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Social networks have become one of the most effective communication channels between companies and the public. In addition, it has also become a valuable source of information, since thanks to social networks it is possible to know what the public thinks of the brand or its products or services. It is precisely here that we must practice the social listening.

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The word lean has been in fashion for some time in our organizations and we usually associate it with terms of productivity of products, services and processes. Little has been oriented Lean Management in Human Resources. Today I explain how to apply this lean thinking to HR and why you should do it as soon as possible. Let’s start!

It may interest you: Master in Human Resources

Lean thinking and HR, can they come together?

Within the processes, Lean has focused a lot on the more operational than transactional part of the business world, applying methodologies and tools that seemed to distance themselves from other types of and/or departments in organizations, such as HR management.

The Lean turned to maximize value with the least resource consumption; and these two variables can be applied to the field of HR, precisely to those resources that are most scarce and that can contribute the most value to the success of organizations: people

When we speak and manage people, the great difference between some professionals and others is the activityto skills, competencies, knowledge or experience.

Lean Applications in Human Resources

#1. learn to unlearn

The efficient management It also tries to detect what does add value to the organization, as well as its attitude and ability to learn, even learning to learn. The most valued competition in 2025 will be adaptability to the environment and a passion for learning in a changing technological environment in the world of work prior to the 4th industrial revolution.

Just as we can detect the areas that need reinforcement, we can alsoect those employees who stand out for their great performance performing their tasks and enhancing their talent.

To achieve its application, it is necessary to implement it in certain principles and practices related to human resources.

#two. multi-skilled workers

Lean management can be applied in human resources, obtaining multi-skilled workers. Each worker must respond quickly to the production cycle variationand they will achieve this if they have been trained by the organization, as trained and competent workers to carry out any type of work and in any process.

To achieve this versatility, a task rotation systemaccording to which each worker performs different tasks on a rotating basis in a certain work area.

#3. knowledge management

You can also apply the Lean management in human resources focused on knowledge management.

In order to capitalize and take advantage of the knowledge and skills of their employees, companies must use a suggestion system, where the objective is wait for ideas or airports about best of all employees. This will allow improvement in process management, ensuring product quality and reducing costs.

This knowledge must be best kept treasure of the companies in a “living” and continuously evolving database, to share internally, to new employees of the best practices of the organization in the different processes.

#4. high performance teams

Greater application of Lean management in human resources and the training of work groups and teams high performance or lean for problem solving.

These can train a small number of workers who study processes, evaluate quality control procedures and techniques, in a systematic and continuous way, to find solutions to problems that arise in their area.

#5. Empowerment – ​​Empowerment

Workers must have influence and real participation.

Empowerment leads to moving decision-making to lower levels of the organizational chart, which gives rise to a certified talent managementsince the employee feels that he is listened to and is taken into account in the decision-making of the company.

The alignment of employee and company values ​​throughout working life is vital. We must reward and hire for values ​​and attitude, not for CV.

The resume it is overvalued and the new HR 4.0 processes no longer take it into account as a differentiating element.

#6. Company with Happy Employees

Happy employees =

• Higher productivity (leaner)
• more creativity
• more engagement
• Healthier company (sustainability of success)

For the application of Lean Management in human resources, it is necessary in organizations called a type of leader neuroleaderwhose obsession is the generation of new ideas, constant innovation and critical thinking.

Within lean thinking, in HR 4.0, the application of applied anthropology in organizationsputting people at the center of decisions, and working with ethnography, observations and so-called qualitative data, or thick data, As a complement to Big Data, which does not give us all the information and more so when it comes to people.

In this field there have been great successes such as Netflix or Samsung, and great failure such as KODAK or NOKIA, where anthropologists in this field have contributed to the success of these cases, or in the absence of anthropologists to the failure of other business ventures, precisely due to the lack of qualitative data or thick data.

Lean applied immediately

Another of the challenges, and with a clear alignment to lean thinking, is to value the dismissal of extraordinary professionals 45-55 years old.

Is it possible to find any value in being fired? Can that frustrating circumstance be an asset to get a new job? There are those who think that this bad experience is an opportunity and an effective start to attract recruiters. Like Steve Jobs at Apple.

Wait and hold in account to those who go through a failure situation is revealed as a strategy to capture new value in organizations. Thus, there are those who think that recruiters, in the era of Recruitment 4.0, should dedicate a little more time to potential candidates who are good professionals and have been fired, trying to hear who they are as people.

The important thing is not that they fire him, but what he does after that is ahead. One can study a master’s degree, learn a language, draw conclusions from a traumatic situation. It is about occupying our time and increasing our value. And this is a positive point for a recruiter.

If 47% of the jobs that are successful today are going to disappear, maybe you shouldn’t wait until you’re fired to refocus your career. In reality, a layoff can be a fresh start, and experts recommend having a plan B designed in advance to try to reinvent and boost their professional life.