One-Day Masterclass on Policy Deployment for Leadership Teams in the Automobile Sector - (HOSHIN KANRI)

🚗 POLICY DEPLOYMENT (HOSHIN KANRI)

One-Day Experiential HR Training Program

A Powerful, Activity-Based, Industry-Specific Learning Experience
Audience: Leadership Team, HRBPs, L&D, Talent Management Teams
Industry Context: Automobile – Manufacturing + EV Transition

Activity Time:

🧠 MODULE 1: FOUNDATIONS OF POLICY DEPLOYMENT

Key Concepts

• What is Policy Deployment (Hoshin Kanri approach)
• HR’s role in business alignment
• Difference: Policy vs SOP vs Practice

🚗 Automobile Example

A company introduces a “Zero Defect Workforce Policy”

• HR must align hiring, training, performance metrics

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🎬 Movie Clip

Learning: Alignment + consistent policy execution drives performance

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📝 Activity: Policy Confusion Exercise

Participants classify:

• “Attendance Policy”
• “Work Instruction”
• “Safety SOP”

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🧠 MODULE 2: LINKING HR POLICY TO BUSINESS STRATEGY

🎯 Case Study: “AutoMax India Pvt Ltd”

Problem:

• High attrition in assembly line
• Quality defects increasing
• Low engagement

Business Goal:

• Improve productivity by 20%
• Reduce defects by 15%

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🧩 Activity: Policy Mapping Worksheet

Business Goal	HR Policy Needed	Metric
Reduce defects	Skill Certification Policy	% certified workers
Reduce attrition	Shift Flexibility Policy	Attrition rate

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🎬 Movie Clip

Learning: HR policies must be data-backed, not intuition-driven

Click on the image or the link to request access to the books and research papers to get a complete insight on Hoshin Kanri

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🧠 MODULE 3: DESIGNING HR POLICIES

🏗️ Framework

1. Objective
2. Scope
3. Roles & Responsibilities
4. Process
5. Metrics
6. Review Mechanism

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📝 Workshop: Build a Policy

Group Task:
Create a “Shopfloor Attendance Discipline Policy”

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Sample Output

• Biometric tracking
• Grace time: 10 mins
• Escalation matrix
• Incentives for 100% attendance

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🎬 Movie Clip

Learning: Standardization ensures scalability

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🧠 MODULE 4: DEPLOYMENT ACROSS LEVELS

🏢 Corporate HR

• Designs policy
• Defines metrics

🏭 Plant HR

• Local customization
• Training rollout

👷 Shopfloor Supervisor

• Daily enforcement

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🎭 ROLE PLAY ACTIVITY

Scenario:

New “Safety Compliance Policy”

Role	Responsibility
HR Head	Communicate policy
Plant Manager	Ensure adoption
Supervisor	Monitor PPE usage
Worker	Follow compliance

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🎬 Movie Clip

Learning: Policy success depends on leadership behavior

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🧠 MODULE 5: METRICS & MONITORING

📊 Key HR Metrics (Manufacturing)

Area	Metric
Productivity	Output per employee
Quality	Defect rate
Attendance	Absenteeism %
Safety	Incident rate

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🧮 Activity: Dashboard Design

Participants create:

• Weekly HR dashboard
• Traffic light system (Red/Amber/Green)

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🚗 Real Example

Assembly line slowdown traced to:

• Policy gap: No fatigue management
• Fix: Introduced break policy → productivity improved

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🎬 Movie Clip

Learning: Metrics reveal hidden problems

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🧠 MODULE 6: IMPLEMENTATION CHALLENGES

⚠️ Common Issues

• Policy resistance (workers)
• Poor communication
• Lack of ownership
• No tracking

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🧩 Case Study: Failed Policy

“Overtime Restriction Policy”

• Workers resisted due to wage loss
• No consultation → failure

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📝 Activity: Fix the Policy

Participants redesign with:

• Incentives
• Stakeholder consultation

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🎬 Movie Clip

Learning: Policies must consider human behavior

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🧠 MODULE 7: CAPSTONE – BUILD YOUR POLICY DEPLOYMENT PLAN

🧩 Final Group Activity

Each group builds:

