HI friends, I have read enough of articles on kaizen now. Quite clear on the concept. Can anybody cite examples of how we can introduce and implement kaizen in hr processes? please help.
From India, Pune
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2From India, Pune
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Hi,
Some examples of kaizen are:
A) In a manufacturing unit:
1. Setting up a new U-shaped machine layout in a workshop allows downsizing from a 5 machines/3 operators system to a 5 machines/2 operators system.
2. Refilling electronic components from 2000 parts boxes into custom-made 4000 parts boxes reduces machine stop frequency for reloading.
3. Using gravity (free energy!) to dispose of finished parts or waste saves movements; a hole in the work table lets parts fall into a lower crate through a pipe.
4. Addition of a positioning jig on a bending machine allows bending 2 chassis against only one originally.
I hope these examples help you out. Take care.
Zara
From India, Pune
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Some examples of kaizen are:
A) In a manufacturing unit:
1. Setting up a new U-shaped machine layout in a workshop allows downsizing from a 5 machines/3 operators system to a 5 machines/2 operators system.
2. Refilling electronic components from 2000 parts boxes into custom-made 4000 parts boxes reduces machine stop frequency for reloading.
3. Using gravity (free energy!) to dispose of finished parts or waste saves movements; a hole in the work table lets parts fall into a lower crate through a pipe.
4. Addition of a positioning jig on a bending machine allows bending 2 chassis against only one originally.
I hope these examples help you out. Take care.
Zara
From India, Pune
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THanx for your prompt reply. My concern is that how can kaizen be implemented in corporate office in HR department????? Shikha Mahajan Delhi
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(Fact Checked)-The implementation of Kaizen in HR processes involves continuous improvement through small, incremental changes. Examples include regular feedback sessions, training programs, and streamlining recruitment processes. It focuses on empowering employees to suggest improvements and fostering a culture of continuous learning and development. (1 Acknowledge point)
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Well, to my knowledge, the only type of change management taking place and being implemented by the HR department is Six Sigma. Kaizen is not very prevalent in this department as yet. The HR department implements Kaizen in most manufacturing units, but not in its own department. Would you guys like any data on Six Sigma?
And if you do find out how Kaizen is being used in the HR department, do let me know as well at zsk85@yahoo.com
From India, Pune
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And if you do find out how Kaizen is being used in the HR department, do let me know as well at zsk85@yahoo.com
From India, Pune
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Dear Sulekha,
One kaizen in HR could be the minimum use of covering letters. In fact, we have implemented this. We write on the body of the letter for any short reply, seeking approval, or putting it up to the management. This approach saves a lot of time and money that would have been spent on unnecessary typing out a covering letter that repeats the same content found inside the original letter.
I will send some more updates soon. If you receive any, please do share.
Thank you.
From India
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One kaizen in HR could be the minimum use of covering letters. In fact, we have implemented this. We write on the body of the letter for any short reply, seeking approval, or putting it up to the management. This approach saves a lot of time and money that would have been spent on unnecessary typing out a covering letter that repeats the same content found inside the original letter.
I will send some more updates soon. If you receive any, please do share.
Thank you.
From India
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(Fact Checked)-The user reply provides a practical example of implementing kaizen in HR processes by minimizing the use of covering letters to save time and resources. It aligns with kaizen principles of continuous improvement. (1 Acknowledge point)
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hi, Here are a few articles on 6 sigma...plus an example of 6sigma implementation in motorola.
From India, Pune
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From India, Pune
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Hi,
Thanks for the Six Sigma articles. However, the point was Kaizen in the HR department. First of all, let me tell you that Kaizen is for the entire organization, and HR can play an important role in implementing Kaizen.
In 2002, I had visited Japan and saw Kaizen implementation with my own eyes. As you are aware, Kaizen is continuous change with little or no capital investment. Its aim is, of course, similar to Six Sigma. But it can be implemented by anyone in an organization. In each and every organization I visited, the HR representative was proudly showing us the changes that have taken place with the help of Kaizen. I would like to share one Kaizen concept implemented in a call center dedicated to the repair of watches. They have placed a mirror in front of all the call center workers so that they see their face while talking to the customer on the phone. The objective is to make the girls keep smiling while talking to the customer, and it's very easy to see one's facial expression if a mirror is placed in front.
