Professional Documents
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dx.doi.org/10.1108/00251740610650210
Tomas Bonavia, Juan A. Marin-Garcia, (2011),"Integrating human resource management into lean production and
their impact on organizational performance", International Journal of Manpower, Vol. 32 Iss 8 pp. 923-938 http://
dx.doi.org/10.1108/01437721111181679
Peter Hines, Matthias Holweg, Nick Rich, (2004),"Learning to evolve: A review of contemporary lean thinking",
International Journal of Operations & Production Management, Vol. 24 Iss 10 pp. 994-1011 http://
dx.doi.org/10.1108/01443570410558049
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Introduction execution by the organization”. Some, important, not only because they have
The advent of fundamental changes in however, proposed a different long-term implications for the
processing systems towards lean definition, arguing that strategy “is a deployment of the resources of the firm
manufacturing has coincided with a game that managers play every (in terms of people, money and time),
period of transition within the field of day”[6], with the dynamic environment but also for an organizational
people management. Many companies incorporating complex feedback behavioural perspective. They are both
processes. This notion of day-to-day
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20 Work Study Vol. 44 No. 3, 1995, pp. 20-24, © MCB University Press, 0043-8022
deals with ambiguity, the result of waste in all forms through the facturing technology (AMT) has made
which can often be a relatively weak maximization of “added value the need for “skilled, committed
position in the decision-making activities”. The system fundamentally employees more important than ever”.
structure of organizations. This weak alters the whole nature of processes by They highlighted the increased
position may provide an insight as to stripping it of all safety nets; hence the “interdependencies between functions;
why theorists put HR in different name “lean”. It is a holistic process skills requirements; speed, scope and
places in their strategic models. In comprising a number of interdependent cost of errors; sensitivity of
practical instances first- and second- elements, such as JIT, zero buffer performance to variation in skills,
order strategies are often determined stocks, maximum delegation to direct knowledge and attitudes; pace and
without any regard for their impact on workers, small lot production, dynamics of change and development
the downstream conduct for HR continuous improvement, quick set-up capital investment per employee and
management, leaving HR teams in the times, standardized work, total dependence on a smaller number of
unenviable position of trying to preventive maintenance, visual control skilled people” which AMT can
reconcile this disparity (see Figure 1). systems and team working. The produce. They argued that four key
It is a potentially vicious circle in premiss behind these lean systems is to responses are necessary for these
which HR practitioners may not be stretch every system to allow any changes to be successful; first, in terms
seen as effective as they could be with problems to be quickly identified, of a highly skilled, flexible, co-
more involvement. instead of being hidden under a series ordinated committed workforce;
second, a lean, flat, flexible and
The actual outcome of downstream of contingency plans. This in turn
innovative management; third, the
HR management is influenced by an creates a new balance between the
ability to retain experienced people;
enormous variety of forces interacting actual production process, or added
and finally, a strong relationship
in a dynamic and complex way, value operation and the support
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WS May/June, 1995 21
understood and stretching goals for from reactive breakdown situations requires the development of new
which they are accountable”. In this towards a proactive, preventive style of selection strategies to identify those
definition the change in focus is as working. This process can have major capable of the team leader’s role. This
much on those being managed as ramifications on the traditional new role is often accompanied by the
among those managing. “pecking order” which exists between need to introduce man-management
The transformation of the leader’s departments. Unless the departments skills at a far lower level in the
role is central to the initiation and recognize and understand the cultural organization than before.
sustained development of lean changes affecting them, on both an The roles of team members also shift
manufacturing. Without this main- intra- and an inter-departmental basis, with the introduction of more flexible
tained change, there is a danger of overt and covert resistance will job descriptions. Individuals no longer
reversion to mass production[11]. The undermine lean processes. have their own jobs, but have a
resultant effect is a shift in The whole process becomes a more collection of team responsibilities. To
management philosophy towards a people-centred one, with employees assist in this process each separate task
more empowering style[10,12]. becoming more involved and flexible. which is carried out is now required to
Through empowerment the change of In its simplest terms lean production be performed in a standardized form,
role definitions produces a blurring of has to be a people-driven process, i.e. being done in exactly the same way,
the traditional distinction between because only the employees can taking the same time and involving the
white- and blue-collar workers. identify ways of improving the existing same movements. In other words in the
process or product. “one best way”. The team is
This change in role has implications responsible for developing its own
for organizational structure, creating “standard operation sheet”, or SOS
flatter structures focused on process, chart, for every operation it performs,
“Companiesnn
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22 Work Study
Training empowered. The process requires a the whole area of employment
The process of lean manufacturing delicate balance between em- contracts and are proposing the
often requires a re-framing by both HR powerment and control, which is notion of individual “psychological
departments and individuals of the achievable only in an atmosphere of contracts”. This would have an impact
paradigm of what actually constitutes trust. This requires employees to feel on collective contracts, with companies
training. Some firms have solved both that they have a valuable instead looking to increase flexibility
this problem by removing their contribution to make and that through having individually negotiated
management development entirely and suggestions would not result in their contracts.
