Kaizen is about making small positive changes - the field in which you do this - accouting, manufacturing, etc matters not.
It seems prudent that before any change is made, no matter how small, the implications and consequences of the proposed change are known in advance, or at least are known with a very high degree of certainty.
Typically today we find a great deal of UNCERTAINTY before any change - and this CAN be a source of poor behaviours, poor performance and so lead us down the path to all the uncomfortable things at work that HR often has to deal with.
Understand your organisation and its systems to such an extent that you know with more confidence the outcome of any changes, and plan accordingly.
This means there is a big role for well defined systems and procedures, for educating employees, for training managers to behave in appropriate ways, for having truly effective communications channels and so on.
What has this to do with people? EVERYTHING!!!
What is HR's role in this?
MASSIVE!!
Who else is equipped, other than HR, to deliver on this? These are all the basics of an effective HR function!
I believe we try to see things like this as too complicated and then feel overwhelmed when trying to do things. Do what you feel is right - it almost always will be - and do so from a position of decisions made with the full facts - there's no need to rush so!
From United Kingdom,
13It seems prudent that before any change is made, no matter how small, the implications and consequences of the proposed change are known in advance, or at least are known with a very high degree of certainty.
Typically today we find a great deal of UNCERTAINTY before any change - and this CAN be a source of poor behaviours, poor performance and so lead us down the path to all the uncomfortable things at work that HR often has to deal with.
Understand your organisation and its systems to such an extent that you know with more confidence the outcome of any changes, and plan accordingly.
This means there is a big role for well defined systems and procedures, for educating employees, for training managers to behave in appropriate ways, for having truly effective communications channels and so on.
What has this to do with people? EVERYTHING!!!
What is HR's role in this?
MASSIVE!!
Who else is equipped, other than HR, to deliver on this? These are all the basics of an effective HR function!
I believe we try to see things like this as too complicated and then feel overwhelmed when trying to do things. Do what you feel is right - it almost always will be - and do so from a position of decisions made with the full facts - there's no need to rush so!
From United Kingdom,
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