# We can work on Operation research

Question 1:Sequence the jobs shown below by using a Gantt chart. Assume that the move time between machines is one hour. Sequence the jobs in…

Question 1:Sequence the jobs shown below by using a Gantt chart. Assume that the move time between machines is one hour. Sequence the jobs in priority order 1, 2, 3, 4.Job Work Center/Machine Hours Due Date (days)1 A/3, B/2, C/2 32 C/2, A/4 23 B/6, A/1, C/3 44 C/4, A/1, B/2 3
a) Using finite capacity scheduling, draw a Gantt chart for the schedule (Marks 0.5)b) What is the makespan? (Marks 0.5) c) How much machine idle time is there? (Marks 0.5)d) How much idle time (waiting time) is there for each job? (Marks 0.5)e) When is each job delivered? (Marks 0.5)f) Which department is the bottleneck? (Marks 0.5)g) Calculate the machine utilization? (Marks 0.5)
Question 2:A public accounting firm requires the following activitiesfor an audit:Activity Immediate Predecessor Activity timeA – 3B A 2C – 5D B, C 2E A 4F B, C 6G E, D 5
a) Draw a network for this project? (Marks 0.5)b) Make a forward pass and a backward pass to determine ES, LS, EF, and LF? (Marks 0.5)c) What are the critical path? (Marks 0.5)
Sample Solution

beneficiary each and every helps trademark is effectively perceived by the client, but on the other hand is worked in to the preparation program. This trademark is a piece of the ethos and culture that is Tesco. The association overviews their representatives to check inspiration and to recognize preparing which workers require. This goes more distant than simply recognizing authoritative advantages of preparing. People can get ready for the future profession. Profession advancement is imperative to the individual representative (Armstrong, M 2005) Harrison (2002) noticed this as a sorted out arranged exertion contained organized exercises or procedures that outcome in a shared profession plotting exertion among workers and the association. This is a focal part of the mental agreement that ties the person to the association (Harrison, R 2002). This further entangles the job of the HRD expert, offsetting authoritative needs with the person’s desires. A few representatives will build up their profession with one manager, while others require transferable aptitudes. The association requires workers with the correct aptitudes to guarantee and support upper hand (Armstrong, M 2005) Ends and Discussions Tesco’s long haul technique is to keep on setting an incentive on worker preparing and to coordinate this incentive into the way of life of the association. They are utilizing this way to deal with keep up their focused edge. The worth that is set on HR exhibits duty from the top degrees of the association to preparing. Tesco will probably keep up this expanded accentuation on staff preparing and to incorporate this adapting completely into the association. There is consistent investigating of the intercession, and make change were fundamental. The investigation of Tesco’s HR arrangements has exhibited that by presenting a more elevated level of preparing to all workers it has an effect on the primary concern. At the point when the representatives are prepared and showing a higher duty to the association they feel some portion of the general procedure. This prompts representatives feeling esteemed and in this way an increasingly dedicated work power. This is then felt by the buyer, with a more elevated level of administration, which gives the association included worth.>

beneficiary each and every helps trademark is effectively perceived by the client, but on the other hand is worked in to the preparation program. This trademark is a piece of the ethos and culture that is Tesco. The association overviews their representatives to check inspiration and to recognize preparing which workers require. This goes more distant than simply recognizing authoritative advantages of preparing. People can get ready for the future profession. Profession advancement is imperative to the individual representative (Armstrong, M 2005) Harrison (2002) noticed this as a sorted out arranged exertion contained organized exercises or procedures that outcome in a shared profession plotting exertion among workers and the association. This is a focal part of the mental agreement that ties the person to the association (Harrison, R 2002). This further entangles the job of the HRD expert, offsetting authoritative needs with the person’s desires. A few representatives will build up their profession with one manager, while others require transferable aptitudes. The association requires workers with the correct aptitudes to guarantee and support upper hand (Armstrong, M 2005) Ends and Discussions Tesco’s long haul technique is to keep on setting an incentive on worker preparing and to coordinate this incentive into the way of life of the association. They are utilizing this way to deal with keep up their focused edge. The worth that is set on HR exhibits duty from the top degrees of the association to preparing. Tesco will probably keep up this expanded accentuation on staff preparing and to incorporate this adapting completely into the association. There is consistent investigating of the intercession, and make change were fundamental. The investigation of Tesco’s HR arrangements has exhibited that by presenting a more elevated level of preparing to all workers it has an effect on the primary concern. At the point when the representatives are prepared and showing a higher duty to the association they feel some portion of the general procedure. This prompts representatives feeling esteemed and in this way an increasingly dedicated work power. This is then felt by the buyer, with a more elevated level of administration, which gives the association included worth.>