SUPERVISORY TRAINING AND DEVELOPMENT MANUAL
CLICK HERE TO REVIEW A COMPLETE DESCRIPTION OF THIS MANUAL
A comprehensive manual authored By: Gene Levine, Gene Levine Associates
Management Advisors - Since 1965

TABLE OF CONTENTS

To expand any chapter click on plusplusign.gif (60 bytes)sign, to return to Complete Table of Contents click minusminusign.gif (58 bytes)sign
plusign.gif (60 bytes)CHAPTER I.  SUPERVISION DEFINED
plusign.gif (60 bytes)CHAPTER II.    DEVELOPING PROFESSIONAL SUPERVISORS
plusign.gif (60 bytes)CHAPTER III. MEETING PRODUCTION SCHEDULES
plusign.gif (60 bytes)CHAPTER IV. QUALITY ASSURANCE
plusign.gif (60 bytes)CHAPTER V. TIME STUDY AND THE SUPERVISOR’S ROLE IN EFFICIENCY AND COST AVOIDANCE
plusign.gif (60 bytes)CHAPTER VI. UNDERSTANDING INCENTIVE PAYROLL PROCEDURES

minusign.gif (58 bytes)CHAPTER VII
WAGE INCENTIVE PLANS

A.      A REWARD FOR EXTRA EFFORT?

1. Benefits of Wage Incentive Plans
2. Some Problems of Wage Incentive Plans
3. Eleven Factors of A Good Incentive Plan

B.     TYPES OF WAGE INCENTIVE PLANS

1. Straight Piecework
2. Standard Minute/Hour Plan
3. Taylor Differential (Jump Base) Plan
4. Bonus Sharing Plans
5. Measured Day Work Plan

C.      COST-AVOIDANCE OR GAIN SHARING PLANS

D.      SCANLON PLAN

1. Background of the Scanlon Plan
2. What Is the Scanlon Plan?
3. Who Are All Workers?
4. How Are Bonuses Paid?
5. Base Year Selection Crucial!
6. The Basic Formula
7. Requirements for Bonus Distribution
8. How Productivity Ratio Works
9. How Are Bonuses Distributed?
10. How Employees Receive Bonus
11. What Happens To A Deficit Pool?
12. Mechanics of the Scanlon Plan
13. What Are Some Employee Suggestions?
14. Plan Committees Compared to Others
15. Additional Company Benefits
16. Success Determining Factors For the Plan
17. Lifespan
18. Important Theory On Why The Scanlon Plan Works

E.      NUNN-BUSH PLAN

F.      RUCKER SHARE-OF-PRODUCTION PLAN

G.      MERIT PAY

1. How to Determine if A Merit Pay Plan Is For Your Company
2. Reducing the Risk of Trying
3. Is Production the Only Thing We Want From Workers?
4. Adding In Factors Other Than Production
5. Base Rates Need Not Be Static
6. Gross Pay Could Vary With Proper Performance Reviews
7. A Merit Plan Could Be Exactly What Employees Want and Need

H.      INCENTIVE PLAN INSTALLATION

I.      MAINTAINING AN INCENTIVE SYSTEM

1. Earnings Audit
2. Perform Audits on a Regularly Scheduled Basis

J.      GUIDELINES FOR INSTALLATION AND ADMINISTRATION OF THE WAGE INCENTIVE PLAN

K.      REASONS FOR INCENTIVE PLAN FAILURES

L.      INDIVIDUAL VERSUS GROUP INCENTIVES

1. Performance
2. Earnings
3. Quality
4. Morale
5. Cooperation
6. Supervision
7. Planning
8. Training
9. Indirect Labor
plusign.gif (60 bytes)CHAPTER VIII. IMPROVING ATTENDANCE
plusign.gif (60 bytes)CHAPTER IX.

REDUCING LABOR TURNOVER
plusign.gif (60 bytes)CHAPTER X.

PEOPLE DEALINGS AND MOTIVATION
plusign.gif (60 bytes)CHAPTER XI. SUPERVISOR'S GUIDE TO UNION AVOIDANCE

APPENDIX A    Job Description Questionnaire

APPENDIX B     Example Job Description - Industrial Engineering

APPENDIX C    Gene Levine Associates – Basic Time Study Test

PASSOUTS (Included only in seminar editions of this manual)

 totop.gif (203 bytes)

READ A GLA ARTICLE ON SUPERVISION

 REVIEW A COMPLETE DESCRIPTION OF THIS MANUAL COMPLETE LIST OF ALL GLA TRAINING MANUALS CONTACT US

SHIPPING – Anywhere in the world via US Post Office Priority Mail

Regular Price: US$155.00

Website Special Offer US$110.50

This special offer can be withdrawn at any time without notice

EASY ORDERING OPTIONS