1. Policy

• Example: “Skill Upgrade Policy”

2. Deployment Plan

• Communication strategy
• Training rollout

3. Metrics

• Certification %
• Productivity improvement

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📋 WORKSHEET TEMPLATE

Policy Name:
Objective:
Business Alignment:
Key Stakeholders:
Implementation Plan:
Metrics:
Review Frequency:
Risks & Mitigation:

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🧠 ROLE-BASED REAL-TIME EXAMPLES

👨‍💼 Corporate HR

• Introduces Leadership Development Policy

🏭 Plant HR

• Customizes training schedules

👷 Supervisor

• Tracks daily compliance

🔧 Assembly Line Worker

• Follows SOP + gives feedback

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📌 ADVANCED CONCEPT: HOSHIN KANRI (Policy Deployment)

Key Elements

• Breakthrough objectives
• Catchball process (feedback loops)
• Alignment across levels

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🎯 FINAL TAKEAWAYS

✔ Policy deployment is NOT documentation—it’s execution
✔ Alignment across levels is critical
✔ Metrics drive success
✔ Shopfloor involvement = success
✔ Continuous feedback improves adoption

MODULE 2 — What is Policy Deployment? (Hoshin Kanri)

Theme: From Vision → Strategy → Goals → Actions → Results

📘 Key Concepts

• Hoshin Kanri philosophy

• Annual Breakthrough Objectives

• Catchball Method (two-way goal-setting)

• X-Matrix structure

• Alignment of Top–Down and Bottom–Up thinking

POLICY DEPLOYMENT (HOSHIN KANRI) – Strategic Alignment Masterclass

We will explore Policy Deployment, also known as Hoshin Kanri, a proven Japanese method to ensure that what your leadership dreams of actually becomes reality on the shop floor.

Whether you're an HRBP, a training specialist, or a business leader, this program will give you tools to align your strategy, people, processes, and KPIs seamlessly.”

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Why This Training Matters

“Today’s automobile industry is changing faster than ever — EVs, safety norms, technology integration, and global competition.

Policy Deployment helps organizations translate big dreams into daily actions.

👨‍👩‍👧 Common Man Example:

When a family plans to buy a new house, everyone must align:

• Someone handles finances

• Someone searches for properties

• Someone handles documentation
  If even one person is not aligned, the deal collapses.

🧑‍💼 Professional Example:

In HR, leadership says, ‘Improve talent pipeline’, but nobody defines how, when, who, or what metric to use. Result → Confusion & no progress.

🧑‍💼 Leader Example:

Leadership wants “EV leadership by 2028”, but manufacturing, R&D, HR and supplier teams all run in different directions. Policy Deployment brings one direction.”

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Workshop Objectives

“Today, you will learn how to:

• Translate vision into actionable goals

• Create and use an X-Matrix

• Cascade strategy into functions

• Build KPIs that truly measure success

• Enable reviews and alignment
  In short, you will learn how to make strategy executable.”

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Agenda for the Day

“We will move from concepts to practice and finally a full EV-launch simulation. Expect a lot of movement, discussions, group work, and fun.”

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Activity: ‘The Broken Assembly Line’-Circle Game

“We will start with an energizer. Each group gets different instructions on folding paper parts. When assembled, nothing fits!

This is what happens when each function has different goals.”

👨‍👩‍👧 Common Man Example:

Imagine one person cooks rice, another cooks dal, another makes chapati — but nobody talks about lunch timing or quantity. Lunch becomes a mess.

🧑‍💼 Professional Example:

HR is targeting hiring numbers. Production wants cost reduction. Quality wants defect reduction. None of them connect — because objectives are not deployed.

🧑‍💼 Leadership Example:

Leadership dreams big, but middle management interprets differently. Policy Deployment fixes this.”

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Movie Clip: The Founder

"The Founder" – McDonald’s kitchen alignment scene
Shows perfect alignment of process + goals + people.

Plan for success:

  

“This scene shows how McDonald’s aligned every worker, station, and movement toward one goal: SPEED.

Even small misalignment kills performance.”

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What Is Hoshin Kanri?

🎤 Narration:

“Hoshin Kanri means direction + management.

It ensures everyone moves toward the same North Star.”

