2011 ky primary care association recruitment and retention training hilton suites lexington green...
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2011 KY PRIMARY CARE ASSOCIATION
Recruitment and Retention TrainingHilton Suites Lexington Green
245 Lexington Green Circle Lexington, KY 40503
March 31, 2011
BUILDING OUR WORK FORCE USING COMPETENCES
Gene Childress, Senior Consultant, Center for Quality People & Organizations
Ellen Bowman, Senior Consultant, Center for Quality People & Organizations
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The Center for Quality People & Organizations
The Center is a non-profit joint effort between the Scott County School System and Toyota Motor Manufacturing Kentucky, Inc.
Vision – To build quality people and organizations through implementing continuous improvement in a team culture where servant leaders empower willing people and organizations to reach their full potential
Goals of this Session
To learn about:• Making our organization more effective and
efficient• The value of competencies in the workplace• How to determine competencies• Developing systems using competencies• Using competencies in employee evaluation• Reviewing coaching and counseling skills
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Lean Management
• The generic name for the Toyota Production System
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To many people LEAN is
LessEmployees Are Needed
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In reality Lean is
LetEveryone AssistNow
TheHuman System of Lean
Management
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Results of Implementing Human Systems
• High levels of customer satisfaction and loyalty• Increased employee satisfaction• Higher retention rates• Lower health-care costs• Increased creativity • Engaged workforce
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It Starts with Values
Values Beliefs Thoughts Actions Habits Character Destiny
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Alignment of Values
Society
EconomyCompany
Group
Self
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Key Values
•Mutual TrustMutual TrustDemonstrating the confidence that each will Demonstrating the confidence that each will act in the best interest of the other and the act in the best interest of the other and the
companycompany
•RespectRespect
Actively believing that oneself and one’s Actively believing that oneself and one’s associates are valuable, responsible, associates are valuable, responsible,
reliablereliable
•Continuous ImprovementContinuous Improvement
Engaging in systematic problem solving Engaging in systematic problem solving processes aimed at eliminating waste processes aimed at eliminating waste and increasing efficiencyand increasing efficiency
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THETHE TOYOTATOYOTA WAYWAY Toyota Basic Business Practices
ValuesValues Practices
for People
Challenge
by concentrating knowledge of each & every employee
for the benefit of all customers & stakeholders
we strive to realize ambitious goals
through steady, fact-driven progress
pursuing highest standards of excellence guided by best
possible course of action
GenchiGenbutsu
Kaizen
Respect
Teamwork
ImprovementContinuous
Respect
KYPCA Values
Take a moment and share with the person next to you and identify three
values that are important to your organization
We will then make a list for the group
Competency• A knowledge, skill, or ability, or a
particular combination of the three; this characteristic can also be extended to include a circumstance that can influence a person’s ability to work. e.g. (possession of a drivers license enabling a worker to drive a car, if required to do so by an employer).
How Can We Use Competencies
• When we know what knowledge, skills, and abilities are needed to do a job, we can:
–Hire more effective employees– Evaluate employees more efficiently–Develop employees to become more
productive
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Identifying Lean Core Competencies
Thinking and Operational Abilities Grasp the Situation Problem Solving Process Management Company Business Perspective Development Operational and Technical Skills
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Identifying Lean Core Competencies
Leadership & Teamwork Abilities
Coordinate and Communicate
Collaborate and Cooperate
Initiate and Influence
Build and Maintain Relationships
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Human System for Lean Management A Partnership Between an Organization and its Employees
MUTUAL TRUST
3-Process Management
4-Company Business
Perspective
5-Development
6-Operational & Technical
Skills
8-Collaborate &
Cooperate
9-Initiate &
Influence
7-Coordinate & Communicate
10-Build & Maintain
Relationships
1-Grasp the Situation
2-Problem Solving
ORGANIZATION
Organizational Prosperity is achieved through
Continuous Improvement Objectives
EMPLOYEES
Employee Satisfaction is experienced through the
Continuous Improvement Process
Lean Core Competences
EMPLOYEES CONTRIBUTE EFFORTS TO REALIZE COMPANY MEASURES
ORGANIZATION PROVIDES STABLE EMPLOYMENT & SUSTAINS OR IMPROVES WORKING CONDITIONS
Thinking & Operational Abilities 1-6
Leadership & Teamwork Abilities 7-10
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““Even if the company has excellent Even if the company has excellent systems and invests much resources into systems and invests much resources into it, the company will not necessarily it, the company will not necessarily achieve great results unless the people achieve great results unless the people who manage the systems are highly who manage the systems are highly competent enough.”competent enough.”
Toyota Motor Corporation, JapanToyota Motor Corporation, Japan
Significance of Human Resource System
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How to Produce Quality People and Organizations!
Capability of Members = Environment
+
Competencies
+
Motivation
Determining Competencies
How do you determine competencies?
Job Analysis
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Job Analysis
Definition
A document that describes specific position duties and responsibilities in the context of a team environment and the skills required to perform the work at acceptable levels.
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Job Analysis Example
Manufacturing
Workplace Competencies
Here is a list of common competencies found in the
workplace.
(Handout)
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ExerciseList the tasks that you perform in your
current job. Then identify the competencies needed to perform each
using the Job Analysis form.
Share with your partner.
Job Analysis
Developing an Evaluation Process
To develop an evaluation process, you need:–A strategic plan that asks for updated job
descriptions.–A job analysis that determines competencies– Job descriptions based on competencies–An evaluation process that is built on the
behaviors that demonstrate the competencies needed–An employee development plan
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Critical Output Analysis (COPA)
•A process for obtaining job competencies
(Handout)
COPA Example• Examine a COPA Form• Review a COPA Example• Review a Job Description• Review a Job Description using
COPA Data• How to Develop an Evaluation
Process
Employee Development
Communications are the key to Employee Relations
The key to good communications is the ability to listen. Many problems occur in
organizations because we don’t hear what we are listening.
Let’s practice listening
LISTENING Let us practice listening1. Select two people at to debate a subject2. Pick any subject you want but one must be for it and one
again it & decide who goes first3. First speaker has 1 minute to speak4. The other listens then repeats what they heard after the 1
minute is up5. Second speaker has 1 minute to speak6. The 1st speaker listens and repeats what they heard.7. All others listen to both then give feedback as to what
they heard each say & how well they listen.
Employee Development Plan
• Review an employee development form as an
example of employee development plan
(Handout)
Center for QualityPeople and Organizations
2089 Frankfort PikeP.O. Box 427
Georgetown, KY 40324502-867-3995
Jean Jeffords, Office Managercqpo.org
Gene W. ChildressSenior Consultant
Email: [email protected]
Ellen BowmanSenior Consultant
Email: [email protected] om