Enhancing Human Resource Management with Lean Manufacturing Principles

 

At this moment organizations are rapidly evolving business landscape; companies are constantly seeking innovative ways to optimize their operations and achieve higher efficiency. One such approach gaining significant traction is the integration of Lean manufacturing principles into human resource management practices. This powerful combination not only streamlines processes but also cultivates a more productive and engaged workforce. Lean manufacturing system , process and other principles are born from Japan base on Toyota manufacturing system.it is call philosophy.

Understanding Lean Manufacturing:

Lean manufacturing is a methodology that originated in the manufacturing industry with the aim of eliminating waste and improving overall efficiency. It emphasizes continuous improvement, teamwork, and waste reduction to enhance the value delivered to customers. While traditionally applied to production processes, its principles can be adapted to various functions within an organization, including human resource management.

 Applying Lean Principles to Human Resource Management:

 Waste Reduction: In the context of HR, waste can manifest as redundant tasks, excessive paperwork, or delays in recruitment processes. By identifying and eliminating these inefficiencies, HR teams can focus on activities that truly add value, such as talent development and employee engagement.

Standardized Processes: Standardizing HR processes ensures consistency and reduces errors. Whether it's onboarding new employees, conducting performance appraisals, or handling leave requests, having clear and standardized procedures in place enhances transparency and employee satisfaction.

Continuous Improvement: Just as Lean manufacturing promotes continuous improvement, HR can implement a similar approach. Regularly gathering feedback from employees, measuring key performance indicators, and adjusting HR practices accordingly can lead to ongoing enhancements in employee engagement and satisfaction.

Employee Empowerment: Lean principles advocate for involving frontline workers in process improvement. Similarly, involving employees in shaping HR policies and processes gives them a sense of ownership and empowerment, leading to higher motivation and morale.

Cross-Functional Collaboration: Lean emphasizes collaboration across different departments. Applying this concept to HR can lead to improved communication between HR and other departments, resulting in better alignment of employee goals with overall organizational objectives.

 Benefits of Lean HR:

Efficiency: Lean HR eliminates wasteful activities, reducing the time and effort required for administrative tasks. This allows HR professionals to dedicate more time to strategic initiatives.

Employee Satisfaction: Streamlined processes lead to quicker responses and resolutions for employee concerns, fostering a positive work environment and boosting employee morale.

Talent Development: By focusing on employee growth and skill enhancement, Lean HR contributes to a culture of continuous learning and development.

Cost Savings: Reduced waste and improved processes translate to cost savings, which can be invested in employee development programs or other strategic initiatives.

Challenges and Considerations:

While implementing Lean principles in HR can yield numerous benefits, it's essential to recognize that every organization is unique. Cultural factors, existing practices, and employee expectations should be taken into account. Additionally, a successful Lean HR implementation requires commitment from top management and effective change management strategies.

 

Conclusion:

Integrating Lean manufacturing principles into human resource management can revolutionize the way organizations approach their workforce. By emphasizing waste reduction, process standardization, and continuous improvement, companies can create a more efficient, empowered, and engaged workforce. As businesses continue to evolve, the synergy between Lean and HR will play a pivotal role in achieving sustainable success in the dynamic world of business.

 

Reference : 

Google.com. (2023). Redirect Notice. [online] Available at: https://www.google.com/url?sa=i&url=https%3A%2F%2Fwww.planettogether.com%2Fblog%2Fseven-types-of-waste-in-lean-manufacturing&psig=AOvVaw2vfLwZrIxQFrDUeQ4RcvzS&ust=1692114033555000&source=images&cd=vfe&opi=89978449&ved=0CBEQjRxqFwoTCOjyvpC-3IADFQAAAAAdAAAAABAE [Accessed 14 Aug. 2023].

Bocquet, R., Dubouloz, S. and Chakor, T. (2019). Lean Manufacturing, Human Resource Management and Worker Health: Are there Smart Bundles of Practices along the Adoption Process? Journal of Innovation Economics Management, [online] 30(3), pp.113–144. Available at: https://www.cairn.info/revue-journal-of-innovation-economics-2019-3-page-113.htm.

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The Importance of Effective Employee Onboarding

 

During onboarding, employers train new employees for several months to familiarize them with the company and their roles. Although this process takes a while, why is an effective onboarding process important ?

Why is the onboarding process important?

Onboarding is important because it acclimates employees to their role, the company’s philosophies, and what the company has to offer. It also engages employees, creating workers that are committed to the company’s success and helps retain new hires by making them feel like a member of the team.

According to a survey conducted by Career builder and Silkroad Technology (nine percent,) or 1 in 10 have left a company because of a poor onboarding experience, and 37% percent of employees said their manager did not play a critical role in their onboarding experience support.

Without proper onboarding procedures increases in employee turnover and loss of productivity occur. This decreased employee engagement costs companies large sums of money every year.

When employees are engaged 87% of them are less likely to leave their company. Meaning they are 5 five times less likely to leave compared to unengaged employees.

When a company has great onboarding 69% of employees are likely to stay for at least 3 years.

This article will delve into onboarding, how it differs from orientation, and why onboarding new hires is essential for the success of a company.

What Is Onboarding?

Onboarding is when a business provides new employees with training and information to help them get acclimated to their new position. This helps them to quickly understand their role, their employer’s expectations, and the company’s culture.

