Lean HR resources are used to eliminate waste, identify the root cause of a problem and focus on the customer. As HR Professionals we set goals to support the strategic needs of the business. We can especially benefit from applying Lean tools in our effort to demonstrate value and meet customer expectations.
Lean HR isn’t just for large companies. It applies to all Human Resources professionals. During this course, you will learn…
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.25 HR (Business) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Applying the Core Concepts
Module: Setting The Foundation
Let’s walk through an application of the core concepts.
First, who is HR’s customer? It could be one employee like a manager or even a small group of employees like the Sr. Leadership Team at your organization.
For our example, let’s go with a manager.
Secondly, identify something of value HR delivers to that manager, a product. How about helping a manager manage the performance of their employees? It’s a very important topic. A manager needs the help of HR for this activity.
Next, what is the process HR uses to help provide this support? In my experience, it was called the “Performance Management Process”. I offered guidance, training and tools to the manager. This is all apart of a process especially during an annual review period.
In an effort to continuously improve these resources, what questions can HR ask about this process? I always recommend talking with the customer, the manager. What has worked well? What hasn’t work well? What waste is evident? Typically, when investigating a process, waste is abundant. In performance management, could an employee have too many objectives? What about the actual system? Is it paper based? Are you literally wasting paper?
And once waste is identified, it’s time to evaluate the team’s willingness to change. This might be the toughest component and could require buy-in from senior leaders. For the example, if an organization is wasting resources on an inappropriate performance management system, it may be time to invest in a new one during implementation.
You completed 0% of this lesson
You completed 0% of this course
Lessons Not Completed:
Christina A. Danforth, SHRM-SCP and SPHR, is a Business Owner and Learning and Development Specialist specifically focused on career growth of HR professionals. Christina taught the SHRM Certification Exam Prep Course at Central CT State University for several years. She also served as a...