiment on that very thought, this one with 800 managers evaluating both male and female employees who asked for extra time to complete an assignment. The results? The managers did not evaluate females more harshly than males.Of course, HBR notes that while managers may react positively to a single deadline extension request from a female employee, women may be more sensitive because such requests over time could confirm managers beliefs that women are on average more family oriented and less committed to their jobs. And its true if a female employee already has an accommodation about, say, leaving early one day a week for childcare reasons in place, she may be reluctant to ask for one more accommodation.Women should ask for performances sakeThe qualit y of work may depend on getting extra time in certain cases. In yet another experiment, HBR gave 103 business school students a writing assignment with a flexible due date. If they needed more time to complete it, they only needed to email the instructor to ask for an extension. Again, the male students were twice as likely as the female students to ask for the extension. And when the instructor read the papers (without knowing who wrote them), it was found that the students who had asked for an extension wrote better essays and got higher grades.If that doesnt motivate you to ask for an extension on a deadline when you next need one, we dont know what will.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will ersatzdarsteller your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits o f mentally strong people

Voxy Announces Unique Referral Incentive, All-expense Paid Vacation

Voxy Announces Unique Referral Incentive, All-expense Paid Vacation Voxy Announces Unique Referral Incentive, All-expense Paid Vacation Learning a new language within the context of real-world experiences is a key underpinning of Voxys approach so it made sense for us to offer this reward, which reflects our mission and spirit as a company, Gregg Carey, Voxys VP of People Operations, said.The Fine Print details includeTotal trip expenditure not to exceed $4,000Winner will have to cover any taxesReferral must work at Voxy for 90 days before prize is awardedNo requirements to applyInterested parties should have their friend(s) apply through Voxys ansprechbar job postings page,ensuring that the job seeker lists their name on the application where it says how did you hear about this job.For more information on the new referral incentive, visit here.

Reported Buzz on Effective Resumes Exposed

Reported Buzz on Effective Resumes Exposed The medical industry can be quite competitive. Writing a resume for employment in the art industry can be difficult. Make certain its tailored to not merely the position, but the provider also. You should also think of the position, company and industry that youre pursuing. Youre competing for jobs on an international industry. Real estate is quite a lucrative industry so its obviously a competitive one. You always would like to be in a position to demonstrate your work. In the end, you wish to attempt to strike a balance between including experience thats both timely and relevant. You must also chat about past experience. Experience is the most important in this business, so writing a resume that highlights your previous work is vital. It is contingent on the particular circumstance. For example, if you use bullet points to spell out your responsibilities and achievements at the same position, be certain to use bullet points on the rest of the positions too. You must have five objective statements. The second statement is much better than the first as it focuses on an accomplishment. Resumes may be used for a number of reasons, but most often theyre utilised to secure new employment. Its crucial that you dont simply apply these resumes verbatim. Resumes are ordinarily used by employers and admissions committees who wish to learn more about a specific candidate. In case you have any significant employment gaps, you might need to supply a succinct explanation. What you exclude is at least as critical as what you include. Use keywords within your resume an employer might utilize to look for candidates with your qualifications and abilities. My purpose is to find the job. The Secret to Effective Resumes By offering data, you are going to leave a more powerful impression than youd with a vague statement. As soon as you have written and organized your information according to the sort of resume youve c hosen, be certain to format it according to typical professional standards. Writing a strong application is a challenging procedure and we would like to make it simpler. You will find a lot of HRs who prefer resume just in simple text format. The 30-Second Trick for Effective Resumes Read your revamped resume with an important eye to make certain it reflects you. Laurens resume is unique because its a classic instance of an actors resume. Unless youre a graphic designer looking for employment, theres no need to over think the plan of your one-pager. You have a lot greater shot of receiving an interview as a result of a personal or professional connection. Up in Arms About Effective Resumes? Take a look at sample resume. Perhaps while looking for examples you noticed poor samples all around the internet. Below, you will discover a list of resume examples that may aid you with your work search. A good example will be able to help you make a decision as to what information to include. A growing number of employers have automated their hiring procedure, and several use some combo of computerized and human tracking systems. Make koranvers you reflect the work description when you describe your own regions of proficiency. Prepare one resume for every kind of job. If you decide to include something in this way, be sure its tailored to the job which youre applying for. Definitions of Effective Resumes The functional resume is utilised to concentrate on skills that are particular to the kind of position being sought. Continual evaluation is important to the job of composing an effective resume. Part of creating an effective resume is choosing the most suitable format to inform your private story. To find some formatting suggestions for your resume, have a look at our samples.Its a record of your targets and successes, and a manner of communicating your capabilities to a prospective employer. When youre considering how to format your resume for an a uthentic live reader, concentrate on making the document attractive and simple to skim. If you are in possession of a consistent work history with no big gaps and ample knowledge in the area for which youre applying, a chronological resume will be OK. Dont be scared to cut out irrelevant experience for the interest of improving readability.

How to Streamline Interviews - Spark Hire

How to Streamline Interviews - Spark HireThe point of an interview and the hiring process is to get to know the candidate and see how well they would work within the company. While it is very important to make sure the impression is right, there is no need to go overboard with the amount of time spent interviewing during the hiring process. There are several ways to streamline the hiring process to keep from wasting valuable time. This is especially important if you are a new company and need all of the man hours you can get.Interviews need to happen and there is no way to cut them out of the hiring process if you want a quality candidate. While everyone can look good on paper, the interview process makes sure that the candidate is socially capable to handle the position. Thats the point of interview questions, and asking the right ones can streamline the hiring process and get you the information you need. Below are a few questions you should ask all incoming candidates during their interviewsWhat was a problem you faced with (insert previous work experience here) and how did you overcome it?What do you find are the most difficult decisions to make?What are your pet peeves?What will you do if you dont get this position?These questions require a different kind of thinking than the voreingestellt do you work well with others? type questions and tend to reveal more about who they are. If they give you cookie-cutter answers and thats not what youre looking for then give them the axe. If they give you an original answer they are probable to answer honestly and as themselves, and if you dont like that then give them the axe, too. See, its fun to streamline.Another way to streamline the hiring process is through video interviews. While you may prefer to use a good old fashioned handshake to judge someones character, if you are looking to save time (Im looking at you, start-ups) then you may want to consider video interviews. They are easy to conduct and can be done f rom the office or from home. If your office is under construction the video interview can keep candidates from having to see it you are trying to sell your organization as well, after all. Video interviews are a relatively new technology, but in a few years I suspect almost all initial screening will be done through them.While video interviews are good for weeding out a large quantity of applicants, they arent meant to replace the final leiter of interviews. In the final phase it is vital to meet the candidate in-person, so make sure you dont skip this step.What do you think of these tips for streamlining your interviewing process? Tell us in the comments.