The document presented an agenda for a Lean Six Sigma presentation given by Latoya Wall of The Bulsard Group. The agenda covered an introduction to Lean Six Sigma including who the presenter and company are, the business case for adopting Lean Six Sigma now, what could be accomplished through Lean Six Sigma, how Lean Six Sigma methodology would be applied, and next steps. Key points included an overview of Lean and Six Sigma approaches to eliminating waste and reducing variation, respectively, as well as how Lean Six Sigma has helped other organizations save billions of dollars through process improvements.
Shaking the Box: Creating Indelible Organizational Change kirkholmes11
How do you drive organizational change when massive cultural change is needed? This presentation includes examples of techniques and approaches based on an 8 step model created by J.P. Kotter. This model is very useful for best practices implementations like ITIL or CMMI, process process improvement, quality programs, performance management, reducing costs, and improving competitiveness.
Leadership map by Mr Sudhakar Rao at HRRT organised by ISPE & UPES DehradunUPES Dehradun
This document discusses leadership challenges for high performing companies and how SAP solutions can help address them. It outlines key challenges such as globalization, economic downturn, innovation demands, and talent retention. SAP presents itself as the #1 leader in HR software with over 20,000 customers and 500+ in India. The document advocates using SAP's integrated suite to automate transactions, improve reporting and analytics, and enable best practices in areas like skills inventory, talent management, and end-to-end performance management. Case studies show how SAP can help with workforce planning, training, and succession strategies.
Frost Consultant Group is an IT and business advisory services firm based in Allen, Texas that provides confidential consulting services to help clients solve problems and unlock value. The firm has three business units and focuses on providing C-level advisory services, business consulting, and technology consulting to both large and small clients across North America. Frost Consultant Group aims to fill the gap between a client's existing staff and larger consulting organizations by taking a collaborative, problem-solving approach.
The New Zealand Business Excellence Foundation provides services to support New Zealand businesses in improving their performance using business excellence frameworks. They offer assessments, training, consulting, and internationally-recognized award programs. The Baldrige criteria is a key framework that focuses on leadership, strategic planning, customer focus, measurement and analysis, workforce engagement, and results. Organizations use self-assessment and benchmarking to identify improvement opportunities, track progress, and gain external recognition. Benefits of adopting a business excellence approach include improved financial and operational results, increased market share and customer/employee satisfaction, and a consistent organization-wide focus on continuous improvement.
Here are the key steps I would take:
1. Review the interview materials from Nigel, Ed and Rajesh to understand their perspectives and any challenges they mentioned.
2. Make notes on the main issues/challenges that came up across the different interviews.
3. Compare notes with my team members to get their perspectives and consolidate our understanding.
4. Prioritize the top 3 challenges to discuss with our project manager based on importance and impact to the business.
5. Prepare bullet points to briefly summarize each challenge for our discussion.
6. Practice presenting the challenges with my team to refine our discussion and ensure we fully understand each issue.
7. Be prepared to discuss how we identified each challenge and our rationale
The document discusses how Manpower can help businesses by providing workforce solutions and talent resourcing as companies enter the "Human Age" where talent is the key competitive differentiator. Manpower offers a full range of services including contingent staffing, permanent placement, training, site management, and analytics to help companies access the best talent and optimize their workforces. They place over 147,000 industrial workers per week and have experience filling roles in skilled trades and emerging industries.
This document discusses the benefits of outsourcing human resources functions. It argues that outsourcing HR can help companies reduce costs, attract and retain better employees, increase productivity, and reduce legal liability. Specifically, outsourcing allows companies to gain expertise in HR without having to hire specialists internally. This can help improve areas like recruiting, compensation, training and development. The document also provides an example of how the costs of maintaining the status quo internally for HR functions over five years could significantly impact a company's cumulative profits compared to outsourcing HR.
MA Consulting International is an international consulting firm established in 1993 with offices throughout the UK. They provide professional consulting services across all business sectors, specializing in business strategy, leadership, customer service, and people management. Their team of experienced consultants help clients develop their vision and strategy, optimize business processes, improve customer service and financial results, and embrace new technologies. They follow a "Vision to Reality" methodology involving strategic planning, realistic implementation, and organizational buy-in to create sustainable change for clients.
Shaking the Box: Creating Indelible Organizational Change kirkholmes11
How do you drive organizational change when massive cultural change is needed? This presentation includes examples of techniques and approaches based on an 8 step model created by J.P. Kotter. This model is very useful for best practices implementations like ITIL or CMMI, process process improvement, quality programs, performance management, reducing costs, and improving competitiveness.
Leadership map by Mr Sudhakar Rao at HRRT organised by ISPE & UPES DehradunUPES Dehradun
This document discusses leadership challenges for high performing companies and how SAP solutions can help address them. It outlines key challenges such as globalization, economic downturn, innovation demands, and talent retention. SAP presents itself as the #1 leader in HR software with over 20,000 customers and 500+ in India. The document advocates using SAP's integrated suite to automate transactions, improve reporting and analytics, and enable best practices in areas like skills inventory, talent management, and end-to-end performance management. Case studies show how SAP can help with workforce planning, training, and succession strategies.
Frost Consultant Group is an IT and business advisory services firm based in Allen, Texas that provides confidential consulting services to help clients solve problems and unlock value. The firm has three business units and focuses on providing C-level advisory services, business consulting, and technology consulting to both large and small clients across North America. Frost Consultant Group aims to fill the gap between a client's existing staff and larger consulting organizations by taking a collaborative, problem-solving approach.
The New Zealand Business Excellence Foundation provides services to support New Zealand businesses in improving their performance using business excellence frameworks. They offer assessments, training, consulting, and internationally-recognized award programs. The Baldrige criteria is a key framework that focuses on leadership, strategic planning, customer focus, measurement and analysis, workforce engagement, and results. Organizations use self-assessment and benchmarking to identify improvement opportunities, track progress, and gain external recognition. Benefits of adopting a business excellence approach include improved financial and operational results, increased market share and customer/employee satisfaction, and a consistent organization-wide focus on continuous improvement.
Here are the key steps I would take:
1. Review the interview materials from Nigel, Ed and Rajesh to understand their perspectives and any challenges they mentioned.