Relatable Examples:

• Common Man: Google Maps — you pick a destination, the app gives route, milestones, timing, and deviations.

• Professional: Daily production targets that track hourly output.

• Leader: Multi-year strategy broken into annual goals and departmental targets.

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The 7-Step Hoshin Process

A simple, structured process:

1. Vision

2. Breakthrough goals

3. Annual objectives

4. Deployment

5. Catchball

6. Execution

7. Review & adapt

Just like planning a wedding — you set vision → guest list → tasks → vendors → reviews.

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Why HR Is Critical

“If Hoshin Kanri is the vehicle, HR is the engine.

HR ensures skills, manpower, culture, KPIs, and capability align with goals.”

Examples:

• Common Man: You want children to score well → HR role = the parent creating schedule, tuition, environment.

• Professional: HR aligns training calendar with new EV technology requirements.

• Leadership: HR builds competency pipeline for strategic priorities.

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Activity: Build Your First X-Matrix

“Teams will now create an X-Matrix based on the company vision of becoming India’s most reliable EV brand by 2030.”

Relatable Examples:

• Common Man: Vision: "Healthy Lifestyle" → break into exercise, diet, sleep goals.

• Professional: Vision: “Improve retention” → break into engagement survey, manager capability, recognition.

• Leadership: Vision: “EV leadership” → annual goals like battery performance, cost reduction, talent pipeline.

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Case Study: Toyota

“Toyota uses Hoshin Kanri to ensure global plants align in quality, safety, and productivity.

The lesson: Consistency beats speed.”

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Movie Clip: Ford v Ferrari

“This shows how a vague goal becomes specific, measurable, and executable. That is Policy Deployment.”

https://youtu.be/UNE1QYYcPKA?si=zfjGK8SjyNFNWPCg

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What Is Goal Cascading?

“Goal cascading is simply giving everyone clear direction.”

Examples:

• Common: “We need to leave home by 6:30” → Mom packs, dad drives, kids get ready.

• Professional: Company goal → team goal → individual KPIs.

• Leader: Plant target → department target → line target → operator target.

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The CATCHBALL Method

“This is negotiation + clarity + alignment.

Leaders say what, teams say how.”

Examples:

• Common: Family discussing vacation budget — everyone has a say.

• Professional: HR & Production discuss hiring numbers.

• Leadership: Strategy is refined based on functional realities.

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Activity: The Catchball Game

“You will pass the ball around to represent how goals move down and up the organization.”

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Case Study: Tata Motors

“Tata used cascading to synchronize their turnaround journey.

HR was central in skilling, safety culture, and performance goals.”

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Movie Clip: Moneyball

“A perfect lesson on choosing measurable, meaningful metrics.”

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What Makes a Good KPI?

“A good KPI predicts success, not just measures the past.”

Examples:

• Common: Steps walked today predict health tomorrow.

• Professional: Training hours predict skill improvement.

• Leadership: EV charging station availability predicts EV adoption.

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KPI Tree for HR

“Every HR KPI connects to business output.”

Examples:

• Attrition → Quality

• Skills → Productivity

• IR Climate → Line availability

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Activity: KPI Builder Sprint

“Your goal is to create KPIs that truly drive results, not just fill appraisal forms.”

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🧩 SIMULATION OVERVIEW

🎭 Scenario Background

You are part of the leadership team at Maruti Suzuki (Manesar / Gurgaon Plant).

🚨 Current Challenges:

• Rising defect rate in assembly line (2.8% → 4.5%)
• Increasing attrition among contract workers
• Absenteeism spikes impacting production schedules
• Push toward EV transition readiness

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🎯 Business Mandate (From Leadership)

1. Reduce defects by 25% in 1 year
2. Improve attendance to >96%
3. Build EV-ready workforce (30% certified)
4. Improve engagement score by +10 points

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🕒 SIMULATION FLOW (2.5 – 3 HOURS)

Phase	Activity	Time
1	Situation Analysis	30 mins
2	Corporate X-Matrix Design	30 mins
3	Plant HR X-Matrix	30 mins
4	Shopfloor X-Matrix	30 mins
5	Catch-ball Negotiation	30 mins
6	Review Meeting Simulation	30 mins

