2011 KY PRIMARY CARE ASSOCIATION Recruitment and Retention Training Hilton Suites Lexington Green 245 Lexington Green Circle Lexington, KY 40503 March 31, 2011

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2011 KY PRIMARY CARE ASSOCIATION Recruitment
and Retention TrainingHilton Suites Lexington
Green 245 Lexington Green Circle Lexington, KY
40503March 31, 2011
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• 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

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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

• Less
• Employees
• Are
• Needed

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In reality Lean is

• Let
• Everyone
• Assist
• Now

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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
Economy
Company
Group
Self
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Key Values

• Mutual Trust
• Demonstrating the confidence that each will act
  in the best interest of the other and the company

• Respect
• Actively believing that oneself and ones
  associates are valuable, responsible, reliable

• Continuous Improvement
• Engaging in systematic problem solving
  processes aimed at eliminating waste and
  increasing efficiency

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THE TOYOTA WAY
Toyota Basic Business Practices
by concentrating knowledge of each every
employee
Teamwork
Respect
for People
for the benefit of all customers stakeholders
Respect
we strive to realize ambitious goals
Challenge
Continuous
Genchi
through steady, fact-driven progress
Improvement
Genbutsu
Kaizen
pursuing highest standards of excellence guided
by best possible course of action
Values
Practices
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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

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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 persons 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).

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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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Significance of Human Resource System
Even if the company has excellent systems and
invests much resources into it, the company will
not necessarily achieve great results unless the
people who manage the systems are highly
competent enough. Toyota Motor Corporation,
Japan
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How to Produce Quality People and Organizations!
Competencies

Capability of Members
Environment

Motivation
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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 ExampleManufacturing
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Workplace Competencies
Here is a list of common competencies found in
the workplace. (Handout)
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Job Analysis

• Exercise
• List 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.

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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)

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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

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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 dont hear what we are listening.
• Lets practice listening

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LISTENING

• Let us practice listening
• Select two people at to debate a subject
• Pick any subject you want but one must be for it
  and one again it decide who goes first
• First speaker has 1 minute to speak
• The other listens then repeats what they heard
  after the 1 minute is up
• Second speaker has 1 minute to speak
• The 1st speaker listens and repeats what they
  heard.
• All others listen to both then give feedback as
  to what they heard each say how well they
  listen.

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Employee Development Plan

• Review an employee development form as an
  example of employee development plan
• (Handout)

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Center for QualityPeople and Organizations
2089 Frankfort Pike P.O. Box 427 Georgetown, KY
40324 502-867-3995 Jean Jeffords, Office
Manager cqpo.org Gene W. Childress Senior
Consultant Email gene.w.childress_at_gmail.com Ell
en Bowman Senior Consultant Email
cqpo.ebowman_at_gmail.c?om