© Cultural Chemistry 2011 | | slide 1www.culturalchemstry.com Lean HR Do More With Less Enjoy doing it

© Cultural Chemistry 2011 | | slide 2www.culturalchemstry.com Focus on the culture of your organization Mirjam IJtsma, SPHR Owner, President

© Cultural Chemistry 2011 | | slide 3www.culturalchemstry.com Program Lean HR Lean – What is it Steps to implement a Lean Process Tools The Changing roll of HR (and how that supports Lean)

Confused? Please ask!

Lean 101 in 63 seconds. Pay attention this goes quickly!

Lean is about eliminating waste (“muda”)

Elimination of

Waiting

Over Processsing

Over Producing

Transportation

Defects

And

Inventory

Lean is about Improving productivity

Lean is about Continuous Improvement

But most of all It is making sure that

You only produce and deliver what

Your Customer needs!

© Cultural Chemistry 2011 | | slide 20www.culturalchemstry.com Lean HR Lean in HR We are consta ntly working on improving our processes and services. We are now one with the organization I had no idea how much time I spend on things that didn’t add any value to our organization I have learned to put trust in people for processes I am responsible for I feel I am a coach of our Managers and we score high with our Human Capital We reduced the time to hire, employee turnover, and unemployment claims. Our Safety records has improved. With numbers you won’t believe.

Choose one Process Make the process visible Improve one element 3 Steps to success

Choose one Process Start small Start with a low priority Choose a “change ready” team Guarantee your success

Make the process visible Value Stream Mapping Use the Value Stream Mapping Tool Engage everyone Map it as it really is (Gemba) – Write down every step – Write down the time it takes

Improve one element Focus on one area in the process Plan Do Check Act Improve bottom up(management style!) Determine goals (top down) Kaizen event

Choose one Process Make the process visible Improve one element 3 Steps to success

Tools in your Toolbox Development Celebration Communication

Communicate Make something small important Communicate every where, every time Communicate data Let staff tell their own stories

Celebrate success Reward efforts Celebrate publicly Mention the data Do it again Often

Development Hiring / Recruiting On the Job/ Traditional training Performance Reviews 360/Feedback Management training

You might be already on your way to a Lean HR Culture without knowing

© Cultural Chemistry 2011 | | slide 31www.culturalchemstry.com Changing focus of HR Employees Benefits Employee Regulators Policy Salary administration Labor relations Risk Wages Functional hierarchy Confor mity Stabilit y Equalit y training NO Approval The traditional managed HR Organization

© Cultural Chemistry 2011 | | slide 32www.culturalchemstry.com y es Changing focus of HR HR Business Partner Organization Line Managers Internal customers Performance Improvements Organizational consulting Measurable impacts Fast Flexible network Improved organizational performance Strategy Aligning HC to Org. Goals

© Cultural Chemistry 2011 | | slide 33www.culturalchemstry.com Some Examples of Outcomes Combined Performance Review and Development Plan process Recruiting Process that is predictable HR & Managers working together in teams Manager coach employees, HR provide support Lean HR

© Cultural Chemistry 2011 | | slide 34www.culturalchemstry.com Mirjam IJtsma Owner, President P (603) E: Mirjam IJtsma Owner, President P (603) E: Please fill out the evaluation form for your change for a FREE copy of the “Tao of Coaching” Download this presentation and more tips: Please fill out the evaluation form for your change for a FREE copy of the “Tao of Coaching” Download this presentation and more tips: Thank you!

© Cultural Chemistry 2011 | | slide 35www.culturalchemstry.com Our mission Introduction Supporting our clients in building strong organizational cultures that are characterized by high employee engagement, high productivity and low turnover

© Cultural Chemistry 2011 | | slide 36www.culturalchemstry.com How we support our clients Introduction At the owner / executive management level ToolsObjective Coaching, training, participating in strategy meetings, facilitate strategy meetings, feedback from “the employees” Create understanding on how to engage employees Create understanding how to align business processes to employee actions Create understanding on how to manage human resources processes to create a strong organizational culture At the manager/supervisor level ToolsObjective Coaching, training, on the job training by doing, creating networks and mentorships Create understanding on how to engage employees Create understanding on how to grow employees and align employee development to organizational goals and objectives Create understanding how to engage employees to take responsibility in improving processes to more effectively reach goals and objectives Create understanding how strategy translate into operational goals At the employee level ToolsObjective Coaching, training, building communication lines across the organization Develop skills to effectively communicate needs with the organization Create a “safe haven” for employees to ask questions Develop skills to effectively find information

© Cultural Chemistry 2011 | | slide 37www.culturalchemstry.com An example of organizational processes we touch ProcessExample of what we do RecruitingDeveloping market value analysis, job descriptions, job application forms, creating marketing strategy, deliver interview training and manage onboarding and integrating of the new employee. BenefitsDesign and implement communication plan to manage expectations and understanding of the benefits program. Establishing market evaluation and developing non-traditional benefits program with or without a traditional program. Performance Review & Employee Development plan Training and coaching managers, developing & implementing performance review processes & tools, development. Employee surveyCreating & implementing employee surveys that enable dual communication between employees and management. Organizational DesignAligning organizational processes, organizational structure, roles, jobs and hierarchy to organizational objectives. Organizational CultureFacilitate workshops and process improvements to design and implement a well managed organizational culture. Continuous Improvement/ Lean/ Six Sigma Implementing Lean Manufacturing, Lean Office, delivering training & coaching, managing cultural change, create Employee handbooksImplementing procedures, forms and rules that truly are aligned with the organizational culture (in collaboration with legal counsel) Introduction

© Cultural Chemistry 2011 | | slide 38www.culturalchemstry.com Mirjam IJtsma Owner, President P (603) E: Mirjam IJtsma Owner, President P (603) E: Cultural Chemistry, is a boutique HR Firm who supports clients who are concerned that they are not getting the maximum effort and productivity out of their existing workforce. They might even have issues with tardiness or turnover. They might be frustrated with the fact that not everyone on their team shares a common vision. Finally our clients want to make sure that they are in compliance on all the many labor laws and regulations. Cultural Chemistry, is a boutique HR Firm who supports clients who are concerned that they are not getting the maximum effort and productivity out of their existing workforce. They might even have issues with tardiness or turnover. They might be frustrated with the fact that not everyone on their team shares a common vision. Finally our clients want to make sure that they are in compliance on all the many labor laws and regulations. Thank you!

© Cultural Chemistry 2011 | | slide 39www.culturalchemstry.com Value Stream Map - Example Internal | PTNA/HRL3 | 6/30/2009 | Mirjam IJtsma | © 2009 Robert Bosch LLC and affiliates. All rights reserved. IntroTheoryDoing Lean WayRecap