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🧠 PHASE 1: SITUATION ANALYSIS

📊 Data Given to Participants

Metric	Current	Target
Defect Rate	4.5%	3.3%
Absenteeism	11%	4%
Attrition	22%	12%
EV Skill Coverage	5%	30%

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📝 ACTIVITY

Participants identify:

• Root causes
• Priority focus areas

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💡 Expected Insights

• Skill gaps → defects
• Poor shift planning → absenteeism
• Low engagement → attrition

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🧠 PHASE 2: CORPORATE HR X-MATRIX

🎯 TASK

Design a Corporate HR X-Matrix

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📝 TEMPLATE

Breakthrough Objectives (3Y):
Annual Objectives (1Y):
Key Initiatives:
KPIs:
Owners:

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✅ SAMPLE OUTPUT (FACILITATOR VERSION)

Breakthrough:

• World-class quality benchmark (Top 3 globally)
• EV workforce readiness

Annual:

• Reduce defects by 25%
• EV certification to 30%

Initiatives:

• National Skill Academy (EV focus)
• Engagement transformation program
• HR analytics dashboard

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🧠 PHASE 3: PLANT HR X-MATRIX

🎯 TASK

Translate corporate goals → Plant-level execution

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📝 TEMPLATE

Plant Objectives:
Annual Targets:
Initiatives:
KPIs:
Owners:
Review Plan:

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⚙️ EXPECTED ELEMENTS

Initiatives:

• Shift optimization system
• Attendance incentive program
• Skill certification drives
• Supervisor training

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🧠 PHASE 4: SHOPFLOOR X-MATRIX

🎯 TASK

Create Assembly Line-Level X-Matrix

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📝 TEMPLATE

Line Goal:
Daily Targets:
Activities:
KPIs:
Owner:

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🔧 EXAMPLE OUTPUT

Line Goal:

• Reduce defects from 4.5% → 3%

Activities:

• Daily quality check
• Skill matrix tracking
• 5-minute toolbox talks

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🧠 PHASE 5: CATCHBALL NEGOTIATION (🔥 CORE ACTIVITY)

🎭 ROLE PLAY

Participants assume roles:

Role	Responsibility
Corporate HR	Push targets
Plant HR	Feasibility
Production Head	Output pressure
Supervisor	Ground reality
Worker Rep	Practical concerns

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🎯 SCENARIO

Corporate demands:
👉 “Reduce absenteeism to 4% immediately”

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💬 DISCUSSION OUTCOME

Participants negotiate:

• Transport support
• Shift flexibility
• Attendance incentives

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🎯 LEARNING

Policies must be co-created, not imposed

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🧠 PHASE 6: REVIEW MEETING SIMULATION

📊 DASHBOARD

KPI	Target	Actual	Status
Defects	3.3%	3.8%	🔴
Attendance	96%	93%	🟠
EV Skills	30%	18%	🟠

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🎯 TASK

Conduct a Monthly Review Meeting

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💬 QUESTIONS TO ANSWER

• What is off-track?
• Why?
• What corrective action?

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🎬 MOVIE-BASED LEARNING ENHANCERS

🎥 Chak De! India

• Alignment across diverse team

🎥 Moneyball

• Data-driven decision making

🎥 The Founder

• Standardization & scalability

🎥 3 Idiots

• Human-centric systems

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🧩 FACILITATOR GUIDE

👥 Group Size

• 4–6 per team

🎯 Evaluation Criteria

Criteria	Weight
Alignment quality	25%
Practicality	25%
KPI clarity	20%
Collaboration (Catchball)	20%
Innovation	10%

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🧠 DEBRIEF QUESTIONS

• Where did alignment break?
• Were KPIs realistic?
• Did shopfloor voice get included?
• What would fail in real life?