Regards.
From India
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Thanks for the Six Sigma articles. However, the point was Kaizen in the HR department. First of all, let me tell you that Kaizen is for the entire organization, and HR can play an important role in implementing Kaizen.
In 2002, I had visited Japan and saw Kaizen implementation with my own eyes. As you are aware, Kaizen is continuous change with little or no capital investment. Its aim is, of course, similar to Six Sigma. But it can be implemented by anyone in an organization. In each and every organization I visited, the HR representative was proudly showing us the changes that have taken place with the help of Kaizen. I would like to share one Kaizen concept implemented in a call center dedicated to the repair of watches. They have placed a mirror in front of all the call center workers so that they see their face while talking to the customer on the phone. The objective is to make the girls keep smiling while talking to the customer, and it's very easy to see one's facial expression if a mirror is placed in front.
Regards.
From India
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Kaizen can be implemented anywhere and everywhere. For starters, start with the "5S principles":
a) Seiri: Throw away all rubbish and unrelated materials in the workplace.
b) Seiton: Set everything in the proper place for quick retrieval and storage.
c) Seiso: Clean the workplace; everyone should be a janitor.
d) Seiketsu: Standardize the way of maintaining cleanliness.
e) Shitsuke: Practice 'Five S' daily - make it a way of life; this also means 'commitment.'
Google or, better yet, visit various Japanese manufacturing company sites for case studies on how they have implemented the same. Start with yourself first and then with a single area in your company, i.e., more like a pilot study. This makes it easier for the populace to see visible results and be ardent supporters.
Suryavrat
From India, Delhi
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a) Seiri: Throw away all rubbish and unrelated materials in the workplace.
b) Seiton: Set everything in the proper place for quick retrieval and storage.
c) Seiso: Clean the workplace; everyone should be a janitor.
d) Seiketsu: Standardize the way of maintaining cleanliness.
e) Shitsuke: Practice 'Five S' daily - make it a way of life; this also means 'commitment.'
Google or, better yet, visit various Japanese manufacturing company sites for case studies on how they have implemented the same. Start with yourself first and then with a single area in your company, i.e., more like a pilot study. This makes it easier for the populace to see visible results and be ardent supporters.
Suryavrat
From India, Delhi
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(Fact Checked)-Kaizen principles can be effectively applied in HR processes. Starting with 5S principles is a great idea. Ensure thorough implementation for success. (1 Acknowledge point)
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Hi Friends,
Kaizen is actually a Japanese word which means "Continuous Improvement." It is implemented in the HR department for the regular development of employees. There are many small things in an organization that can be well managed by workers if they are given a chance to control those small things.
For example, suppose there is a small hole in a machine causing a problem in the production process. This task is now assigned to workers so that the production process continues unhindered. If workers come up with a solution to plug that hole and find that the machine starts working after plugging it, this seemingly small task prompts workers to think about the problem. Ultimately, when workers devise a solution, it enhances their efficiency in handling such issues in the future, leading to their professional development.
The HR department continuously assigns such tasks to workers and employees to nurture their independent thinking. In some companies, when workers and employees propose solutions to address minor issues, they may even be asked to present their solutions, thereby improving their presentation skills.
Ravi
From India, Bhubaneswar
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Kaizen is actually a Japanese word which means "Continuous Improvement." It is implemented in the HR department for the regular development of employees. There are many small things in an organization that can be well managed by workers if they are given a chance to control those small things.
For example, suppose there is a small hole in a machine causing a problem in the production process. This task is now assigned to workers so that the production process continues unhindered. If workers come up with a solution to plug that hole and find that the machine starts working after plugging it, this seemingly small task prompts workers to think about the problem. Ultimately, when workers devise a solution, it enhances their efficiency in handling such issues in the future, leading to their professional development.
The HR department continuously assigns such tasks to workers and employees to nurture their independent thinking. In some companies, when workers and employees propose solutions to address minor issues, they may even be asked to present their solutions, thereby improving their presentation skills.
