CPIM-Part-2 Exam Dumps : Certified in Planning and Inventory Management(Part 2)

Available capacity is the difference between the required capacity and planned operating capacity1. It refers to how capable the resources in an organization are in formulating and implementing strategy1. To calculate available capacity, factors such as the number of machines or workers, the number of shifts, utilization, and efficiency are considered1. Efficiency, in particular, is a crucial factor as it measures how effectively resources are used to produce output. It is calculated as the ratio of actual output to standard output within a specific time period1. Therefore, efficiency directly impacts available capacity by determining how much output can be produced with the available resources and time.

The other options, while important in production and operations management, are not directly used to calculate available capacity:

• Productivity measures the output per unit of input and is more about overall performance rather than available capacity.
• Load refers to the amount of work assigned to a resource or facility but does not directly indicate available capacity.
• Yield measures the percentage of products that meet quality standards out of total units produced but does not directly calculate available capacity.

References: Capacity planning - Wikipedia.

According to the web search results, the production plan is a long-term plan that establishes the quantity and timing of the end products to be produced by the company1. The production plan is based on the forecasted demand, the available capacity, and the company’s strategic objectives2. The production plan is also used to authorize and guide the master schedule, which is a more detailed and short-term plan that specifies the quantity and timing of each end product to be produced in each time period3. The master schedule is derived from the production plan, and it must not exceed the production plan’s limits. Therefore, the major contribution of the production plan is to provide authorization for the master schedule.

The other options are not correct, because they are either irrelevant or inaccurate. The production plan does not establish demand by end item, but rather responds to the forecasted demand by end item. The production plan does not identify key resources to support the master schedule, but rather determines the overall resource requirements to meet the production targets. The production plan does not establish the weekly build schedule, but rather provides the basis for the weekly build schedule, which is a more detailed breakdown of the master schedule that specifies how many units of each end product will be built in each week.

References:

• Production Planning - Definition, Objectives, Types, Importance
• Production Planning in Manufacturing: Best Practices for Production Plans
• Master Production Schedule (MPS) - Definition & Examples | Marketing Tutor
• [Master Production Schedule (MPS) - Meaning & Process | Tallyfy]
• [Production Planning - an overview | ScienceDirect Topics]
• [Production Planning: Definition, Levels, Objectives and Factors]
• [What Is a Weekly Build Schedule? | Bizfluent]

To successfully empower individuals to drive change, an organization should ensure everyone can clearly articulate the business’s vision and strategy. According to various sources, such as Forbes, Mercuri Urval, and LSA Global, one of the key factors for effective change leadership is to communicate a powerful and compelling change vision that inspires and motivates employees to support the change. A change vision is a statement that describes the desired future state of the organization after the change is implemented, and how it aligns with the overall business vision and strategy1. A clear and consistent change vision can help employees understand the purpose and benefits of the change, as well as their roles and responsibilities in the change process2. A change vision can also help create a sense of urgency, direction, and alignment among employees, as well as foster a culture of empowerment and participation3.

The other options are not sufficient or necessary to successfully empower individuals to drive change. Conducting thorough training programs for all levels of employees is important, but not enough to empower them to drive change. Training can help employees acquire the skills and knowledge needed to perform their tasks in the new situation, but it does not necessarily influence their attitudes, beliefs, or behaviors toward the change1. Aligning performance appraisals with the business’s vision is also helpful, but not essential to empower individuals to drive change. Performance appraisals can provide feedback, recognition, and incentives for employees who demonstrate the desired behaviors and outcomes related to the change, but they do not address the underlying motivations, emotions, or barriers that may affect employees’ willingness or ability to change4. Establishing and tracking broad change metrics on a quarterly basis is also useful, but not critical to empower individuals to drive change. Change metrics can help measure the progress and impact of the change initiatives, but they do not necessarily engage or involve employees in the change process or give them a sense of ownership or autonomy over the change5.

References: CPIM Part 2 Exam Content Manual, Domain 8: Manage Quality, Continuous Improvement, and Technology, Section 8.2: Continuous Improvement Concepts and Tools, p. 61-62; 5 Ways To Empower And Engage Employees To Lead Change - Forbes; How to successfully drive change in your organisation - Mercuri Urval; Empower Employees to Effect Change - 4 Ways | LSA Global; Empowering Teams to Drive Change Sustainably; Change Management Metrics: How To Measure Your Change Management Project.