A Case Study in Lean Onboarding

2014 Talent Management Conference
Workplace Application: You will learn how to implement the four pillars of Lean knowledge transfer, namely learner focus, speed, simplicity and mistake-free performance.

Learn how a car company's design center used Lean knowledge transfer to improve the efficiency and effectiveness of its new engineer onboarding program. This case study will present how the company used the principles of learner focus, speed, simplicity and mistake-free performance and, as a result, save over $400K in annual program costs and delivered more competent engineers to projects weeks earlier. Hudson will show you how to identify and eliminate training waste using Lean criteria, create and select the fastest and simplest knowledge transfer methods, work with third-party training vendors and how to quantify the impact and ROI of an improved knowledge transfer approach for onboarding new hires.

Date(s) & Time(s): 
Tuesday, April 29, 2014 - 3:15pm to 4:30pm

Todd Hudson


With more than 20 years of industrial engineering and plant management experience at European, Chinese and US-owned companies in a variety of industries, he’s seen just about everything the business world can throw at you. From frenetic growth and high volume, to cutting out fat, cutting into muscle and cutting your own throat.

Todd is a long-time lean operations practitioner and six sigma black belt. He’s started up a billion-dollar semiconductor fab, improved factory performance so it just hums along, integrated operations after mergers and acquisitions and outsourced production overseas laying off hundreds of employees and closing plants.

In 2000, Todd started the Maverick Institute to pioneer the application of lean production principles to training and development. Throughout his career, Todd’s seen that effective knowledge transfer and sharing of expertise are critical elements to success. Today, the blistering pace of change, the globalization of business and the explosion of learning technologies requires organizations adopt a new learning framework.

Jackson EF
Amount of Credit: 
Credit Type: 
HR Credit
Session Type: 
Concurrent Session
Business Acumen
HR Expertise
Intended Audience: 
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