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Human Resources should be a profit center too!   Quick Quote

Revised: January 2005

The purpose of this training product is to provide very fast, and very effective, organizational improvement methods that engage employees to contribute to the continual improvement of the organizations objectives.  HR has a unique opportunity to make substantial contributions to cost reduction using the human resources whose attendance is already paid for.  The selected methods work individually and more effectively when combined.

As these methods improve key indicators used in your organization, please take a snap shot of where you are now so your case for Return On Investment (ROI) can be made 90 days from launch.  How-to tips and documents are provided as internal consultant materials (explanation documents, sample procedures, logs, slide shows, launch methods, Internet links, and forms, linked for easy browser use).

Why?  There's no better reason to increase professional skills than to contribute to the bottom line!  How about getting voluntary extra effort from employees?

Decades of meeting and marketing to organizations have uncovered some truths that probably apply to your organization:

1. Every year, the top, or one of the top 3 goals, is to reduce costs.  True in your organization?

2. In the organizational cost pie, the largest slice is human resources.  Are they contributing positively or negatively?

3. There are hundreds or thousands of daily decisions made by organizational employees.  Are decisions being made in the best interests of the organization?

4. Management cannot directly supervise all employees all the time.  Duh?

5. Unexpected events occur frequently that contribute to problems and the additional costs of repairing things gone wrong.  What is the annual cost of crisis management in your organization annually?  What's the value if 75% of it went away in 90 days?

6. If you had the data, it would show the same kinds of things going wrong year after year.  Does your organization actually know what's going wrong and how much of it?

7. The organizations human resources can be behaviorally modified to be tools for organizational performance improvement.  Thus LeanISO's Organizational Behavior Modification has been packaged for your use.

Some of the methodology comes directly from the newly revised International Quality Management Systems (ISO-9001:2000) requirements for certified organizations.  This Standard has evolved for over 50 years and represents the best practices for continual improvement in establishing organizational quality assurance behaviors.  Some of the templates, forms, and procedures offered come from LeanISOs patent pending, effective, responses to the Standards requirements.

There is a logical order to launch the methods.  Methods are explained.  Resource materials are included.  It's kind of like having the resources of a consultant/trainer but you do the work and take the credit.  If you live in a limited resource environment (not enough staff?) you can engage LeanISO for a little support.

Control of Nonconforming Incidents - learn how to gather and instantly analyze data to attack known problems.  Authorize and hold employees responsible to document incidents for preventive action

Positive Recognition - learn mature tips to launch a strategy to recognize good work or nearly good work because recognition begets more good work

Opinion Surveys - learn how to launch mature, low administrative cost, surveys to employees who know what's going on and would love to have a path for sharing

The Skills Management Process - learn how to incent employees and supervisors to use quality assurance behavior methods to transform performance appraisals into organizational improvement tools

Contract and Purchase Order Management  - learn how to predict and control the behavior of employees, not in your organization, who can interfere with your organization's objectives

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