Production Planning.

 

The management of Hartman Company is trying to determine the amount of each of two products to produce over the coming planning period. The following information concerns labor availability, labor utilization, and product profitability. LO 3
Product (hours/unit) Labor-Hours Available
Department 1 2
A 1.00 0.35 100
B 030 020 36
C 0.20 0.50 50
Profit contribution/unit $30 00 $15.00
a. Develop a linear programming model of the Hartman Company problem. Solve the model to determine the optimal production quantities of products I and 2.
b. In computing the profit contribution per unit. management doesn’t deduct labor costs because they are considered fixed for the upcoming planning period However, suppose that overtime can he scheduled in some of the departments. Which departments would you recommend scheduling for overtime? How much would you he willing to pay per hour of overtime in each department?
c. c. Suppose that 10. 6. and 8 hours of overtime may be scheduled in departments A. B. and C. respectively. The cost per hour of overtime is 518 in department A. 522.50 in department B. and $12 in department C. Formulate a linear programming model that can he used to determine the optimal production quantities if overtime is made available. What are the optimal production quantities. and what is the revised total contribution to profit? How much overtime do you recommend using in each department? What is the increase in the total contribution to profit if overtime is used?

Sample Solution

Section I: INTRODUCTION TO THE STUDY Introduction The country is encountering a basic deficiency of medical care suppliers, a lack that is supposed to increment in the following five years, similarly as the biggest populace in our country’s set of experiences arrives at the age when expanded clinical consideration is vital (Pike, 2002). Staffing of emergency clinics, facilities, and nursing homes is more basic than any time in recent memory as the huge quantities of ‘gen X-ers’ start to understand the requirement for more continuous clinical mediation and long haul care. Interest in turning into a medical caretaker has disappeared lately, likely because of the historical backdrop of the extraordinary and requesting instructive cycle, low compensation, firm and extended periods of time, and fast ‘wear out’ of those rehearsing in the calling (Wharrad, 2003). A complex oversaw care climate in this country is restricting the dollars accessible to be spent on nursing care. Numerous wellbeing callings, particularly

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