Ravi
From India, Bhubaneswar
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Dear All,
Let me tell you, Kaizen stands for continual improvement, and it's a misconception that it can only be implemented in the manufacturing industry. Wherever there is a scope for improvement, we can implement Kaizen. Examples of Kaizen in HR processes are plentiful:
1. Reduce waiting time for documents.
2. Implement a clutter-free work environment.
3. Reduce the paper consumption for printouts.
4. Eliminate wasteful activities or non-value-adding activities that could affect long-term or short-term costs.
5. Implement Kanban for stationery items, etc.
I hope this gives you more ideas and proves useful to you as well! Happy learning.
Sonika Jethi
From India, Pune
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Let me tell you, Kaizen stands for continual improvement, and it's a misconception that it can only be implemented in the manufacturing industry. Wherever there is a scope for improvement, we can implement Kaizen. Examples of Kaizen in HR processes are plentiful:
1. Reduce waiting time for documents.
2. Implement a clutter-free work environment.
3. Reduce the paper consumption for printouts.
4. Eliminate wasteful activities or non-value-adding activities that could affect long-term or short-term costs.
5. Implement Kanban for stationery items, etc.
I hope this gives you more ideas and proves useful to you as well! Happy learning.
Sonika Jethi
From India, Pune
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(Fact Checked)-The examples provided for implementing Kaizen in HR processes are accurate and relevant. Well done! (1 Acknowledge point)
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Dear Friends,
Season's Greetings,
It is my humble request to all my friends to view the attached PPT. You will feel relaxed, and your day will be cheerful. Introduction to Kaizen is also included.
With kind regards,
Cyril Parmar
Senior Personnel Officer
AMUL
From India, Anand
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Season's Greetings,
It is my humble request to all my friends to view the attached PPT. You will feel relaxed, and your day will be cheerful. Introduction to Kaizen is also included.
With kind regards,
Cyril Parmar
Senior Personnel Officer
AMUL
From India, Anand
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APPLICABILITY OF KAIZEN IN BUSINESS HR PROCESSES:
Kaizen has a wide applicability in HR processes. Kaizen literally means "Continuous Improvement." As such, it involves continuously assessing the output of processes and the efficiency of processes in keeping with the Service Level Agreements.
Some ways to track process outputs and create improvements could be:
1. Assess and analyze the extent and types of escalations/complaints over a period of time. Do not jump to conclusions and try to create changes.
2. Assess the time taken to complete a single instance under normal conditions and observe if it is meeting your time constraint.
3. Examine the output and see if it is meeting the quality levels assured to the customer. For example, does an HR report presented to a manager contain all data requested?
4. Deliberately use controlled conditions and test in possible worst-case scenarios (e.g., operator/person not available, system down/error, etc.).
5. Test using faster communication methods, e.g., email instead of post or phone instead of a communicator chat. This helps improve the time taken.
6. Eliminate redundant activities (e.g., cross-checking at two levels, unnecessary signatures, approvals deemed granted, etc.). This can help shorten the process time.
7. Avoid employee movement. Instead of having an employee come to another location to submit a requisition or collect a form, have it emailed or faxed instead at his/her location. A process that minimizes employee movement leads to better and productive time utilization for the employee and avoids crowds at the HR Desk. Use a ticketing system where possible (though a costly resource).
8. Have an entire team trained in multiple processes. This ensures that the absence of one or two does not bring an entire system down.
9. Every process should have an efficient complaint redressal system. Having a non-performing process and further an ineffective complaint redressal is simply like pouring fuel over fire.
10. Have a good authentication system in every process. For example, an employee asking for a bonafide certificate, which in turn may be used to secure a faulty loan, reflects badly on the company. Instead, a simple declaration in the form of an email of the intent/purpose of every certificate desired would help.
Ultimately, in the spirit of Kaizen and in the words of quality Guru Deming, "continuously improve the system and process..."
Regards,
Joshua
From India, Delhi
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Kaizen has a wide applicability in HR processes. Kaizen literally means "Continuous Improvement." As such, it involves continuously assessing the output of processes and the efficiency of processes in keeping with the Service Level Agreements.
Some ways to track process outputs and create improvements could be:
1. Assess and analyze the extent and types of escalations/complaints over a period of time. Do not jump to conclusions and try to create changes.
2. Assess the time taken to complete a single instance under normal conditions and observe if it is meeting your time constraint.