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🚀 FINAL OUTPUT EXPECTED FROM PARTICIPANTS

Each team delivers:

✅ Corporate X-Matrix
✅ Plant X-Matrix
✅ Shopfloor X-Matrix
✅ KPI Dashboard
✅ Implementation Plan

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🎯 KEY LEARNING OUTCOMES

✔ Understand Hoshin Kanri in action
✔ Experience cross-level alignment challenges
✔ Learn practical X-Matrix creation
✔ Build execution mindset (not theory)

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🔥 BONUS EXTENSION (ADVANCED)

You can extend simulation with:

• Union negotiation scenario
• Crisis: sudden production spike
• EV plant transition

 

🎯 HANDS-ON X-MATRIX TEMPLATE (WORKSHOP VERSION)

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🧩 HOW TO USE THIS IN TRAINING

• Divide participants into groups (4–6 members)
• Assign each group a real scenario (HR / Plant / Shopfloor)
• Give them 45–60 mins to complete
• Present + discuss alignment gaps

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📝 ✍️ INTERACTIVE X-MATRIX WORKSHEET

🔺 TOP (Breakthrough Objectives – 3 Years)
1.
2.
3.

⬅️ LEFT (Annual Objectives – 1 Year)
A.
B.
C.

⬇️ BOTTOM (Key Initiatives / Projects)
i.
ii.
iii.
iv.

➡️ RIGHT (KPIs / Metrics)
1.
2.
3.
4.

🔷 OWNERS (Who is Responsible?)
- Corporate HR:
- Plant HR:
- Production:
- Shopfloor Supervisor:

🔗 ALIGNMENT LINKS (Draw connections)
- Which initiative supports which objective?
- Which KPI measures which goal?

📅 REVIEW PLAN
- Daily:
- Weekly:
- Monthly:

⚠️ RISKS & CHALLENGES
1.
2.
3.

💡 IMPROVEMENT ACTIONS
1.
2.
3.

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🎭 FACILITATOR-LED ACTIVITY DESIGN

🔥 STEP 1: ASSIGN SCENARIO (Choose One)

🚗 Scenario A: Reduce Defects

• Defects increased from 3% → 5%

👷 Scenario B: Improve Attendance

• Absenteeism at 12%

⚡ Scenario C: EV Skill Readiness

• Only 10% workforce trained

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🧠 STEP 2: BUILD THE X-MATRIX

Participants must:

• Define 3 breakthrough goals
• Convert to annual targets
• Identify initiatives
• Assign KPIs + owners

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🎯 STEP 3: CATCHBALL (CRITICAL)

Ask groups to:

• Exchange matrices with another group
• Challenge:
• “Is this realistic?”
• “Will shopfloor accept this?”
• “Are KPIs measurable?”

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📊 STEP 4: PRESENTATION

Each group presents:

• Their X-Matrix
• Key assumptions
• Risks

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🧩 SAMPLE FILLED (FOR REFERENCE)

Breakthrough Objectives:
- Reduce defects by 30%
- Improve attendance to 98%

Annual Objectives:
- Reduce defects by 10%
- Attendance to 95%

Initiatives:
- Skill training
- Attendance incentive
- Supervisor coaching

KPIs:
- Defect rate %
- Attendance %
- Training completion %

Owners:
- HR Head
- Plant Manager
- Supervisor

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🎯 EVALUATION RUBRIC (FOR ENGAGEMENT)

Criteria	What to Look For
Alignment	Clear link across all 4 sides
Practicality	Realistic initiatives
Metrics	Measurable KPIs
Ownership	Clear accountability
Innovation	Creative solutions

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💡 PRO TIPS FOR MAX IMPACT

✔ Use flipcharts or Miro board for visual mapping
✔ Ask participants to draw arrows (alignment)
✔ Encourage debate during catchball
✔ Simulate real pressure (time-bound task)

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🚀 OPTIONAL ADVANCED VERSION

Add:

• Budget constraints
• Union resistance scenario
• Production pressure conflict

 🎯 What this sheet does

• Evaluates teams on 5 key dimensions
• Automatically calculates total score
• Supports 10 teams (expandable)
• Includes a clear scoring guide for facilitators

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🧩 Scoring Criteria (Built-in)

Criteria	Weight
Alignment	25
Practicality	25
KPIs	20
Collaboration (Catchball)	20
Innovation	10
Bonus	Flexible

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🎮 How to gamify your session

🥇 Add competition layers:

• 🏆 Best Strategy Award (highest score)
• 🎯 Best Alignment Award
• ⚡ Most Practical Plan
• 💡 Most Innovative Idea

