The document discusses the role of HR in supporting lean transformation efforts. It identifies five key variables for successful lean transformation: 1) developing teams, 2) calculating and communicating metrics, 3) ensuring communication across the organization, 4) clarifying employee roles, and 5) celebrating successes. The document provides recommendations for how HR can help develop these variables, such as establishing lean leadership development programs and reward structures that encourage teamwork over individual performance.

1. HR and Lean John White

6. Lean – relentless pursuit of waste elimination I ntellect Any failure to fully utilize the time and talents of people M otion Any motion that does not add value e.g. re-entering same information more than once D efects/Rework Correcting any errors or doing completion steps not done before W aiting Waiting for an appointment, for signatures, for a printer that has a long queue E xcess Inventory Any more than the minimum to get the job done T ransportation Any nonessential transport is waste O verproduction Producing too much, or producing too soon N eedless Processing Over-processing, unnecessary steps, signatures, reviews

10. Study Slide # 1 Teams Developed Celebration of Successes Metrics Calculated Depts in Constant Communication Manager Discussed Role

11. Study Slide # 2 Celebration of Success Metric Shared with Employees

27. The Change Model Shock Anticipation Fear Anger/Betrayal Depression Acceptance Search for Solutions Develop Plans Execute Plans Emerge Stronger Cycle Time Denial Resistance Exploration Commitment Data Source: “Managing Transitions” by William Bridges Guilt Endings Transitions New Beginnings