Kaizen Case Study Essay

Case1:

a. Everyone in the organization should be involved in the training process at the end of the case it says a management process that involves all the employees explain this. Kaizen means a “good change“, standardizing the operations, evaluating it and innovating a better option or solution and continue the process. The training process would be different for different groups depending on their roles and responsibilities. When it comes to the training design we have to consider the different levels of operations and their roles and responsibilities. We have to differentiate the trainees depending on their experience, abilities and trainee population. The first line managers and all the employees in the same department should go through

c. The organization constraints include the budget for organizational priorities, training, trainee population and time.

• Organizational priorities: To use whether the internal resources or hire outside consultants for training depending on the number of trainings we use and the type of trainings. For the budget constraints we use in-house training.

• Budget: Domtar has issues with its financial status so budget becomes the major constraint for allocating it for training so it should be more effective. They have to be certain limit of trainings.

• Time available: As we discuss some trainings has to be provided to all employees including the line supervisors and line workers they have to be divided into groups so that they don’t halt the continuous production for everyone.

Case2:

a) Training is needed for employees in most of the regions and in different positions. This organization should clearly focus on Cost-Reduction training systems as this organization is losing money since 1987. They should design its training system which provides training to employees at all the levels in whatever cost-reduction system it follows. As most of the MHC’s divisions are in rural areas and the employees in that areas are not updated with the

They need to bring together all the middle to upper level managers who have knowledge on cost cutting and technology implementation and are distributed through several regions over the country and train them to improve their skills. The organization needs its upper level managers to be trained on interaction skills, they need to improve skills how to interact with other hospitals to impact the market strategies. Presidents of the hospitals need to be trained on KSA and implementing the new strategies. Presidents and managers at every level need to be trained in the implementation of the HRPS.

This training in MHC will initiate important change in focusing on managing several employees at this organization. A need analysis should conduct, as they do not know which employee possesses which skills.

The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.

I suggest the MHC to start its training program by training its presidents and upper levels mangers on cost savings