2. Make notes on the main issues/challenges that came up across the different interviews.
3. Compare notes with my team members to get their perspectives and consolidate our understanding.
4. Prioritize the top 3 challenges to discuss with our project manager based on importance and impact to the business.
5. Prepare bullet points to briefly summarize each challenge for our discussion.
6. Practice presenting the challenges with my team to refine our discussion and ensure we fully understand each issue.
7. Be prepared to discuss how we identified each challenge and our rationale
The document discusses how Manpower can help businesses by providing workforce solutions and talent resourcing as companies enter the "Human Age" where talent is the key competitive differentiator. Manpower offers a full range of services including contingent staffing, permanent placement, training, site management, and analytics to help companies access the best talent and optimize their workforces. They place over 147,000 industrial workers per week and have experience filling roles in skilled trades and emerging industries.
This document discusses the benefits of outsourcing human resources functions. It argues that outsourcing HR can help companies reduce costs, attract and retain better employees, increase productivity, and reduce legal liability. Specifically, outsourcing allows companies to gain expertise in HR without having to hire specialists internally. This can help improve areas like recruiting, compensation, training and development. The document also provides an example of how the costs of maintaining the status quo internally for HR functions over five years could significantly impact a company's cumulative profits compared to outsourcing HR.
MA Consulting International is an international consulting firm established in 1993 with offices throughout the UK. They provide professional consulting services across all business sectors, specializing in business strategy, leadership, customer service, and people management. Their team of experienced consultants help clients develop their vision and strategy, optimize business processes, improve customer service and financial results, and embrace new technologies. They follow a "Vision to Reality" methodology involving strategic planning, realistic implementation, and organizational buy-in to create sustainable change for clients.
Lean As A Driver For Change And Cost Reduction At Kbc Ict Jan MennensJan Mennens
KBC Bank implemented a large-scale Lean transformation program to drive efficiency and cost reduction. They started by building an internal Lean coaching team and conducting top-down analysis to identify focus areas. Key Lean tools like visual management, daily stand-up meetings, and Kaizen events were deployed across business units. A three-phase implementation approach focused on creating awareness, building understanding, and developing capability. Early results included 12-50% improvement in various processes. Tracking metrics like Lean maturity scores and generated cost savings indicated the program was on track. Lessons learned emphasized Lean as a long-term way of working and the importance of top-down support and bottom-up implementation.
This document discusses rightsizing as a strategic challenge for HR. It outlines the objectives of providing balanced practices for workforce rightsizing that limit business risks and optimize strengths. Various options for rightsizing are presented, including internal structure revamp, headcount rationalization, and focusing on core competencies. The importance of respectful practices, strong leadership, communication, and managing costs and risks is emphasized to help balance rightsizing efforts. A case study example from the automotive industry in KSA is also provided.
The document discusses managing talent in today's changing environment. It covers topics like talent acquisition, employee engagement, and the impact of technology on talent management. It notes that economic changes are driving new talent needs. Talent management is becoming more important than traditional HR practices. Innovative solutions are emerging for organizations to differentiate themselves in attracting and retaining top talent.
Mount Talent Consulting is an international consulting firm specializing in search, mapping, consulting, staffing, and assessments. The firm addresses market dynamics for clients across geographies, including assessing talent and leadership potential. MTC delivers services such as executive search, recruitment, consulting, and assessments using various tools including proprietary platforms. The firm's clientele includes large companies from industries such as technology and consulting. MTC uses processes for executive search that include requirement gathering, research, screening, and interviews to close positions quickly.
The document provides an overview of HR's role in transforming Bupa's business. It discusses how HR shifted to a business partner model to better support the organization's goals of diversifying its business lines, increasing competition, and enhancing its technology. Key changes included developing business partnering skills, engaging employees through health initiatives, and tying performance management more closely to business objectives. The results were increased revenue, profit, and multi-year growth for Bupa.
Ceo Talent Search Pvt Ltd Presentation (2)guestb28258
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under CEO Group, which was founded in 1999. CEO TalentSearch has over 100 professionals and more than 100 clients spread across 8 countries. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, which uses scientific screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, India Cements, L&T, and PepsiCo.
Ceo Talent Search Pvt Ltd..Presentationshashinair05
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under the CEO Group, which was founded in 1999. CEO TalentSearch has over 100 clients across 8 countries and a team of over 100 professionals. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, using various talent sourcing methods and screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, L&T, PepsiCo and others.
White paper -employee_retentionwhitepaperConfidential
This document summarizes best practices for employee retention based on a white paper. It discusses determining which employees to retain by assessing uniqueness, performance, leadership potential, and risk of leaving. Managers should empathize with employees, communicate clearly, and recognize performance to boost retention. Calculating turnover costs can demonstrate the financial case for investing in retention strategies. Treating exiting employees respectfully is also important for motivating remaining staff.
Peoplepro Management Services provides professional HR services including strategy development, talent acquisition, training, and temporary staffing. They work with over 200 clients across various industries in India and abroad. The company is led by a team of experienced professionals with expertise in areas such as business strategy, HR, finance, and IT. They aim to help clients build high-performing teams through strategic and operational HR solutions.
Organizational Excellence Through an Effective Competency FrameworkRajesh Naik
The document discusses the design and implementation of an effective competency framework for an organization. It defines competency as the underlying characteristics of an individual that are related to superior job performance. It then outlines the key elements of designing a competency framework, including identifying job clusters, roles, competencies, and proficiency levels. It also discusses how a competency framework can be used in human resource functions like hiring, performance management, and training. Finally, it notes the framework needs to be regularly refined as competencies may change over time.
LOS MEJORES 20 PATRONOS EN PUERTO RICOLuis Baquero
The document summarizes the findings of a study conducted in Puerto Rico to identify the 20 Best Employers. Some key findings:
1) The 20 Best Employers outperformed other companies in several engagement metrics, including communication, leadership, and performance management.
2) Senior leadership at the Best Employers strongly believed that people are their greatest asset and worked to instill a high-performance culture.
3) Best Employers communicated more frequently with employees about business goals and results through various channels and listened to employee feedback.
4) Most Best Employers linked performance evaluations to pay more strongly than other companies to incentivize high performance.
The webinar agenda covers the following topics:
1. How to approach performance management in 5 minutes.
2. An overview of the BullseyePerformance value proposition in 5 minutes.
3. The ROI of social performance management in 5 minutes.
4. A 15 minute live system demonstration covering performance management made simple, social feedback for employee engagement, and intuitive business intelligence KPI dashboards.
