HR Process Improvement Plans

30 60 90 Day Plans can be a very useful and simple method to drive specific process improvement projects or initiatives I generally use them to plan out specific projects and goals within an overall Continuous Improvement (CI) approach. 💠 I start with identifying a specific issue, and then breaking down the plan into three phases- 30 days, 60 days and 90 days. That's all kept very high-level, as in the visual below. 💠 The first 30 days are usually focused on learning and planning, the next 30 days are focused on implementation and monitoring and the final 30 days are focused on evaluation and optimization. The whole approach is kept in line with Lean Six Sigma thinking: PDSA- Plan Do Study Act and DMAIC- Define, Measure, Analyze, Improve, Control. 💠 Beyond the high-level plan, it's important to get into the nitty gritty details of improvement. This involves setting specific milestones for the end of each of the 30 day periods and agreeing roles and responsibilities with each team member. 💠 It is REALLY important to have systems and processes that support scheduled check-ins. If you are using cycle planning, the team must agree how they will communicate and collaborate. It may be a mixture of daily huddles, weekly team meetings, 1:1's or something else. 💠 It helps to use simple project management tools (e.g. Trello, Asana, or Microsoft Project) to visualize progress and manage tasks. Just make sure that support is high if people are unfamiliar with the technology as technology could be barrier otherwise! 💠 I like to keep it simple and at the end of each 30-day period, review the progress made towards the milestones. Discuss what worked well and what didn’t, and use these insights to improve the next phase. 💠 Remember to recognize all efforts and celebrate the achievements at each milestone. 💠 And when it comes to evaluation, conduct a thorough review of the entire initiative at the end of 90 days. Assess the outcomes against the original objectives. Gather feedback from the team on the process and outcomes to inform future projects. 💠 Really importantly, build in a continuous improvement approach to your process management. Establish a routine of regular feedback, monitoring, and adaptation to continually improve the process. Have you any experience with cycle planning? Have you any tips for people? Leave your thoughts in the comments 🙏 #changemanagement #strategicplanning #goals #continuousimprovement #cycleplanning #projectmanagement

The 3-Year Masterplan ➡️ Roadmap & Process Optimization. 💫 Part 2: The 36-Month Marathon: A Roadmap for Global HR Excellence. This is a continuation of my 3-part post series, in the spirit of raising awareness about Digital HR Transformation roadmaps that encompass everything from strategy to execution. Part 1 is here: https://lnkd.in/gqktgDh2 Execution is where strategy goes to die, unless you have a roadmap that breathes (and long exhale). For a 3k plus headcount multi-industry org, you probably can’t do a "Big Bang" rollout. You’ll break the culture and the "core". Unless you are breaking it down into "pilot projects" and "roll-outs". Here is the 3-year blueprint highlights that I collated from my experience across the industry and consulting sides: ✅️ Year 1: The Foundation (The "Clean Up") ✔️ Q1-Q2: Process Mining. Map every "Hire-to-Retire/Re-hire" process. If a process is broken on paper, digitizing it just makes it fail faster. ✔️ Q3-Q4: Global Data Governance & Core HCM Pilot. Harmonize job architectures across BUs. ✅️ Year 2: Integration & Scaling (The "Value Add") ✔️ Q1-Q2: Roll out Talent Management & Learning modules. Connect the dots (and gaps) between Manufacturing skills and Consumer Goods leadership needs. ✔️ Q3-Q4: Advanced Analytics. Move from "How many people left?" to "Who is going to leave?" Predictive modeling becomes your best friend. ✅️ Year 3: Optimization & AI-Driven EX (The "Innovation") ✔️ Q1-Q2: Hyper-personalization. The HR portal for a factory worker in Vietnam should look different than for a Brand Manager in New York. ✔️ Q3-Q4: Continuous Listening & Ecosystem Integration. Linking HR data to business P&L. ✨️ Process Optimization Tip from an Industrial Engineer (me 😏): Stop designing for HR. Start designing for the Employee. If a manager needs 15 clicks to approve a leave request, you’ve failed. We aim for the "Two-Click Rule." In the last post of this series, I’ll wrap up with the most critical piece of the puzzle: The #ChangeManagement strategy. Because without buy-in, you’re just building a ghost town on a used paper. #HRStrategy #DigitalHR #ProcessOptimization #WorkforceAnalytics #GlobalLeadership 📷 generated by Nano🍌

Feeling buried in HR chaos and unsure where to start? Here’s how I rebuild HR in growing companies. 1. Audit the Danger Zones I start with three things: → I-9s → Employee files → Labor law posters Why? Because if those are wrong, you’re legally exposed today. You’d be shocked how many businesses don't think it's necessary to complete an i9. 🙈 2. Fix the "Front Door" Your hiring process is either saving you or sinking you. We look at: 1. Whether you are attracting the right candidates 2. How you’re interviewing 3. What your job ads actually say 4. Whether assessments can save you from another “warm body” disaster hire. 3. Set the Foundation If your employee handbook was last updated during the Obama administration, it’s time. Policies should be clear, legally sound and match how you actually operate. 4. Teach Your Managers to Manage Most small businesses promote high performers and call it a day. But new managers need to know: How to give feedback; When to document behavior; What not to say in tough conversations 5. Build Your People Ops Engine Once you’re stable, then we get strategic. - Automate with systems like BambooHR - Analyze metrics that are important to your business - Build out your leadership pipeline/succession plan - Create a culture people want to stay in TLDR: Don’t try to do it all at once. Fix what’s bleeding and build the basics. THEN scale your systems and culture. Stop playing HR whack-a-mole and build something that actually works. and if you need some help i know a gal 😉