tag:blogger.com,1999:blog-5865768815327716731.post2002519192139895764..comments2024-03-01T00:44:55.120-05:00Comments on The Lean Insider: Lean and Human ResourcesMichael Sinocchihttp://www.blogger.com/profile/00599950068521490710noreply@blogger.comBlogger7125tag:blogger.com,1999:blog-5865768815327716731.post-40024758872069590312014-10-24T23:13:42.766-04:002014-10-24T23:13:42.766-04:00I research and encounter at home. Thanks the devel...I research and encounter at home. Thanks the developers for a amazing resource..!<br /><a href="http://www.autogas-scotland.com" rel="nofollow">http://www.autogas-scotland.com</a> | <br><br /><a href="http://www.njhomebrewsupply.com" rel="nofollow">http://www.njhomebrewsupply.com</a> | <br><br /><a href="http://www.tour4peace.com" rel="nofollow">http://www.tour4peace.com</a> | <br><br /><a href="http://www.heavyhaulsoftware.com" rel="nofollow">www.heavyhaulsoftware.com</a> | <br><br /><a href="http://www.schoolnark.com" rel="nofollow">www.schoolnark.com</a> | <br>Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5865768815327716731.post-35611140362969456652013-05-21T06:06:49.218-04:002013-05-21T06:06:49.218-04:00Good post! I really like it.
Good post! I really like it.<br />http://essayforyou.co.uk/http://essayforyou.co.uk/noreply@blogger.comtag:blogger.com,1999:blog-5865768815327716731.post-80761859092654185882013-03-15T03:32:03.658-04:002013-03-15T03:32:03.658-04:00This is attractive information..... Maintain updat...This is attractive information..... Maintain updating your blog. Thanks a lot for the share.... Thanks!<br />free sports dissertation topicshttp://www.ukdissertation.co.uk/Sports_Dissertation.htmnoreply@blogger.comtag:blogger.com,1999:blog-5865768815327716731.post-71091482100689449322010-11-08T10:40:54.099-05:002010-11-08T10:40:54.099-05:00I work specifically on Lean HR initiatives. One o...I work specifically on Lean HR initiatives. One of the biggest issues I see is the idea of having to "do Lean" on top of normal work. <br /><br />From the sound of the quote, our focus is a bit different, though. It sounds as if she is more engaged in having HR involved in leaning out operations processes, where my focus is on the HR processes themselves. Two sides of the same coin, I suppose, but a slightly different take. I look forward to reading her work.Dwane Layhttp://leanhrblog.com/noreply@blogger.comtag:blogger.com,1999:blog-5865768815327716731.post-46360663968089154342010-11-05T05:42:10.390-04:002010-11-05T05:42:10.390-04:00I'm taking the opportunity of the post to say ...I'm taking the opportunity of the post to say that Cheryl's book should be obligatory reading for all HR professionals and Lean Leaders. It is not just about leaning HR processes - it looks essentially at the key role of HR in developing Lean thinking and culture. <br /><br />As Cheryl points out, too often HR find themselves isolated, not really knowing how they should contribute. This book provides the answers, and shows that HR have an absolutely key role. <br /><br />I have read hundreds of Lean books over the years. When I finished this one, it was like I'd finally found the 'missing link'.Peter Klymhttp://international.leanbusiness.frnoreply@blogger.comtag:blogger.com,1999:blog-5865768815327716731.post-47447065119427637062010-11-04T20:43:14.727-04:002010-11-04T20:43:14.727-04:00Agree 100% about the need to focus on the right pe...Agree 100% about the need to focus on the right person for the right job the first time. How else can an organization even begin to think about heijunka and load leveling? This is often a pain-staking problem inherent with stick tallies and weighted average cycle times and countless hours on the gemba observing the work (genchi genbutsu). Without it, however, we will never understand who really is the right role for the work, what work can be redistributed or kaizen-ed. Instead we will keep hiring the warm bodies of the wrong roles and wonder why things haven't changed. If you don't have the right people in the right seat, don't bother boarding the bus.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5865768815327716731.post-17587320319509727032010-11-04T11:58:51.394-04:002010-11-04T11:58:51.394-04:00We recently conducted a Rapid Process Improvment W...We recently conducted a Rapid Process Improvment Workshop (RPIW) in our organization. The focus was around the hiring process, hiring the right person, for the right job, the first time. Through this process our goal is to reduce the inherent cost around continually hiring the wrong person or someone that was unwilling or able to commit to at least 3 years of service and also by hiring the right person adding great amonts of quality to our system. During the Value Stream Map phase there was a recognition that there was completely no Standard Work around the hiring process. So in the great words of Taiichi Ohno,"without standards there can be no improvment"! After long days and hard work, standard processes were created and audit criteria were recognized. This was a wide focus that emcompassed the entire hospital. Keeping the gains have continually been a challenge.Anonymousnoreply@blogger.com