5. An open question and discussion period.
This document outlines 8 rules for successful marketing: 1) Revisit the essence of marketing, 2) Internal marketing programs are prerequisites for success, 3) Marketing is interdependent with other management functions, 4) Empower people, 5) Integrate technology, 6) Create a positive working environment, 7) Organizational support and top management commitment are critical, and 8) Innovation is important. The document discusses concepts like customer relationships, internal marketing, interactions between functions, empowering employees, using technology, leadership, and adapting to change.
Workplace Flexibility and the Recovery - Risks & OpportunitiesFallonHorgan
This document discusses workplace flexibility in the context of the global financial crisis and the National Employment Standards in Australia. It provides examples of how some organizations addressed staff flexibility needs during economic downturn by reducing hours and keeping employees, which helped save costs and retain skilled workers. The document outlines the right of employees to request flexible work arrangements under the National Employment Standards and obligations of employers to accommodate such requests where reasonable.
Kelly Services is a Fortune 500 staffing and consulting company operating in more than 33 countries. For over 60 years, Kelly has delivered staffing solutions including temporary and full-time placement, outsourcing, and consulting. Kelly's core principles of expertise, integrity, accountability, and teamwork remain the same as when it was founded in 1946. Kelly has experience helping clients achieve significant cost savings and process improvements through vendor management solutions, recruitment process outsourcing, and consulting services. Kelly offers a range of staffing capabilities across multiple industries and positions levels from entry-level to executive to help clients recruit, manage, and retain talent.
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceHuman Capital Media
The document summarizes a webinar about leveraging talent analytics to plan for future workforce needs. It discusses assessing an organization's readiness, identifying talent supply and demand gaps, and analyzing data to develop action plans to build, buy, or lease talent. The webinar provides examples of companies that use analytics to understand changing skills needs and access talent through current employees, external hires, alumni networks, and contingent workers. The key takeaway is that talent analytics can be a powerful tool when used to develop prioritized action plans that leverage multiple talent sources.
Keynote from Architecture World 2009 in Bangalore.
Explores the migration to Outside-In and its impact on the way we measure performance. More on this theme in the webinar series at http://www.bpgroup.org
The document discusses strategies for improving organizational performance through aligning operations with strategic goals. It introduces the balanced scorecard approach, which translates strategy into objectives and initiatives across four perspectives: financial, customer, internal processes, and learning and growth. Sample strategy maps and scorecards are provided for several strategic themes, including achieving a low-cost market position, product innovation, improving sales performance, and optimizing resource allocation. The balanced scorecard framework is intended to help organizations execute strategy through consistent focus, measurement, and resource allocation.
XP Day: Using cost of delay – Joshua ArnoldJoshua Arnold
This document discusses implementing an economic decision framework using lean product development techniques at a large container logistics company. It describes piloting the approach on one portfolio to demonstrate benefits, then rolling it out more broadly. Key elements included improving prioritization based on cost of delay, breaking down work into smaller batches to smooth workflow, and limiting work in progress. An initial pilot showed benefits of $9 million from earlier delivery and $4 million from better prioritization. Refinements were needed as the approach was applied repeatedly to help the concepts stick within the organization.
Lean As A Driver For Change And Cost Reduction At Kbc Ict Jan MennensJan Mennens
KBC Bank implemented a large-scale Lean transformation program to drive efficiency and cost reduction. They started by building an internal Lean coaching team and conducting top-down analysis to identify focus areas. Key Lean tools like visual management, daily stand-up meetings, and Kaizen events were deployed across business units. A three-phase implementation approach focused on creating awareness, building understanding, and developing capability. Early results included 12-50% improvement in various processes. Tracking metrics like Lean maturity scores and generated cost savings indicated the program was on track. Lessons learned emphasized Lean as a long-term way of working and the importance of top-down support and bottom-up implementation.
This document discusses rightsizing as a strategic challenge for HR. It outlines the objectives of providing balanced practices for workforce rightsizing that limit business risks and optimize strengths. Various options for rightsizing are presented, including internal structure revamp, headcount rationalization, and focusing on core competencies. The importance of respectful practices, strong leadership, communication, and managing costs and risks is emphasized to help balance rightsizing efforts. A case study example from the automotive industry in KSA is also provided.
The document discusses managing talent in today's changing environment. It covers topics like talent acquisition, employee engagement, and the impact of technology on talent management. It notes that economic changes are driving new talent needs. Talent management is becoming more important than traditional HR practices. Innovative solutions are emerging for organizations to differentiate themselves in attracting and retaining top talent.
Mount Talent Consulting is an international consulting firm specializing in search, mapping, consulting, staffing, and assessments. The firm addresses market dynamics for clients across geographies, including assessing talent and leadership potential. MTC delivers services such as executive search, recruitment, consulting, and assessments using various tools including proprietary platforms. The firm's clientele includes large companies from industries such as technology and consulting. MTC uses processes for executive search that include requirement gathering, research, screening, and interviews to close positions quickly.
The document provides an overview of HR's role in transforming Bupa's business. It discusses how HR shifted to a business partner model to better support the organization's goals of diversifying its business lines, increasing competition, and enhancing its technology. Key changes included developing business partnering skills, engaging employees through health initiatives, and tying performance management more closely to business objectives. The results were increased revenue, profit, and multi-year growth for Bupa.
Ceo Talent Search Pvt Ltd Presentation (2)guestb28258
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under CEO Group, which was founded in 1999. CEO TalentSearch has over 100 professionals and more than 100 clients spread across 8 countries. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, which uses scientific screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, India Cements, L&T, and PepsiCo.
Ceo Talent Search Pvt Ltd..Presentationshashinair05
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under the CEO Group, which was founded in 1999. CEO TalentSearch has over 100 clients across 8 countries and a team of over 100 professionals. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, using various talent sourcing methods and screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, L&T, PepsiCo and others.
White paper -employee_retentionwhitepaperConfidential
This document summarizes best practices for employee retention based on a white paper. It discusses determining which employees to retain by assessing uniqueness, performance, leadership potential, and risk of leaving. Managers should empathize with employees, communicate clearly, and recognize performance to boost retention. Calculating turnover costs can demonstrate the financial case for investing in retention strategies. Treating exiting employees respectfully is also important for motivating remaining staff.
Peoplepro Management Services provides professional HR services including strategy development, talent acquisition, training, and temporary staffing. They work with over 200 clients across various industries in India and abroad. The company is led by a team of experienced professionals with expertise in areas such as business strategy, HR, finance, and IT. They aim to help clients build high-performing teams through strategic and operational HR solutions.
