Referring to the diffierence between the kind and the quality of a product, a definition of the quality of a product was introduced as the total social loss incurred upon people after shipment of the product. The loss consists of the loss due to poor performance and the loss by ill side effects. Three types of noise environmental conditions, deterioration of a product and item to item variation of products are the causes of the poor performance. As the off-line QC in R & D, system design, parameter design and tolerance design were emphasized as the only countermeasures which can deal with all types of noises. Off-line QC in production engineering and on-line QC during production were also descussed in an itemized manner.

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The word "Human Assessment" implies such two aspect as;(1) the assessment of "man" opposed to technology, asd (2) the evaluation system for a managerial competence. Both of the above implications have nowadays become problems with the economical and social changes. The history and explanation of human assessment are described here.

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This paper develops a forecasting technique by exponential smoothing applicable to nonlinear time series models such as a growing curve. It is assumed that the model equation can be approximated by the equation linearized in the vicinity of the preceding estimates of the coefficients. The derivation of the computing method resembles that of sequential linear least squares algorithms as the result of the linearization. The derived forecasting technique is characterized by the simplicity of computation and includes Brown's General Exponential Smoothing. Application to an exponential curve shows that the technique produces results acceptable for practical use.

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A two-unit priority standby redundant system is an important and basic model, which is discussed from the view point of the preventive naintenance policy which maintains the system with high reliability. The mean time to the first system failure (MTSF)is derived by applying a Maekov reneoal process. This paper derives the expected cost per unit time in the steady states. Further, we concern failure of a standby unit and the effect of failure rate and preventive rate for a system.

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In this paper the design of the manufacturing work groups is dealt with at two aspects of group functions and group situations on the production environments, and the methodology of the group design to pursue errectiveness is considered upon the multidimensional concepts. Especially three basic concepts for a group design are prescribed, and the essential requirements for the eatabishment of a design process are theoretically explained. The properties of the design concept are found in the settlement of the multidimensional dedign-factoors through a manipulation of the entities. And also the properties of the suggested requirements are found in the successful constitution of the design procedures through the attributes, sets and relations upon which the work groups are specified.

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To establish a department goal, the department manager selects some projects considered to attain its goal, estimating the performance of each project and determines the individual sub-goals on these projects. The person in charge of each project makes his effort to bring the performance dose to his sub-goal. Therefore, a distribution of performance of each project estimated by the manager is not always the same as the distribution of the realized performance. This paper proposes the basic conception and the systematic approach to setting both the department goal and the individual sub-goals on the projects to attain the depe\artment goal in consideration of the difference of the distributions mentioned above.

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A complex system model is presented as a tool for evaluating and invesigating the interrelationships between the propensity for fuzzy structure and manpower planning in hierarchical prganizations. The major components of the model are a formal organization, degree of the propensity for fuzzy struture, behavior rules for individuals and work groups, and alternative manpower policies as the inputs, and measures associated with job performance, ability, and work motivation as the outputs. The following results are obtained by using computer simulation runs : (1) the rates of contributions of seniority and abuility to promotion, that permit the highest job performance index of the model organization as a whole, relative to the degree of the propensity for fuzzy structure, (2) the values of the indexes of the job performance, ability, and work motivation in the above cases, and (3) effects of changing the recruting policy, salary policy, etc.

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