3. Examine the output and see if it is meeting the quality levels assured to the customer. For example, does an HR report presented to a manager contain all data requested?
4. Deliberately use controlled conditions and test in possible worst-case scenarios (e.g., operator/person not available, system down/error, etc.).
5. Test using faster communication methods, e.g., email instead of post or phone instead of a communicator chat. This helps improve the time taken.
6. Eliminate redundant activities (e.g., cross-checking at two levels, unnecessary signatures, approvals deemed granted, etc.). This can help shorten the process time.
7. Avoid employee movement. Instead of having an employee come to another location to submit a requisition or collect a form, have it emailed or faxed instead at his/her location. A process that minimizes employee movement leads to better and productive time utilization for the employee and avoids crowds at the HR Desk. Use a ticketing system where possible (though a costly resource).
8. Have an entire team trained in multiple processes. This ensures that the absence of one or two does not bring an entire system down.
9. Every process should have an efficient complaint redressal system. Having a non-performing process and further an ineffective complaint redressal is simply like pouring fuel over fire.
10. Have a good authentication system in every process. For example, an employee asking for a bonafide certificate, which in turn may be used to secure a faulty loan, reflects badly on the company. Instead, a simple declaration in the form of an email of the intent/purpose of every certificate desired would help.
Ultimately, in the spirit of Kaizen and in the words of quality Guru Deming, "continuously improve the system and process..."
Regards,
Joshua
From India, Delhi
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(Fact Checked)-The user's reply provides a comprehensive and accurate overview of implementing Kaizen in HR processes, emphasizing continuous improvement through various strategies. The examples given align well with the concept of Kaizen and can enhance HR efficiency. (1 Acknowledge point)
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Dear Sulekha
I am from Kaizen Institute – India which is part of the Global Kaizen Institute operations. It was established by Sensei Masaaki Imai, the GURU of Kaizen. He wrote the 1st book 28 yrs ago and that is when it all started . We operate in 30+ countries today and have over 600 coaches helping organizations Learn, Apply, Sustain – Kaizen/ Operational Excellence.
It is important to understand the word KAIZEN. Although Kaizen is defined in English as "Continual (& not continuous) Improvement", it is much more than the word signify. Kaizen is a way of life, an attitude, a spirit, that prevails at all times in an organization. It is said by Mr.Masaaki Imai that Kaizen is for "Everyone (all employees, managers included), Everyday (not like a month end sales promotion.....but a way of life) and Everywhere (all departments - not restricted to the shop floor).
The third principle of Kaizen itself says ENGAGE PEOPLE (People involvement/People development at all levels). Traditional manufacturing was based on separating planning from production. However Kaizen thinking strives to utilize its human potential to the maximum by involving all from Executive to the Chairman.
Gap exists in all areas/departments or industries and Kaizen helps in driving the change for good. Training is one of the service offered by Kaizen Institute Consulting Group through its Kaizen College programs. The KAIZEN® College teaches in a practice related way how improvement processes in different areas can be triggered and sustained. KAIZEN® College provides:
• Training through Courses
• Seminars by KI Consultants and Guest Speakers
• Case Visits
In a nutshell, the entire body of work of KAIZEN focuses on:
1. Identifying
2. Reducing and
3. Eliminating the three enemies of competitiveness which are Muda (Waste - there are 8 kinds of wastes found in any organization/department), Mura
(Variability), Muri (burden/strain)
These three enemies causes obstruction to FLOW of both materials and information – within a shop floor, within an enterprise, across an industrial sector, within an ecomony and between economies. Thus, this concept applies at all levels and needs to be addressed at all levels.
To quote few examples for Sulekha:
Lack of Planning, Organizing, Staffing, Directing, Coordinating, Reporting & Budgeting.
No standards for following targets which leads to directionless journey.
No team spirit and that creates divide which leads to unaccomplished tasks.
Blaming each other
Communication gap (No proper channel or structure for information flow)
Delegation of work is not done leading to delay in decision making and resulting in delayed delivery. (Employee empowerment missing)
Too complicated structure to work (No transparency)
No process follow ups
Procastination of activities (Time bound targets are unavailable)
The Human Resource Department deals with management of people within the organisation. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring people; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation of the management. Besides, the HR Department also clarifies and sets day to day goals for the organisation. It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company.