Organizational Excellence Through an Effective Competency FrameworkRajesh Naik
The document discusses the design and implementation of an effective competency framework for an organization. It defines competency as the underlying characteristics of an individual that are related to superior job performance. It then outlines the key elements of designing a competency framework, including identifying job clusters, roles, competencies, and proficiency levels. It also discusses how a competency framework can be used in human resource functions like hiring, performance management, and training. Finally, it notes the framework needs to be regularly refined as competencies may change over time.
LOS MEJORES 20 PATRONOS EN PUERTO RICOLuis Baquero
The document summarizes the findings of a study conducted in Puerto Rico to identify the 20 Best Employers. Some key findings:
1) The 20 Best Employers outperformed other companies in several engagement metrics, including communication, leadership, and performance management.
2) Senior leadership at the Best Employers strongly believed that people are their greatest asset and worked to instill a high-performance culture.
3) Best Employers communicated more frequently with employees about business goals and results through various channels and listened to employee feedback.
4) Most Best Employers linked performance evaluations to pay more strongly than other companies to incentivize high performance.
The webinar agenda covers the following topics:
1. How to approach performance management in 5 minutes.
2. An overview of the BullseyePerformance value proposition in 5 minutes.
3. The ROI of social performance management in 5 minutes.
4. A 15 minute live system demonstration covering performance management made simple, social feedback for employee engagement, and intuitive business intelligence KPI dashboards.
5. An open question and discussion period.
This document outlines 8 rules for successful marketing: 1) Revisit the essence of marketing, 2) Internal marketing programs are prerequisites for success, 3) Marketing is interdependent with other management functions, 4) Empower people, 5) Integrate technology, 6) Create a positive working environment, 7) Organizational support and top management commitment are critical, and 8) Innovation is important. The document discusses concepts like customer relationships, internal marketing, interactions between functions, empowering employees, using technology, leadership, and adapting to change.
Workplace Flexibility and the Recovery - Risks & OpportunitiesFallonHorgan
This document discusses workplace flexibility in the context of the global financial crisis and the National Employment Standards in Australia. It provides examples of how some organizations addressed staff flexibility needs during economic downturn by reducing hours and keeping employees, which helped save costs and retain skilled workers. The document outlines the right of employees to request flexible work arrangements under the National Employment Standards and obligations of employers to accommodate such requests where reasonable.
Kelly Services is a Fortune 500 staffing and consulting company operating in more than 33 countries. For over 60 years, Kelly has delivered staffing solutions including temporary and full-time placement, outsourcing, and consulting. Kelly's core principles of expertise, integrity, accountability, and teamwork remain the same as when it was founded in 1946. Kelly has experience helping clients achieve significant cost savings and process improvements through vendor management solutions, recruitment process outsourcing, and consulting services. Kelly offers a range of staffing capabilities across multiple industries and positions levels from entry-level to executive to help clients recruit, manage, and retain talent.
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceHuman Capital Media
The document summarizes a webinar about leveraging talent analytics to plan for future workforce needs. It discusses assessing an organization's readiness, identifying talent supply and demand gaps, and analyzing data to develop action plans to build, buy, or lease talent. The webinar provides examples of companies that use analytics to understand changing skills needs and access talent through current employees, external hires, alumni networks, and contingent workers. The key takeaway is that talent analytics can be a powerful tool when used to develop prioritized action plans that leverage multiple talent sources.
Keynote from Architecture World 2009 in Bangalore.
Explores the migration to Outside-In and its impact on the way we measure performance. More on this theme in the webinar series at http://www.bpgroup.org
The document discusses strategies for improving organizational performance through aligning operations with strategic goals. It introduces the balanced scorecard approach, which translates strategy into objectives and initiatives across four perspectives: financial, customer, internal processes, and learning and growth. Sample strategy maps and scorecards are provided for several strategic themes, including achieving a low-cost market position, product innovation, improving sales performance, and optimizing resource allocation. The balanced scorecard framework is intended to help organizations execute strategy through consistent focus, measurement, and resource allocation.
XP Day: Using cost of delay – Joshua ArnoldJoshua Arnold
This document discusses implementing an economic decision framework using lean product development techniques at a large container logistics company. It describes piloting the approach on one portfolio to demonstrate benefits, then rolling it out more broadly. Key elements included improving prioritization based on cost of delay, breaking down work into smaller batches to smooth workflow, and limiting work in progress. An initial pilot showed benefits of $9 million from earlier delivery and $4 million from better prioritization. Refinements were needed as the approach was applied repeatedly to help the concepts stick within the organization.
The document discusses quality management programs and systems such as Statistical Process Control (SPC), Total Quality Management (TQM), and Six Sigma. It provides details on the Six Sigma methodology, including the DMAIC process and benefits of Six Sigma in reducing defects and costs. The document also presents examples of Six Sigma implementations at Motorola and an Indian company, and discusses some costs and limitations of the Six Sigma approach.
The document discusses the concept of Kaizen, which means ongoing improvement and involves everyone, both managers and workers. Kaizen embodies principles like productivity improvement, total quality culture, quality control circles, and zero defects. Kaizen takes a process-oriented and people-oriented approach to achieve improved results through small, ongoing improvements without losing sight of expected outcomes. Kaizen can be implemented through management systems, group activities like quality control circles, and individual suggestion systems. Successful Kaizen requires top management commitment and establishing a step-by-step process for introduction.
Learn about how to shape the organization structure, processess, and functions in line with the business strategy and realities of the business. HR becomes a strategic partner with the business leaders in driving bottom-line results.
A retrospective looking at the implementation of Cost of Delay as a means to improve decision-making, improve the sense of urgency and encourage the breaking down of work as well as scheduling or prioritisation using CD3.
Managing cost and realising benefits from your SAP HCM or other HR systemSven Ringling
Conference presentation: clear process to clean up the investment portfolio from any HRIS (HR information system) using SAP HCM as an example. How to reduce cost and maximise benefits from IT in HR.
This document summarizes the services of Continuous Improvement Consulting. They provide a 3-5 week engagement to measure a company's current IVR and call center performance, analyze it to identify improvement opportunities, and improve it by providing actionable recommendations with a guaranteed identification of cost savings. Their systematic approach includes assessing the current state, identifying challenges, and recommending process, technology, and personnel changes to increase self-service and reduce costs.
