Lean management is an approach to running an organization that supports the concept of coutinuous improvement, a long-term approach to work that systematically seeks to achieve small, incremental changes in processes in order to improve efficiency and quality. Lean management seeks to eliminate any waste of time, effort or money by identifying each step in a
business process and then revising or cutting out steps that do not create value. The philosophy has its roots in manufacturing. Guiding principles for lean management include:
1. Defining value from the standpoint of the end customer.
2. Identifying each step in a business process and eliminating those steps that do not create value.
3. Making the value-creating steps occur in tight sequence.
4. Repeating the first three steps on a continuous basis until all waste has been eliminated.
Short and Long term Benefits:
The results your company can expect to see will differ from that of other companies. It will depend on where you start and what you put into it. But with the right level of commitment and planning, you will start to see some of these benefits in a short period of time. Listed below are some of the more common benefits you can expect to see. Others may present themselves as well.
A lot of the activity in a lean environment is geared towards improving quality. As quality issues arise, problem solving techniques are used to root cause the problem. From there,mistake proofing is put in place to strengthen the process and prevent recurrence. As a result, the quality of your product will be improved.
Improved Visual Management – Another benefit of lean manufacturing is management by sight. If
done correctly, your plant will be set up so you can evaluate an entire area with a visual scan. Any
abnormalities will stand out and be easy to identify as a problem.
Line balancing will ensure each person in the process is working in the most
efficient manner. Standardized work will ensure they are doing it correctly following the same method every time. This leads to repeatability and increased efficiencies.
One of the major benefits of lean is getting more done with less people. With
standardized work and increased efficiencies, the ability to do the job with less people becomes a very real possibility. This does not mean you have to send these people to the unemployment line. The concept of lean would have these freed-up people utilized to perform further kaizen activity, training to enhance skill level, or maintenance of the system once it is implemented.
Easier to manage
The work instructions and standardized work let people know what they have to do and when. This makes managing an area much easier. And problems will still arise. But they will be much easier to deal with in a team environment where the support groups are eager to help solve problems.
Total Company Involvement – Lean is meant to involve the whole company. It is not intended to be put into action in only one area. It is a management philosophy which should include every part of your organization. This helps promote the concept that everyone in the company is part of the team.
Lean manufacturing forces you to attack an issue and continue to investigate it
until it has been eliminated. Root cause analysis and cross-functional teams are utilized to ensure a problem receives the level of attention it deserves to correct it. Reduced Space – As part of the waste reduction process, space will be created. Reduction of finished and raw inventory will save space vertically in your racking as well as horizontally across your floor.
Safer Work Environment
Visual management and 5S will help identify when things are out of place.
When unnecessary elements are removed from the operation, the workplace becomes much more organized. And an organized work environment is a safe work environment.
Improved employee morale
This is a benefit that may not be realized during the initial stages of
your implementation (see resistance below). But once the concept of lean starts to get accepted by the employees, you will see employee morale on the rise. Employee involvement and empowerment will make all members of your company feel like a contributing part of the team. And the reduction of uncertainty in the workplace, as a result of lean, will reduce stress in your team members and lead to improved employee morale.
Organizations belonging to these sectors are highly recommended to implement this standard so that they are able to achieve the same level of quality as required to compete in international markets; Textile Sector, Educational Sector, Information Technology Service Sector, Financial Institutions, Chemical Sector, Industrial Sector, Government Sector, Defence Sector, Professional Training Institutes, Food Sector, Pharmaceutical Sector, Steel Sector, Oil and Gas Sector, etc
1. Introduction to Lean Management / Manufacturing through “5 S” (01 Day).
2. Advanced training on Lean Management / Manufacturing through “5 S” (Lead Implementer)(02 Days).
AVN Systems has developed nine different modules of organizational development. These modules are
developed keeping in view of the organizational needs of different business sectors. An organization may select
any module(s) for implementation. Funding opportunities are also available for these projects from Business
Mail Delivery & Dispatch Management
Data & Record Management
Reporting & Monitoring System
Inventory Management & Control
Customer Interaction and Business Development
Customer Complaint Handling / Feed Back System
Human Resource Management
Departmental Objectives & Targets
Quality Control & Quality Assurance
Internal Auditing & Reporting
Correction & Corrective Action
Module 7 (not applicable to services)
Production Planning & Control Management
Material (Forecasting) Management
Module 8 (not applicable to services)
Machine / Equipment Maintenance System
Trouble Shooting and Rectification System
Hazard Analysis & Response
Occupational Safety & Security
Progressive organizations from different business sectors including Textile, Pharmaceuticals, Food, Auto-
Mobiles, Labs and Hospitals can go for implementation of these modules depending on their requirements and
1. AVN Systems can also provide trainings on all the modules (both separately and combined)
Human Resource Management
Human resource is one of the most valuable and unique assets of an organization. According to Leon c. Megginson, HR refers to (the total knowledge, Skills, creative abilities, talents and aptitudes of an organization workforce. HRM is one of the most complex and challenging fields of modern management. In this a HR manager has to handle the workforce and care their expectations to ensure their performance to the best. In past personnel management means command and control over the employees now it changed to great freedom and support to the employee. Now a day’s human resource is also treated as critical assets with physical assets. HRM is the management to acquire the competent workers / mgrs, development of employees, motivation of employees with the identification need, and to retain the manpower with providing the conducive work environment.