This is a critical time for a new employee and not every manager will have the capacity to manually onboard their staff in an efficient manner. Time poor managers want to implement the best employee onboarding software to get their new starter productive in their team right away!

If you’d like to learn more about onboarding and what it entails, watch the video below by Gregg Learning. In the video, Gregg goes over all of the information your new hire should receive during the onboarding process.

Who Does Onboarding?

Onboarding is done by the employer, a member of the HR staff, or a supervisor. Sometimes all of these people will contribute to onboarding by introducing the new employee to different aspects of the company.

 It is common for the new hire to be assigned a peer mentor during the onboarding process. This can ease the learning process for new hires by providing them with a sense of comfort in their new work environment.

Employers should pick a peer mentor who will have a positive influence on the new hire as well as someone who exemplifies the characteristics, they want the newbie to exhibit. Employee engagement is critical during this time period.

 How Is Onboarding Different From Orientation?

Employers will generally provide their new hires with a few details about their position and the workplace during orientation.

However, the primary purpose of new hire orientation is to get the start date, necessary paperwork, and other routine tasks out of the way, such as assigning the new hire a desk. Orientation is typically over within a few hours or a few days at most. 

 Employee Onboarding, on the other hand, is an extensive process that can last up to 12 months. During this time, new employees are provided with training, knowledge, and resources to succeed in their new position fostering better employee engagement, job satisfaction, and greater new hire retention.

Reference 

Apollo Technical LLC. (2020). Why Onboarding Is Important and A Key To Success (2020). [online] Available at: https://www.apollotechnical.com/why-onboarding-is-important/.

 U, G. (2017). GreggU. GreggU. Available at: https://youtu.be/kWcHPKNjuFU [Accessed 10 Aug. 2023].

Google.com. (2023). Redirect Notice. [online] Available at: https://www.google.com/url?sa=i&url=https%3A%2F%2Fblog.vantagecircle.com%2Femployee-onboarding%2F&psig=AOvVaw3LR1Ta1e-4_nJvz1V5d9Wt&ust=1691773449727000&source=images&cd=vfe&opi=89978449&ved=0CBEQjRxqFwoTCLCTqq7J0oADFQAAAAAdAAAAABAE [Accessed 10 Aug. 2023].

 

How HR Can Support Employee Development to Improve Productivity

Introduction:

Human resources (HR) play a crucial role in supporting employees in developing new skills to improve productivity. By offering training and development programs, providing coaching, and mentoring, and encouraging employee development, HR can contribute to the overall success of the organization. In this blog post, we will explore effective HR strategies to support employee development and enhance productivity.

Offer Training and Development Programs:

HR can provide employees with training and development programs to enhance their skills and knowledge. These programs can include workshops, seminars, online courses, and certifications by investing in employee development, HR helps employees acquire the skills they need to thrive in their roles and contribute to the organization's success.

Provide Coaching and Mentoring:

HR can support employees in developing new skills by offering coaching and mentoring programs. Mentors and coaches with experience can share their knowledge and provide guidance to help employees diversify their skill set and knowledge. This personalized support can greatly contribute to employee growth and productivity.

Encourage Soft Skills Development:

In addition to technical skills, HR can encourage the development of soft skills. Soft skills, such as communication, teamwork, and problem-solving, are essential for effective collaboration and productivity HR can provide resources and training opportunities to help employees improve these skills, leading to better overall performance.

Create a Learning Culture:

HR can foster a learning culture within the organization by promoting continuous learning and professional development. This can be achieved through internal knowledge-sharing platforms, lunch-and-learn sessions, and encouraging employees to attend conferences and industry events by creating a culture that values learning, HR supports employees in acquiring new skills and staying updated with industry trends.

Recognize and Reward Learning:

HR can incentivize learning by recognizing and rewarding employees who actively engage in skill development. This can be done through performance evaluations, promotions, or special recognition programs by acknowledging and celebrating employees' efforts to improve their skills, HR reinforces a culture of continuous learning and motivates others to follow suit.

Facilitate Cross-Functional Training:

HR can facilitate cross-functional training opportunities for employees to broaden their skill set and knowledge. This can involve job rotations, project collaborations, or cross-departmental training sessions by exposing employees to different areas of the organization, HR helps them develop a holistic understanding of the business and encourages collaboration, leading to increased productivity.

Support Personalized Development Plans:

HR can work with employees to create personalized development plans that align with their career goals and the organization's needs. These plans can include specific skill-building activities, stretch assignments, and opportunities for growth by supporting employees in their individual development journeys, HR enhances their motivation and engagement, resulting in improved productivity.

Foster a Culture of Feedback and Growth:

HR can promote a culture of feedback and growth by encouraging regular performance discussions between managers and employees. This allows for constructive feedback, goal setting, and identifying areas for improvement and providing employees with actionable feedback and opportunities for growth, HR helps them develop the skills necessary for increased productivity.

Conclusion:

HR plays a crucial role in supporting employee development to improve productivity by offering training and development programs, providing coaching, and mentoring, and fostering a culture of continuous learning, HR can empower employees to acquire new skills and enhance their performance. By investing in employee development, organizations can reap the benefits of a skilled and motivated workforce, leading to improved productivity and overall success.

 

Reference : 

TalentGuard. (2023). How HR Can Best Support Employee Development. [online] Available at: https://www.talentguard.com/blog/how-hr-can-best-support-employee-development [Accessed 02 Aug. 2023].

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