In today\'s ultra-competitive workforce, your business can\'t afford NOT to have a business mentoring program. After all, the skills of your company’s executives and employees are your most valuable assets. Corporate mentoring programs provide a means of cultivating those skills throughout your organization. This translates into talent retention (instead of turnover), happier employees and management, and a healthier bottom line. Check out our sales presentation to learn more about what a corporate mentoring program can mean to your company.
A showcase of gritty, warts-and-all stories about the transformation toward agility of some of Australia’s biggest companies.
From IIT Academy, Hong Kong - meetup.com/IITAcademyHK
· Learn about how a critical government data organisation achieved a 240%+ increase in productivity in just six weeks.
· Hear about the market transforming mobile payments app that reinvigorated one of Australia’s big four banks. Challenges involved resistance from the organisation from line staff through to senior sponsors.
· Hear about how a multi-year flagship project at one of Australia’s major home loan providers was rescued. Out of budget and under-featured, this project was reinvigorated in just 6 months. Complexities included offshore vendors, major time-differences in operations and multiple vendors involved in a complex build.
Profitability and cost management are of increasing importance in today's difficult and rapidly changing markets. Summary level profitability reporting no longer suffices. To gain a competitive advantage, organizations must understand profitability beyond the usual lines of business, such as product line, service area, and customer segment. This presentation will demonstrate how Oracle Hyperion Profitability and Cost Management enables organizations to understand the true cost and profitability drivers within their business and empowers users with the visibility and flexibility to improve resource alignment, increase margins and ensure profitability.
Select our Price Optimization PowerPoint Presentation Slides to make pricing decisions for your business. Product cost management PowerPoint complete deck contains slides such as key levers to cost management, levers to achieve successful cost optimization, strategic cost optimization framework, prioritizing, three steps approach, initiatives and benefits, cost optimization techniques, planning, stages in cost reduction, cost-cutting and management, cost design and positioning, comparison of stages, etc. The goal of price optimization is to adjust consumer prices without putting profits at a risk. These templates are completely editable. The presenter can change font, text, and color. Pricing and revenue optimization PPT presentation also contains additional slides like mission, puzzle, timeline, target, idea pie chart, bar graph, area chart can help you elaborate cost optimization plans. Download this cost optimization presentation graphics to present pricing research and optimization. Create infrastructure for a health existence with our Price Optimization Powerpoint Presentation Slides. Be able to address inhuman conditions.
The document discusses several challenges facing sales organizations in a competitive global economy including: short product life cycles, increased information sources for customers, and higher shareholder expectations. It then summarizes typical sales management challenges such as unqualified hires, long sales cycles, bad forecasts, and unnecessary discounts. Finally, it advocates evaluating and optimizing the entire "sales ecosystem" which includes factors like sales leadership, internal processes, offerings, and supporting infrastructure in order to improve sales performance.
The document summarizes training workshops offered by The TBM Institute for Operational Excellence on lean transformation techniques. Three workshops are described in detail: a 1-day workshop for senior executives, a 3-day workshop for mid-level managers, and a 2-day workshop for general and senior managers. The workshops provide hands-on learning of tools like value stream mapping, waste elimination, problem solving methods, and integrating lean and Six Sigma. Attendees will gain an understanding of how to apply these techniques to drive growth, improve operations, and support lean transformation efforts. The training is aimed at building skills and enthusiasm for leading organizational change.
The document discusses whether enterprise architecture (EA) is expensive. It notes that EA implementation can be costly due to hiring and training architects and analysts, taking time from business leaders, and requiring software tools. However, it also lists benefits like improved planning, decision-making, communication, and risk management. It argues that the operational value of EA, such as reduced cycles and duplication, can measure and offset implementation costs over time. Stakeholders must support the initiative for it to succeed.
The departmental leadership programme is designed to equip participants with the knowhow and strategic tools to enable them to effectively drive departmental performance. This includes examining a balanced approach to leading and directing automotive retail operations in a way which accommodates the three dimensional requirement of achieving optimum market penetration, providing exceptional levels of service and generating superior returns for the business.
The document provides information on several leadership development companies in India. It discusses:
1) The leadership identification, assessment, and development solutions offered by the companies to help clients identify and strengthen their current and future leaders. This includes 360 assessments, leadership programs, coaching, and customized solutions.
2) The types of clients served, which include large Indian and multinational corporations.
3) Additional services offered beyond leadership development, such as organizational consulting, change management support, and talent management.
4) Key differentiators of the companies, which emphasize their customized approach, global expertise, and track record of positive outcomes for clients.
1. National Association of Health Services Executives
Empowering the Next Generation of Health Care Leaders Today
Lean and Six Sigma Presentation
Latoya L. Wall
The Bulsard Group, LLC
September 2012
2. Agenda
Who are we? - Introduction
Why now, Why me? – Business Case
What will we accomplish? – Lean and Six Sigma
How will we accomplish this? – The Process
Where and When? – Next Steps
2
3. Who are we? - Introduction
www.bulsardgroup.com 3
5. Value Maturity Model
Business Opportunity Identified “ Value
Definition”
“Value
Optimization”
“Value
Creation”
“Value
Capture” “Value
Delivery”
5
6. 4 Measures of Organizational Performance
Dependent High
Efficiency Capability
Process
Low
Effectivity Capacity
People
Low Dependent High
6
7. Why now? – Business Case
Lean Six Sigma in Healthcare Areas of Innovation
Lowering healthcare costs due to inefficiency, inappropriate care, duplicative care and
incomplete information
Generating additional savings by reducing waste, decreasing medical errors and
improving quality
Improving patient outcomes, and detecting, preventing, and managing chronic disease
Transforming the economy with science and technology
“Each of the nation’s 5,700 hospitals must cut $2.6 million a year on average in costs in
the next 10 years to meet the demands of President Obama’s proposed health care
reform, a daunting task when half of those hospitals lose money.” USA Today
7
8. Why me? – NAHSE
National Association of Health Services Executives
• Mission is to improve quality, access to and availability of health services for those who are
poor and underserved
• Focus is on collaborative thinking as a source of energy to set the bar in delivering lasting
solutions
• Provides a powerful vehicle for the design, direction and delivery of quality health care to
all people
• At the heart of NAHSE is the powerful forward momentum to constantly refine, refocus and
renew
NAHSE Can Be a Leader: Empowering the Next Generation Through Innovation!