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🔥 Pro Tips for Engagement

• Display scores live after each presentation
• Allow peer scoring (optional)
• Give bonus points for bold ideas
• Add penalty (-5) for unrealistic KPIs

🎯 TRAINING TITLE

“Policy Deployment in HR: From Paper to Practice in Manufacturing Excellence”

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🕒 SESSION STRUCTURE (6 HOURS)

Module	Topic	Duration	Method
1	Foundations of Policy Deployment	45 mins	Concept + Discussion
2	Linking HR Policy to Business Strategy	60 mins	Case Study + Activity
3	Designing HR Policies	60 mins	Workshop
4	Deployment Across Levels (Corporate → Shopfloor)	75 mins	Role-based Simulation
5	Monitoring, Metrics & Governance	60 mins	Dashboard Activity
6	Implementation Challenges & Change Management	45 mins	Case + Discussion
7	Integration + Action Planning	45 mins	Capstone Activity

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📦 BONUS: QUICK ENGAGEMENT ACTIVITIES

• “Policy Failure Diagnosis Game”
• “Design a Policy in 15 mins”
• “Metric Guess Challenge”
• “Role-play escalation scenarios”

 

🎯 TRAINING TITLE

“Hoshin Kanri: Strategic Policy Deployment for Organizational Excellence”

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🕒 IDEAL DURATION

6–8 Hours (can be modularized)

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🧭 WHAT IS HOSHIN KANRI?

Hoshin Kanri (方針管理) is a strategic planning and execution methodology used to:

• Align organizational goals with daily work
• Ensure everyone moves in the same direction
• Drive continuous improvement

👉 Origin: Japanese management practices (widely used in Toyota-like systems)

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🧠 CORE PRINCIPLES

1. 🎯 Focus on Breakthrough Objectives

• 3–5 critical goals (not 20!)
• Example: Reduce defects by 30%

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2. 🔄 Catchball Process

• Two-way communication (top-down + bottom-up)
• Refinement through dialogue

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3. 🔗 Alignment Across Levels

• Corporate → Plant → Department → Individual

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4. 📊 PDCA Cycle

• Plan → Do → Check → Act (continuous improvement)

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🧱 MODULE STRUCTURE

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🧠 MODULE 1: STRATEGIC THINKING FOUNDATION

🎯 Objective

Understand why strategy fails without deployment

🚗 Case Example

An automobile company sets:

• Goal: “Become #1 in quality”
  ❌ But no alignment → No execution

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📝 Activity: Strategy vs Execution Gap

Strategy	Reality Gap
Improve quality	No training
Reduce cost	No tracking

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🧠 MODULE 2: BREAKTHROUGH OBJECTIVES

🎯 Definition

High-impact, long-term goals (3–5 years)

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🚗 Example (Automobile Industry)

Area	Objective
Quality	Zero defects
Productivity	+25% output
Safety	Zero accidents

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📝 Activity: Define Breakthrough Goals

Participants define 3 goals for their function

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🧠 MODULE 3: ANNUAL OBJECTIVES & CASCADING

🎯 Concept

Break long-term goals into yearly targets

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Example

Breakthrough	Annual Goal
Zero defects	Reduce defects by 10% this year

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📝 Activity: Cascading Exercise

Participants convert:

• 3-year goal → 1-year goal → team-level goal

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🧠 MODULE 4: THE X-MATRIX (CORE TOOL)

📊 What is X-Matrix?

A one-page visual tool linking:

• Goals
• Metrics
• Projects
• Owners

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🔷 Structure

Section	Meaning
Top	Breakthrough objectives
Left	Annual objectives
Bottom	Projects/initiatives
Right	Metrics
Corners	Ownership

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📝 Workshop: Build an X-Matrix

Scenario:
Improve assembly line efficiency

Participants define:

• Goal
• Metrics
• Projects
• Owners

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🧠 MODULE 5: CATCHBALL PROCESS

🎯 What is Catchball?

