Page 180 - How To Implement Lean Manufacturing

158 Cha pte r Ni ne

• Means are addressed.
• Ownership is clear.
• Measurement is clear.
• Priorities are clear.

Frequently, beneficial techniques have a downside as well. The downside of “Catch-
ball” is that it is viewed as being time consuming. In a typical five-layer operation, it
often takes two months to go through the creation of the one-year plan.

H-K Planning Success Rate
However, all my experiences with H-K planning have been positive and this early up-
front time investment has proven to be an outstanding investment, without exception.
In the end, I have found that the accomplishment of goals created using H-K planning
has been far more successful than conventional goal setting. Once managers start using
H-K planning, I find they continue with it, because it is an effective management tool
that allows the facility to perform at a much higher level.

Additional Information on H-K Planning
A great deal of good literature exits on Hoshin-Kanri planning. I recommend the book by
Bob King, Hoshin Planning The Developmental Approach (Goal/QPC, 1989), and imple-
menting A Lean Management System (Productivity Press, 1996) (yes, the “i” in implement-
ing is lowercase) by Thomas Jackson (which, by the way, is about H-K planning not
Lean management), or Hoshin Kanri: Policy Deployment for Successful TQM (Productivity
Press, 1991) by Yoji Akao.

Goal Development
At the heart of policy deployment is the development of goals that have:
• Purposes
• Characteristics
• Foundational concepts
• Deployment characteristics
• Owners

The Purposes of Goals
The purposes of goals are multiple. The primary pur-
“Tell me how a man is
pose is to guide behavior. Let me say that again, the
measured and I will tell you primary purpose is to guide behavior. Goal develop-
” ment and deployment also provides a reason and
how he will behave.
Unknown
means for rewarding the correct behaviors. The two
guiding rules we use in directing human behavior
“Any action you want are given in the quotes here.
” The secondary purposes of goals are psychological/
repeated, reward.
Wilson sociological in nature. One purpose is to convey
where the company is at this moment and convey
what it must accomplish. By conveying where the company must go in terms of per-
formance, the goals create a future state. This future state is the biblical equivalent of