8
9. Why me? –Individual Involvement
Lean and Six Sigma Certification Levels and Salary Benefits
$168,138*
Median Salary
Executive
Master Black Belt
$109,141*
Leadership Training Median Salary
Global Projects at $5M
Savings and above
Black Belt $87,783*
Median Salary
5-6 Weeks In Depth Concept Training
Projects at $1M Savings and above
Green Belt
3 Week In Depth Concept Training
Projects at $500K Savings and above
Yellow Belt
2 Day Multi-tool Training
White Belt
1 Day Overview Training
*Median Salary is based on 2012 rates for Houston, TX 9
10. What will we accomplish?
Lean and Six Sigma Overview
11. Premise of Lean…
Lean was pioneered by the Toyota Production System
• Sources of waste can be eliminated in every area of production along the value stream
• Focus is on efficient operation by
• Reducing cycle time
• Improving quality
• Aligning production with demand
• Reducing inventory
• Improving process safety
• Focus areas include customer relations, product design, supplier networks, and factory
management
Before After
11 9/28/2012
Toyota Company = World Class Performance!!!
12. Sources of Waste - DOWNTIME
Defects: Errors which cause rework, repair, and/or replacement.
Overproduction: Producing products outside of targets or services prematurely.
Waiting: Delays in parts, machine, signatures, etc. which increase lead time.
Not Using People Well: Poor utilization of work force’s time and talents.
Transportation: Nonessential transport of products or delivery of services.
Inventory: Excess components above minimum business target objectives.
Motion: Movement of resources not value adding to product or service delivery.
Excess-Processing: Inefficient processing of customer product features.
12 9/28/2012
13. Premise of Six Sigma…
Six Sigma was pioneered by Motorola and developed by GE
• Sources of variation can be identified, quantified and eliminated or controlled
• Focus is on reducing defects in our strategic or core processes which undermine
customer loyalty
• Process improvements are data driven and improve overall process capability
Sigma Quality Level:
The Higher the Sigma level, the Better the Quality
Three Sigma Process Six Sigma Process
LSL USL LSL USL
-6 -3 0 +3 +6 -6 -3 0 +3 +6
LSL: Lower Specification Limit Goal
USL: Upper Specification Limit
σ: measure of variation in a process
Specs are Customer Driven
13 9/28/2012
GE 5 year savings = $12 B!!!
14. Industry Sigma Rankings*
1,000,000
DPMO IRS - Tax Advice
(phone-in)
PPM (140,000 PPM)
Restaurant Bills
Doctor Prescription Writing
100,000 Payroll Processing
• Order Write-up
Journal Vouchers
Wire Transfers
10,000 Airline Baggage Handling
Purchased Material
Lot Reject Rate
1,000
Average Best-in-Class
100 Company Domestic Airline Flight
Fatality Rate (0.43 PPM)
10
1
1 2 3 4 5 6 7
Sigma Scale of Measure
*Courtesy of Six Sigma Academy
14 9/28/2012
15. Change Management
Congruence Model
To implement any type of change you should first consider the
impact to these components of an organization:
Formal
Inputs into the
Organization Outputs to the
organization organization
Work People
Informal
Organization
15 9/28/2012
16. How will we accomplish this?
Business Process Improvement
17. Example: Six Sigma in Oil & Gas – Process Mapping
Business Land Imaging
Process
Process
Sub- Document Document QC Prep Documents
processes Preparation Scanning (Image Review) for storage
Detailed
Sub-Process
Map
Tasks Procedures
17 9/28/2012
18. Detail Process Map
- PROCESS ASST
Start
- TOBIN
- DATE
- MISC.
- PROCESS ASST - BOX NO
- FILENET P8 - DOC CATEGORY
- DOC NO. - DOC NO.
- MISC.
- DATE
CHECK TO
CHECK TO SEE IF
SEE IF - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST
SCANNED DOCUMENT - QC ANALYST
DOCUMENT
IS IN TLS
IN P8
10 - 60 MINUTE ENTER
SEND VERIFY VERIFY VERIFY
DELAY TO GET DOCUMENT
DOCUMENTS DOCUMENT DOCUMENT BOX VERIFY DATE DOCUMENT
FROM FILENET NUMBER IN
FOR FINAL QC NUMBER NUMBER TYPE
TO TLS TOBIN
- QC ANALYST
No VERIFY BAR
DOC IN P8 DELETE QC CHECK
No RE-SCAN Yes SHEET IS
? DOCUMENTS FAILED?
CORRECT
- QC ANALYST
Yes
- PROCESS ASST - PROCESS ASST - PROCESS ASST - PROCESS ASST - PROCESS ASST - PROCESS ASST - PROCESS ASST OPEN
DOCUMENT IN
TLS
CHECK FOR
CHECK IMAGE CHECK NO. OF CHECK FOR 2X CHECK FOR CHECK FOR CONFIRM PAGE
CORRECT IMAGE
QUALITY PAGES IMAGES BLANK PAGE IMAGE CUT-OFF SIZE CORRECT - QC ANALYST
CATEGORY
CHECK IMAGE
QUALITY
- QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST
CHECK FOR
CHECK IMAGE CHECK NO. OF CHECK FOR 2X CHECK FOR CHECK FOR CONFIRM PAGE QC CHECK DELETE
CORRECT IMAGE Yes RE-SCAN
QUALITY PAGES IMAGES BLANK PAGE IMAGE CUT-OFF SIZE CORRECT FAILED? DOCUMENTS
CATEGORY
No
- QC ANALYST - QC ANALYST
RETURN TO BOX MATCH
Stop TO SEND TO DOCUMENT IN
STORAGE TLS AGAINST P8
No
- QC ANALYST - QC ANALYST
- QC ANALYST
RETURN TO BOX CAN BE FIXED BY CONTACT MISMATCH
SEND TO Yes IT (E.G., CHANGE PROCESS ASST Yes CAN’T BE FIX MISMATCH DOCUMENTS
STORAGE DATE) OR IT FIXED MISMATCH
30 MINUTE ?
DELAY TO GET
FROM FILENET
TO TLS
Yes
18 9/28/2012
19. Process Mapping - Classification
Value Added
– A step in the process that the customer/company is willing to pay for
• Includes those activities that are required by contract or law
• If it were left out, it would impact customer satisfaction
Business-Value Added
– Any activity, when left out, that does not directly impact the customer and
may incur no dissatisfaction
• These steps may be necessary to support value added steps
• Any activity required by the business
Non-Value Added
– Any activity, when left out, that does not directly impact the customer and
may incur no dissatisfaction
19 9/28/2012
20. Analysis of Process Map
- PROCESS ASST
Start NO VALUE
- TOBIN
BUSINESS ADDED
- DATE VALUE ADDED
VALUE ADDED OR
- MISC.