A dialogue process:

• Leadership proposes goals
• Teams refine based on ground reality

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🎭 Role Play Activity

Scenario:

Policy: Reduce absenteeism

Role	Input
HR	Attendance policy
Supervisor	Shift challenges
Worker	Transport issues

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🎯 Outcome

Policy becomes practical and accepted

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🧠 MODULE 6: KPIs & METRICS ALIGNMENT

📊 Types of Metrics

Type	Example
Leading	Training hours
Lagging	Defect rate

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🚗 Real Example

• Policy: Skill training
• Leading: Training completion %
• Lagging: Defect reduction %

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📝 Activity: KPI Mapping

Participants map:

• Objective → KPI → Target

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🧠 MODULE 7: EXECUTION USING PDCA

🔄 Continuous Improvement Loop

• Plan: Define policy
• Do: Implement
• Check: Measure results
• Act: Improve

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🧩 Case Study

Problem:

• Safety incidents rising

PDCA:

• Plan: Safety training
• Do: Conduct sessions
• Check: Incident data
• Act: Improve SOPs

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🧠 MODULE 8: REVIEW & GOVERNANCE

📅 Review System

Frequency	Focus
Daily	Shopfloor metrics
Weekly	Team performance
Monthly	Strategic review

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📊 Dashboard Example

• Absenteeism %
• Productivity
• Safety incidents

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📝 Activity: Review Simulation

Participants conduct a:

• Monthly Hoshin review meeting

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🧩 FULL CASE STUDY (END-TO-END)

🚗 Case: “AutoDrive India Ltd”

Problem

• High defects
• Low morale
• Poor alignment

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Hoshin Approach

1. Breakthrough Goal:
• Reduce defects by 40% in 3 years
2. Annual Goal:
• Reduce by 15% this year
3. Projects:
• Skill certification
• Supervisor training
4. Metrics:
• Defect rate
• Training %

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Outcome

• Improved quality
• Better engagement
• Clear accountability

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🎬 MOVIE-BASED LEARNING ENHANCERS

1. 🎥 Chak De! India

• Theme: Alignment & discipline

2. 🎥 Moneyball

• Theme: Data-driven decisions

3. 🎥 The Founder

• Theme: Standardization

4. 🎥 3 Idiots

• Theme: System redesign

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🧰 PRACTICAL WORKSHEETS

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📋 1. Hoshin Planning Sheet

Breakthrough Objectives:
Annual Objectives:
Key Projects:
KPIs:
Owners:
Timeline:

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📋 2. X-Matrix Template

Top (Breakthrough Goals):
Left (Annual Goals):
Bottom (Projects):
Right (Metrics):
Owners:

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📋 3. KPI Tracker

Objective:
KPI:
Target:
Actual:
Gap:
Action Plan:

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🚀 IMPLEMENTATION ROADMAP

Phase 1: Strategy Definition

• Leadership alignment

Phase 2: Policy Deployment

• Cascade goals

Phase 3: Execution

• Projects + KPIs

Phase 4: Review

• Monthly governance

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⚠️ COMMON PITFALLS

❌ Too many goals
❌ No shopfloor involvement
❌ Weak metrics
❌ No follow-up

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✅ SUCCESS FACTORS

✔ Leadership commitment
✔ Clear communication
✔ Strong metrics
✔ Continuous feedback

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🎯 FINAL TAKEAWAY

Hoshin Kanri = Alignment + Execution + Continuous Improvement

It ensures:

• Strategy is not just planned
• But actually, executed at every level

     

🎯 REAL-TIME SCENARIO (AUTOMOBILE CONTEXT)

🚗 “Project Phoenix @ Manufacturing Plant”

A major automobile company is facing:

🚨 Current Problems

• Defect rate increased from 2.5% → 4.2%
• Frequent design-to-production mismatches
• Rework cost increasing
• Shopfloor fatigue & absenteeism rising
• Customer complaints increasing

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🎯 BUSINESS TARGET (1 YEAR)

• Reduce defects to ≤ 2.5%
• Reduce rework cost by 20%
• Improve first-pass yield to 95%
• Improve attendance to 97%

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🧩 STEP-BY-STEP X-MATRIX BUILD (DEPARTMENT-WISE)

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🧠 STEP 1: DEFINE BREAKTHROUGH OBJECTIVES (TOP)

👉 All departments collaborate

🎯 Ask:

“What must we achieve in 2–3 years to win?”

