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	<title>Toppazzini &#38; Lee Consulting</title>
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		<title>How Lean Sigma Consulting Can Drastically Improve Your Results</title>
		<link>http://www.tleecorp.com/2012/05/how-lean-sigma-consulting-can-drastically-improve-your-results/</link>
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		<pubDate>Fri, 04 May 2012 14:09:14 +0000</pubDate>
		<dc:creator>Kyle Toppazzini</dc:creator>
				<category><![CDATA[Lean Six Sigma]]></category>

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		<description><![CDATA[Six Sigma, a popular business management strategy, was designed and developed by Motorola, USA. The core principle of Six Sigma focuses keenly on improving the quality of process outputs by adopting multiple causes and defects in them. And, continuous improvement teams is one of the core concepts of Six Sigma, which allows organizations to continually enhance the performance of the teams. The Continuous Improvement Teams follow the Define, Measure, Analyze, Improve and Control (DMAIC) discipline which basically does the following: Define – defining the objective of the implementation of Continuous Improvement Processes. Measure – measuring the project capability with the &#8230; <a class="read" href="http://www.tleecorp.com/2012/05/how-lean-sigma-consulting-can-drastically-improve-your-results/">Read more <span class="meta-nav">&#8594;</span></a>]]></description>
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		<title>Using Lean Six Sigma to get frontline employees focused on strategy</title>
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		<pubDate>Fri, 04 May 2012 02:34:47 +0000</pubDate>
		<dc:creator>Kyle Toppazzini</dc:creator>
				<category><![CDATA[CEO - Blog]]></category>

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		<description><![CDATA[As a CEO, I understand one of the toughest challenges is getting all employees, particularly frontline staff, to be focused on strategy; can lean six sigma provide the answer. The importance of having all employees engaged in strategy execution is further emphasized in a Harvard Business Review Blog at http://blogs.hbr.org/hmu/2010/06/making-your-strategy-work-on-t.html . There are a lot of theories about providing incentives via compensation, career opportunities, development, etc. However, I believe showing how employees contribute to the success of the organization is an effective (but rarely utilized) method. This method can relate to a relatively simple Lean concept developed by Toyota for &#8230; <a class="read" href="http://www.tleecorp.com/2012/05/643/">Read more <span class="meta-nav">&#8594;</span></a>]]></description>
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		<title>Human Resource Management Executive as a Strategic Partner</title>
		<link>http://www.tleecorp.com/2012/01/human-resource-management-executive-as-a-strategic-partner/</link>
		<comments>http://www.tleecorp.com/2012/01/human-resource-management-executive-as-a-strategic-partner/#comments</comments>
		<pubDate>Wed, 11 Jan 2012 17:35:29 +0000</pubDate>
		<dc:creator>Kyle Toppazzini</dc:creator>
				<category><![CDATA[CEO - Blog]]></category>
		<category><![CDATA[Human Resources]]></category>

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		<description><![CDATA[In the past, the main responsibility of human resource management (HRM) executives is to hire and fire employees. Over the years, the objectives, strategies, activities, and work environments of companies have changed significantly, and this has resulted in an expansion of the role and responsibilities of HRM executives. HRM executives can now assume the role of strategic partners to companies, and their responsibilities are no longer limited to providing transactional service. While human resource was considered a capital expense in the past, it is now seen as a form of capital investment. If you want to become a valuable strategic &#8230; <a class="read" href="http://www.tleecorp.com/2012/01/human-resource-management-executive-as-a-strategic-partner/">Read more <span class="meta-nav">&#8594;</span></a>]]></description>
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