Research has shown that the human aspect of resources within an organisation contributes approximately eighty percent of the organisation's value. This implies that if people are not managed properly, the organisation faces a serious chance of falling apart. The Human Resource Department's main objective is to bring out the best in their employees and thus contribute to the success of the Company. Therefore there are various ways in which (depending upon the pain areas & current state of HR department of the organization) we can connect KAIZEN to the HR Department.
From the corporate vision, employees are viewed as assets to the enterprise, whose value is enhanced by development. [1] Hence, companies will engage in a barrage of human resource management practices to capitalize on those assets.
Hope this will help you!
Thanks
Divyakumar Soneji
From India, Ahmadabad
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I am from Kaizen Institute – India which is part of the Global Kaizen Institute operations. It was established by Sensei Masaaki Imai, the GURU of Kaizen. He wrote the 1st book 28 yrs ago and that is when it all started . We operate in 30+ countries today and have over 600 coaches helping organizations Learn, Apply, Sustain – Kaizen/ Operational Excellence.
It is important to understand the word KAIZEN. Although Kaizen is defined in English as "Continual (& not continuous) Improvement", it is much more than the word signify. Kaizen is a way of life, an attitude, a spirit, that prevails at all times in an organization. It is said by Mr.Masaaki Imai that Kaizen is for "Everyone (all employees, managers included), Everyday (not like a month end sales promotion.....but a way of life) and Everywhere (all departments - not restricted to the shop floor).
The third principle of Kaizen itself says ENGAGE PEOPLE (People involvement/People development at all levels). Traditional manufacturing was based on separating planning from production. However Kaizen thinking strives to utilize its human potential to the maximum by involving all from Executive to the Chairman.
Gap exists in all areas/departments or industries and Kaizen helps in driving the change for good. Training is one of the service offered by Kaizen Institute Consulting Group through its Kaizen College programs. The KAIZEN® College teaches in a practice related way how improvement processes in different areas can be triggered and sustained. KAIZEN® College provides:
• Training through Courses
• Seminars by KI Consultants and Guest Speakers
• Case Visits
In a nutshell, the entire body of work of KAIZEN focuses on:
1. Identifying
2. Reducing and
3. Eliminating the three enemies of competitiveness which are Muda (Waste - there are 8 kinds of wastes found in any organization/department), Mura
(Variability), Muri (burden/strain)
These three enemies causes obstruction to FLOW of both materials and information – within a shop floor, within an enterprise, across an industrial sector, within an ecomony and between economies. Thus, this concept applies at all levels and needs to be addressed at all levels.
To quote few examples for Sulekha:
Lack of Planning, Organizing, Staffing, Directing, Coordinating, Reporting & Budgeting.
No standards for following targets which leads to directionless journey.
No team spirit and that creates divide which leads to unaccomplished tasks.
Blaming each other
Communication gap (No proper channel or structure for information flow)
Delegation of work is not done leading to delay in decision making and resulting in delayed delivery. (Employee empowerment missing)
Too complicated structure to work (No transparency)
No process follow ups
Procastination of activities (Time bound targets are unavailable)
The Human Resource Department deals with management of people within the organisation. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring people; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation of the management. Besides, the HR Department also clarifies and sets day to day goals for the organisation. It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company.
Research has shown that the human aspect of resources within an organisation contributes approximately eighty percent of the organisation's value. This implies that if people are not managed properly, the organisation faces a serious chance of falling apart. The Human Resource Department's main objective is to bring out the best in their employees and thus contribute to the success of the Company. Therefore there are various ways in which (depending upon the pain areas & current state of HR department of the organization) we can connect KAIZEN to the HR Department.
From the corporate vision, employees are viewed as assets to the enterprise, whose value is enhanced by development. [1] Hence, companies will engage in a barrage of human resource management practices to capitalize on those assets.
Hope this will help you!
Thanks
Divyakumar Soneji
From India, Ahmadabad
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(Fact Checked)-The examples provided for implementing kaizen in a manufacturing unit are practical and align with the concept of continuous improvement. (1 Acknowledge point)