Applying Lean Management Principles to Optimize HR Operations

The principles of lean management can be applied to the HR department, leading to more efficient and effective processes and practices. While lean management is often associated with manufacturing and production environments, its core principles can be adapted to various areas, including HR.

Here are some ways in which lean management philosophy can be applied in the HR department:

1. Eliminating waste: Lean management aims to eliminate waste in all forms, including unnecessary steps, duplication of efforts, and inefficient processes. In the HR department, this can involve streamlining recruitment and onboarding processes, reducing paperwork, and automating routine administrative tasks to free up time for more value-added activities.
2. Continuous improvement: Lean management emphasizes the concept of continuous improvement, encouraging teams to regularly review and enhance their processes. In the HR context, this could involve collecting feedback from employees on HR services, identifying areas for improvement, and implementing changes to enhance the employee experience and optimize HR operations.
3. Standardized processes: Standardizing processes helps ensure consistency and efficiency. HR departments can establish standardized procedures for activities such as performance evaluations, training and development programs, and employee onboarding. This enables smoother operations, reduces errors, and allows for better measurement and analysis of HR metrics.
4. Value stream mapping: Value stream mapping is a lean tool used to analyze and improve the flow of activities in a process. Applying this tool to HR processes can help identify bottlenecks, non-value-added steps, and areas of improvement. By mapping the end-to-end HR process and visualizing the flow of activities, the department can identify opportunities for streamlining and enhancing efficiency.
5. Employee empowerment and engagement: Lean management encourages employee involvement and empowerment. In the HR context, this can involve promoting employee participation in process improvement initiatives, seeking input on HR policies and programs, and fostering a culture of open communication and collaboration.

By adopting lean management principles, the HR department can drive greater efficiency, improve the employee experience, and align HR practices with the overall goals and objectives of the organization.

References:

1. Liker, J. K., & Meier, D. (2007). The Toyota Way Fieldbook. McGraw-Hill.
2. Womack, J. P., Jones, D. T., & Roos, D. (1990). The Machine That Changed the World. Rawson Associates.
3. Sanders, M. (2013). The Lean HR Handbook: A Guide to Creating a Sustainable Lean Transformation in HR. Productivity Press.

Employee Involvement: Its Magical Benefits

Involving employees, empowering them, and bringing them into decision making process provides the opportunity for continuous process improvement. The untapped ideas, innovations, and creative thoughts of employees can make the difference between success and failure. Competition is so fierce that it would be unwise not use every available tool.

Human Resource Management in TQM

HRM and TQM

Total quality management (TQM) has far-reaching implications for the management of human resources. It emphasizes self-control, autonomy, and creativity among employees and calls for greater active cooperation rather than just compliance.

Indeed, it is becoming a maxim of good management that human factors are the most important dimension in quality and productivity improvement.

Involvement: A central idea of Human Resource utilization

At the heart of the TQM is the concept of intrinsic motivation-involvement in decision making by the employees. Employee involvement is a process for empowering members of an organization to make decisions and to solve problems appropriate to their levels in the organization.

The Lean (Toyota) systems, utilizing JIT techniques are more productive, smaller and more efficient, increases worker pride and involvement on shop floor.

Define Employee Empowerment

The dictionary definition  of empowerment is to invest people with authority

Empowerment should not be confused with delegation or job enrichment. Delegation refers to distributing and entrusting work to others. Employee empowerment requires that he individual is held responsible for accomplishing the whole task. The employee becomes process owner- thus the individual is not only responsible but also accountable. Employee empowerment requires that the individual is held responsible  for accomplishing a whole task.

Suggestion System

Suggestion systems are designed to provide the individual with the opportunity to be involved by contributing to the organization. The key to an effective system is management commitment. It is the responsibility of management to make it easy for employees to suggest improvements. Stimulating and encouraging employee participation starts the creative process.

Five Ground Rules for Stimulating and Encouraging Suggestion System are:

1. Be Progressive by regularly asking your employees for suggestions

2. Remove fear by focusing on the process and not on the person.

3. Simplify the process so it is easy to participate

4. Respond Quickly to suggestions and within specified period of time

5. Reward the idea with published recognition so that everyone knows the value of contribution.

Why Training is important in TQM based organizations?

As, at the heart of TQM is the concept of intrinsic motivation-involvement in decision making by the employees, it means more responsibility, which in turn requires a greater level of skill.
This must be achieved through TRAINING.

Basic Steps of Effective Training Plans

• The first step in training process is to make everyone aware of what the training is all about. Thoughts suggestions should be gathered.
• The second step is to get acceptance. The trainees must feel that training will be of value to them.
• The third step is to adept to adapt the program. Is everyone ready to buy into it? Does everyone feel they are a part of what is going to take place?
• The fourth step is to adept to what has been agreed upon. What changes must be made in behavior and attitudes.