replacing it with individual, continuous redundancy. This dilemma is only
development, competence-based resolved by managers making and Head office implications
programmes. These are generated by maintaining guarantees that no one will Many large companies which are now
identifying what actual skills and lose their jobs through Kaizen. embracing lean manufacturing used
capabilities individuals need as they their head offices for collective pay
climb the organization. The role Industrial relations and pay negotiations. The introduction of
requiring most development is that of In reviewing lean production it is clear discretionary pay and the potential of
team leader, pushing competence in that it creates new demands from an psychological contracts draws into
man-management much lower down industrial relations perspective. The question their traditional role. Lean
the organization than previously. This culture of innovation and creative manufacturing also emphasizes the
delayering and the empowerment tension, focusing on the development need to add value to the final product.
occurring further down the of new, less wasteful means of Hill and Pickering[18], in their study of
organization may have serious long- production, can only be achieved decentralization, surveyed corporate
term implications for career through the commitment of employees offices regarding their roles. They
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development, as opportunities in all to solve their own problems and found that strong divisional offices
levels of management are necessarily generate new ways of doing their jobs appeared to slow down decision
reduced. in a secure environment. The creative making, produce intra-organizational
The training needs of team members solution for managers is to create conflict, and increase complexity and
broaden as a result of lean production trusting and open communication with rigidity. All these are contrary to the
to include different processes and trade unions. aims of lean production. Hill and
techniques, e.g. generation of SOS Pickering[18] concluded that it was
charts, instead of being concerned decentralization, not divisionalization
purely with how to carry out a single that was the key. They identified that
operation. Specific courses are aimed stronger head offices were actually
at the team members, providing them
with the skills of continuous
improvement or Kaizen, allowing them
“Leannn correlated with less profit! Head
offices may have a role to play in
ensuring the standardization of HR
to be able to alter their workplace and
solve their own problems. This again
manufacturing practices on multiple sites and in
assisting with legal situations.
takes the onus away from previous
management or engineering roles, emphasizes the need
changing the dynamics and implied Words of warning
hierarchy of the organization. Not every cultural change is
to add value successful; the change in culture to
Problem solving and innovation lean manufacturing is a profound one.
Lean manufacturing is generally
accompanied by a shift towards the
to the final A major reason for failure of new
cultures may be the “powerful
exposure and solving of problems, both organizational defence routines” which
at the incremental improvements level
for existing systems and processes, and
to generate new methods and systems.
product
” change may trigger. These routines
involve employees playing public
games committing to the change, while
This transition calls for a new approach their actions undermine the new
in problem solving, putting the burden culture. Ultimately, as a result of this,
on teams and requiring the careful Mahoney[15], in his review, suggests a those responsible for developing
management of controversy and new style of pay system reflecting the organizational change programmes
conflict in a way which does not affect demands of lean manufacturing. He may come to use the very control
ideas generation. Research into how to proposes that pay be made up of three models they are trying to dislodge.
improve both the outcomes and the elements; base, mastery and bonuses. Empowerment needs to become a way
process of ideas management in teams Members of a team would receive the of life and not an act the subordinates
is currently limited. same job-based pay, with extra pay perceive as thinly disguising the real
A positive impact of the creative available to those with mastery of managerial style operating in the firm.
problem-solving process often creates specific skills which the teams needs, Lean manufacturing offers
a rising spiral of improved motivation i.e. all prescriptive tasks, and bonuses companies an opportunity to realign
and job satisfaction, which increases would be available on the basis of their HR practices and policies to
further employee commitment. At the specific performance goals, i.e. enhance and sustain the lean processes.
extremes of this process lies potential discretionary tasks. This idea is further This process, however, needs to be
anarchy or total alienation of team expanded by Herriot[16,17] and others more than a name change. HR and
members who would no longer feel who have recently begun to examine business managers must understand the
WS May/June, 1995 23
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