- PROCESS ASST LOW VALUE
- BOX NO
- FILENET P8 - DOC CATEGORY
- DOC NO. - DOC NO.
- MISC.
- DATE
CHECK TO
CHECK TO SEE IF
SEE IF - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST
SCANNED DOCUMENT - QC ANALYST
DOCUMENT
IS IN TLS
IN P8
10 - 60 MINUTE ENTER
SEND VERIFY VERIFY VERIFY
DELAY TO GET DOCUMENT
DOCUMENTS DOCUMENT DOCUMENT BOX VERIFY DATE DOCUMENT
FROM FILENET NUMBER IN
FOR FINAL QC NUMBER NUMBER TYPE
TO TLS TOBIN
- QC ANALYST
No VERIFY BAR
DOC IN P8 DELETE QC CHECK
No RE-SCAN Yes SHEET IS
? DOCUMENTS FAILED?
CORRECT
- QC ANALYST
Yes
- PROCESS ASST - PROCESS ASST - PROCESS ASST - PROCESS ASST - PROCESS ASST - PROCESS ASST - PROCESS ASST OPEN
DOCUMENT IN
TLS
CHECK FOR
CHECK IMAGE CHECK NO. OF CHECK FOR 2X CHECK FOR CHECK FOR CONFIRM PAGE
CORRECT IMAGE
QUALITY PAGES IMAGES BLANK PAGE IMAGE CUT-OFF SIZE CORRECT - QC ANALYST
CATEGORY
CHECK IMAGE
QUALITY
- QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST - QC ANALYST
CHECK FOR
CHECK IMAGE CHECK NO. OF CHECK FOR 2X CHECK FOR CHECK FOR CONFIRM PAGE QC CHECK DELETE
CORRECT IMAGE Yes RE-SCAN
QUALITY PAGES IMAGES BLANK PAGE IMAGE CUT-OFF SIZE CORRECT FAILED? DOCUMENTS
CATEGORY
No
- QC ANALYST - QC ANALYST
RETURN TO BOX MATCH
Stop TO SEND TO DOCUMENT IN
STORAGE TLS AGAINST P8
No
- QC ANALYST - QC ANALYST
- QC ANALYST
RETURN TO BOX CAN BE FIXED BY CONTACT MISMATCH
SEND TO Yes IT (E.G., CHANGE PROCESS ASST Yes CAN’T BE FIX MISMATCH DOCUMENTS
STORAGE DATE) OR IT FIXED MISMATCH
30 MINUTE ?
DELAY TO GET
FROM FILENET
TO TLS
Yes
20 9/28/2012
Defects Overproduction Waiting Not Using People Well Transportation Inventory Motion Excess-processing
21. CT Scan Throughput Project Example
Issue: North Shore-Long Island Jewish Health System
Radiology throughput
facility struggled to meet the demands of patients, providers and
physicians
Solution: A Lean Six Sigma team addressed the problem
through a Kaizen event
Outcome: Increase in Capacity
In 30 days, daily number of patients scanned increased
Previous average of 45 with a standard deviation (SD) of 7, to 51
patients scanned, with a SD of 4
Procedure improvements
from 30.6 percent to 22.7 percent
200 additional procedures per month
60 outpatient procedures per month
21 9/28/2012
Approximately $375,000 in additional annual revenue!!!
22. On-Time MRI Scans Project Example
Issue: Radia Inc., a large radiology and vascular surgery
practice
Wanted to improve efficiencies at one center that was falling
behind
Solution: A Lean Six Sigma team addressed the problem
through a Kaizen event
Outcome:
50 percent improvement in the number of on-time MRI scans
Created the potential for more than $1.4 million in annualized
incremental revenue
Maintained optimal patient safety and quality of care
22 9/28/2012
More than $1.4 Million in annualized incremental revenue!!!
23. Exercise
Tools
Brainstorm
Affinitize
Step 1: Answer the following question: What “keeps you up at night” concerning your current operations?
Step 2: Brainstorm all possible process bottlenecks and process design gaps
Step 3: Transcribe bottlenecks/gaps to post-its (1 per Post-it)
Step 4: Identify as a source of waste using DOWNTIME.
Step 5: Affinitize gaps and create a single statement as the “major gap” for each affinitized group for an outbrief
xxx xxx
xxx
xxx xxx xxx
xxx xxx
xxx xxx
Step 1 Step 2 Step 3
23
26. The Operational Excellence Connection
Opportunity Statement Standardization & Sustainment Opportunity Statement
Focus: Value Drivers (IT Example)
(Supply Chain Example)
Strategy Deployment Currently Engineering and Earth
Science practitioners spend 60% of
Implement an integrated, Focus: Strategy
their time looking for and QCing
comprehensive Materials data. Improve the productivity and
Management System to improve effectiveness of these practitioners by
Training & Development
financial compliance, and optimize establishing a data management
Focus: Vision
material visibility, quality, and infrastructure focusing on data access
availability. and data quality.