History of HRM
1) Scientific Management Approach
2) Human Relation Approach.
3) Human Resource Approach.
S M A:
Before SMA employees were forced to work. Employer thought if you want production then employees should be constantly supervised. Any failure in target turned into disciplined or fired. SMA introduced the new idea about work designing and performance most efficiently. The SMA approach resulted in work method and techniques that emphasized the employee to perform.
H R A:
It refers that employee’s productivity not affected by job designing and rewards but also by the social and psychological factors.It stats that the feelings, emotions and sentiments of employees are greatly influenced by work conditions as group relationship and management support. The existence of unions because of HRA. The rise of unionism gave workers the legal right to organize and to bargain collectively. Now employees talked about wages and benefits to job security and working conditions.
Some other thoughts which are related to HRA.
The HRA did not recognize the different job structure, differences and other factors because: Each employee is unique with his or her wants, needs and values etc. This approach failed to recognize the other factor like
performance appraisal, career development and career planning. It was concerned that good HRA alone was sufficient to a high
level motivation, which is not true in practice.
Function of a HR Management
An effective manager should be able to handle human and non-human resources to bring about this alignment and achievement of goals. Managing people is one of the biggest challenges for any manager for the reasons below:
Individual differ from each and every aspects, their values / attitudes / beliefs / culture are different. The stimulating and motivational factors may not be same for all the employees. Above all employees are very much different from the past; they know they are valuable assets. According to famous industrialist Mr. John D Rockefeller “I will pay more for the ability to deal with the people than for any other ability under the sun” Mainly you can divide HRM in two categories.
1. Managerial functions.
2. Operative functions.
1. Managerial functions:
Planning, Organizing, Staffing, directing and controlling.
Planning to keep in mind the forecast of Human Resource requirement. Foreseeing the changes in employee attitudes and evolving effective ways of handing these changes.
Organizing the job responsibilities and classification of labour and relationship among the employees to perform better.
Staffing is process to arrange or obtaining the capable persons it includes recruitment, selection, placement and induction etc.
Directing to set a common goal among the resources set at one all different departments with the exact policies.
Controlling the aspects that confirm the plans to accomplish the goals and avoid any deviation.
2. Operative function:
Employment (Job Analysis, HR planning, recruitment, selection, placement and induction), Human resource development, compensation and employees relations. Employment involves procuring and employing individuals with knowledge, skills, experience and aptitude. It includes functions such a job analysis, human resource planning, recruitment, selection, placement and induction.
Job Analysis: To satisfy performance of employees, his / her ability should be matched the requirement of job. A mismatch will result in poor performance, absenteeism and other problem. Job analysis is the process by which the tasks which comprise the job. Human resource planning involves requirement assessment with taking into account transfer, retirement and attrition etc.Developing new plans to attract the resource from market.
Recruitment to a large extent depends on the effectiveness of its employees. Recruitment is the process of seeking and attracting prospective candidates against a vacancy in an organization. Selection the process of identifying and establishing the credentials for a job to ensure success is referred to as selection. It includes scanning the application forms and CVs, involving the line managers or respective departments. Placement After a selected candidate conveys his acceptance of the offer of employment made by an organization; his placement has to be based on the needs of organization.
Induction: about organization, procedure of job and responsibility, tasks to be performed. Human resource development: Performance appraisal, training, management level training and career development. Compensation: has to be adequate, equitable and fair to the employees. Compensation encompasses base salary, incentives,bonus and benefits and is based on job evaluation.
Its further includes: Job evaluation, wages, incentive, bonus and Fringe Benefits etc.
Employees Relations: It a vast concept, will discuss later.
HR policies and procedures
The HR policies of an organization should be based on ground realities and be employee-friendly. HR polices that are based on
individual decisions of some top management staff would lead to employee frustration and their subsequent alienation from the
If an organization believes that its employees are its most important assets then there is HR policies should be employees friendly to make them happy. If an organization is in growing stage then there policies should be in concern of training and development of employees. And where the employee treated as a factor of production then there is less HR work.
HR policies need to be updated to match the changing needs of the organization and the employees.
Roles of HR Executives in an organization
Service provider, Executive, Facilitator, Consultant and Auditor.