Here is a question from a Lean Blog reader:
I am an OE Consultant and I am currently working with an organization to help them improve and “upgrade” their current leadership development processes. Currently this organization is using Lean Sigma for only selected projects and functions that are interested, basically it is a grass-root effort vs. a top down mandate. I would love to identify any best practices where companies, like Toyota, have incorporated Lean Sigma in their HR/OD processes.
I recommended that she check out the book Toyota Talent
Does anyone have experiences or thoughts to share? Click “comments” to have your say.
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About LeanBlog.org: Mark Graban is a consultant, author, and speaker in the “lean healthcare” methodology, focused on improving quality and patient safety, improving access, reducing costs, and fully engaging healthcare professionals. He is also the Chief Improvement Officer for KaiNexus.
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{ 1 comment… read it below or add one }
Lean can and should be applied to HR. I’ve just started reading “Lean Solutions: How Companies and Customers Can Create Value and Wealth Together” By James P. Womack, Daniel T. Jones and I would think that ANY HR department could benefit from attempting to walk the Gemba from the customer’s (the prospective new hire) perspective. If you don’t give an employee the right experience before they are hired, what kind of notions do you think they might come into the company with?
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