Change Management
Focus: Measures
Current State Future State
Strategy Development
Focus: Processes 5 Focus Areas
5 Focus Areas
Establish core roles and
Capability Assessment
Implement standard work governance for data management
Focus: Governance
processes efforts
Leverage enabling technology Implement standard processes for
Establish the required storage Stakeholder Integration data governance
infrastructure Focus: Organization 3. Reduce redundant systems
4. Improve financial compliance which store data
5. Optimize material visibility, 4. Increase Decision Quality
quality, and availability 5. Optimize data visibility, quality,
Represents successes to date Individual Employee and availability
Through the use of Lean , Six Sigma, and Change Management principles, the 7-6-5 plan provides a clear path to achieve
Operational Excellence
28. Develop: Stages 1-3 (Supply Chain)
Define Measure
Process Affinitization Macro Process Flow Map
IPO Diagram Value Stream Map
29. Develop: Stages 1-3 (Supply Chain)
Analyze Improve
Current State Analysis Barrier-Aid-Countermeasure Tool
Process Flow Development High Level Process Flow Map
30. Develop: Stages 1-3 (IT)
Inputs Outputs
(Leading Indicators) (Lagging Indicators)
Ensure Efficient
Data Access Build CapableUsers
•Standardize and optimize
,
common core petro -technical
Data Process Improved data quality (reduction in #
of errors) (performance)
•ReduceCycle Time to finddata workflows Data Management Failure
•Remove constraints to create
Business Rules
•Improve governance and visibility Identification Process
Improved risk controls/compliance (cost)
process efficiency of current and future efforts (Innerlogix tool used)
•Increase Decision Quality •Delivertraining and development Data Producers
Reduction in number of business
E2C 2 with a quality data management analyst needed to monitor the
Innerlogix tool (cost)
Data Stewards
Develop Effective DM Network IncreaseUser Capacity Reduction in number of incidents and problems
discovered with Business Rules (performance)
System of Record
•Remove constraints to create
productivity in users (decisions) Data Consumers
Reduction in technical research time
by end-user (time)
• Create a strategic program to •Improve the quality and
solve the data management gaps accessibility of this data Data Errors Reduction of ticketing/logging/auditing
• Create communication channels •Create single point of contact for Supplier
Data Consumer (DC)/
Customer
Data Steward (Help
downtime (performance)
for clear messaging across entire the various data management Data Quality Business Analyst
Data Management
System Identifies
Desk Rep) Receives
value stream
DQM Failure Ticket
efforts from GU Business Rule Failure
or Data Error
Define Measure
Process Affinitization Macro Process Flow Map
Gulf of Mexico Data Management
Data Data Data Data
Extraction Extraction Extraction Extraction
Value Stream Map
Data Type 1
Location Location Location Location
1.1.1 1.1.2 1.1.3 1.1.4
Output Stewardship and Operations Governance
Data Data Data Data
Extraction Extraction Extraction Extraction
Extraction Data Type 2 Location Location Location Location Data Errors and
ILX
1.2.1 1.2.2 1.2.3 1.2.4 Business Rule
Failures CUSTOMERS
SUPPLIERS
Ticketing System
Data Data Data Data (New Scale?) DM Community
Data Producers: Updated SOR
Extraction Extraction Extraction Extraction System of Record Updated Business
Data Type N Location Location Location Location Data Stewards:
RCats (or Asset Database??? Training Database
Rules
Business Rules
1.N.1 1.N.2 1.N.3 1.N.4 equivalent) Web
Access
LMS?
1.
Business Planning Database??? BHP System
Web
Access
Webform
Yearly Asset Classification and Reconciliation Process Webform
DQM Web
Access
Resolve Data
Output
DM Failure DM Ticket Data Management Decision
Errors and Access Data and Rules Receive and Process Data Quality
Resolution Business Rule Identification Response Failure Resolution Matrix for (Bottom Hole Pressure) Issues
Resolve Data Quality Issues Review Data Quality Management Train and Develop Data Management Maintenance
Process Process Process Data Types Data Management
Failures 2.1 2.2 2.3 2.1.1 Failure Resolutions Subprocesses:
Stop Sheet
Subprocesses: Subprocesses:
Data
Subprocesses:
Data Gap
Subprocesses: Subprocesses:
MOC Form
1. Request Load Send MMS OE Engineer MMS Waiver Data DM Failure Identification Data Data Management Failure Gap Assessment and Data Quality Training Data SOR Update Process Data
Help Desk Identified Consumer Steward Training Modules
2. Single Point Entry Form Form/CC111 Errors Consumer Data Assessment
2. 3. Load Historic Data, Legacy
Tech
AD Engineer Single Point
Entry Form
Business
Rule
Process
Data Ticket Form
Data
Quality
Resolution Process
Data Final Quality
Trending Process
Information Report
Improvement
Plans
Process Steward
IT Training MOC Form MOC Business Rule Update
Steward
Functional
Spreadsheets Custodian Final Issues Steward Resolution Resolutions Management Group Training Rep
Vendor Next Wells List Failures DM Ticket Response DQ Monthly Review DM Monthly Management of Change Communications
Process
5a. Export to MBAL PROSPER Data Information Delegate
DQM Rep Loader Resolution and Ticket Meeting and Information
Gap Process Steward Management Process Information Process Management
IM Analyst Spreadsheet and Ticket Closure Dashboard Developmen
5. Summary Report and DQ Analyst Canned Report DM Help Champion Management Management of Change Delegate
Closure Information Form Champion Report t Plan
Information for Decision Making (offshore) Template Desk Team Process Management
6. Request for a Waiver Email of QC Form Management Level 1 DM Template
SuperUser of Change
8. Data Quality Issues Delegate Documents Governance Owner
User Request Board
9. Add, Remove, Modify Users
Form
Output
10. Modify MMS 140 Template
Analyze Data
Standard email
for user request
DM Monthly Standard Email
Errors and Gap Assessment for user request
# Handoffs:
Analysis
refusal
Review Meeting
# Handoffs: # Handoffs: # Handoffs: # Handoffs: # Handoffs:
MMS140 Tem
Business Rule /Auditing Process
Guidelines
Failures 3.1 3.2 Improvement
Opportunities
3. ??-?? Hours ??-?? Hours ??-?? Hours ??-?? Hours ??-?? Hours ??-?? Hours
??-?? Days ??-?? Days ??-?? Days ??-?? Days ??-?? Days ??-?? Days
Standardize Output ??-?? Hours
Maintain Legend Process Totals:
Standardization and Sustain SOR Update DM Training
??-?? Days
Business Electronic Information Flow
DM Process Process
Rules Process
Governance Updated SORs and Scope Process ??-?? Hours
4.1 4.2 4.3 Business Rules Information/Data Transfer by Webform Totals: ??-?? Days
4.
Completed Training Information/Data Transfer by Email
Information/Data Transfer by Telephone
Information/Data Transfer by Computer Interface/Web Access
IPO Diagram Work in Process
Inventory
Value Stream Map
Roles
Forms Used
You do what you measure, if you only measure financial goals, then you will only focus your team on creating success around financial measures not along other measures such as quality, and cycle timeMost companies measure 2 out of 4Read “Balanced Scorecard” by R. Kaplan
Need to print out 20 copies of the stakeholder interview formNeed to pre-populate stakeholder interview form and print out 20 copies
Need to create value stream map for manufacture of iMacsFill in descriptors and arrows to slideMake connection between leadership team interviews responses of “what keeps them up at night” and problems on the value stream and highlight areas of improvement
Need to create activities for the Activities MatrixShow connection on the slide from the VSM to the Activities MatrixCreate a dummy “my typical day” “my typical workweek” sheet