HR recruitment optimization strategy for large food factories with the use of lean manufacturing methods

Karina Barmuta,Olga Grishchenko

doi:10.1051/e3sconf/202017508003

Karina Barmuta, Olga Grishchenko

Open Access

https://doi.org/10.1051/e3sconf/202017508003

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Journal: E3S Web of Conferences	Publication Date: Jan 1, 2020
Citations: 16	License type: CC BY 4.0

Affiliation: Taganrog State Pedagogical Institute

Abstract

The issues related to the study of Human Resource processes optimization strategy with the use of the Lean Manufacturing system are highlighted in the paper. The HR specialist role in the recruitment system is reviewed. It is necessary to improve the current process, affecting each of its stages, to increase the efficiency of personnel selection and expand the influence on final result achievement in the food industry enterprises. The concept of HR as a business partnership (HRBP) is developed, which makes it possible to independently flag the need for personnel in accordance with company’s business plan and in some cases also to force changes needed to increase the effect of recruitment process for the company. Modified personnel selection system is introduced and the algorithm for its implementation based on Lean principles with the specified optimization effect in reducing personnel turnover rate and losses is developed. The value map, competency matrix and the list of actions needed to optimize recruitment are worked out.

Highlights

This composite model has become the basis of the HR business partnership concept (“HR as a business partnership (HRBP)” – Human Resource Business Partner”) that is popular and widely applied in the world
To implement the modified recruitment system we suggest applying the developed methodology based on Lean principles [7,8,9,10,11,12]
According to the data represented in the table, it is fair to say that the indicators are changing for the better, which makes it possible to consider the right direction of recruitment system improvement

Summary

Introduction

Pointing at the inevitability and necessity of constant transformation, the foreign researchers suggested a composite model of human resource management, which includes such roles of the HR department as “strategic partner”, “staff leader”, “change agent” and “expert in the field of administration” [1,2]. This composite model has become the basis of the HR business partnership concept (“HRBP” – Human Resource Business Partner”) that is popular and widely applied in the world. The modified model of the system can be presented as follows (Figure 1)

Methods

Results

Discussion

Conclusion