✅ FINAL OUTPUT (COMMON FOR ALL)

• Zero Defect Manufacturing Culture
• Seamless Design-to-Production Integration
• High Engagement Workforce

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💡 FACILITATOR TIP

Push participants to:

• Limit to 3–4 only
• Make them strategic, not operational

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🧠 STEP 2: DEFINE ANNUAL OBJECTIVES (LEFT)

👉 Now each department derives its own goals

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👨‍💼 HR

• Reduce absenteeism from 12% → 5%
• Improve engagement score by +10

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🎨 DESIGN

• Reduce design change errors by 30%
• Improve drawing clarity & version control

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⚙️ PRODUCTION

• Improve line efficiency by 15%
• Reduce downtime by 20%

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🔍 QUALITY

• Reduce defects from 4.2% → 2.5%
• Improve first-pass yield to 95%

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👷 SHOPFLOOR

• Ensure 100% SOP adherence
• Improve skill matrix coverage

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📝 ACTIVITY

Each group fills:
👉 “What is OUR department’s contribution to the goal?”

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🧠 STEP 3: DEFINE KEY INITIATIVES (BOTTOM)

👉 This is where execution happens

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👨‍💼 HR

• Attendance incentive program
• Shift flexibility pilot
• Skill training calendar

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🎨 DESIGN

• Digital drawing system (version control)
• Design review checklist

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⚙️ PRODUCTION

• Preventive maintenance schedule
• Line balancing exercise

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🔍 QUALITY

• In-line quality checks
• Root cause analysis (RCA) system

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👷 SHOPFLOOR

• Daily toolbox talks
• Visual SOP boards
• Skill certification tracking

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💡 FACILITATOR TIP

Ask:
👉 “What EXACT actions will you take from Monday morning?”

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🧠 STEP 4: DEFINE KPIs (RIGHT)

👉 Must be measurable + trackable

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👨‍💼 HR

• Absenteeism %
• Training completion %

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🎨 DESIGN

• Number of design revisions
• Error rate in drawings

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⚙️ PRODUCTION

• OEE (Overall Equipment Effectiveness)
• Downtime (minutes)

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🔍 QUALITY

• Defect rate %
• First-pass yield

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👷 SHOPFLOOR

• SOP adherence %
• Rework rate

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💡 FACILITATOR TIP

Reject vague KPIs like:
❌ “Improve quality”
✔ “Reduce defects from 4.2% → 2.5%”

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🧠 STEP 5: ASSIGN OWNERS (CRITICAL)

👉 Each item must have a name, not department

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Area	Owner
HR	HR Manager
Design	Design Lead
Production	Production Head
Quality	Quality Head
Shopfloor	Line Supervisor

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💡 RULE

👉 “If everyone owns it → no one owns it”

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🧠 STEP 6: DRAW ALIGNMENT (MOST IMPORTANT)

👉 This is where participants connect the X

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🧩 EXAMPLE ALIGNMENT

• HR Training → Shopfloor Skill → Quality Defect Reduction
• Design Accuracy → Production Efficiency → Less Rework

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🎯 ACTIVITY

Ask participants to:
👉 Draw arrows:

• Objective → Initiative
• Initiative → KPI

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🧠 STEP 7: REVIEW PLAN (EXECUTION DISCIPLINE)

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Level	Review
Shopfloor	Daily
Department	Weekly
Leadership	Monthly

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💬 SIMULATION

Run a:
👉 “Monthly Review Meeting”

Ask:

• What is off-track?
• Why?
• What action?

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🔥 FULLY FILLED MINI EXAMPLE

Breakthrough Objectives:
- Zero defects
- Seamless design-production integration

Annual Objectives:
- Reduce defects to 2.5%
- Improve attendance to 97%

Initiatives:
- Skill training
- Design review system
- Preventive maintenance

KPIs:
- Defect rate %
- Attendance %
- OEE

Owners:
- HR Manager
- Production Head
- Quality Lead

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🎭 FINAL SIMULATION FLOW (FOR TRAINING)

⏱️ 90–120 MIN ACTIVITY

1. Scenario briefing (10 mins)
2. Group work (40 mins)
3. Catchball exchange (20 mins)
4. Presentation (20 mins)
5. Facilitator debrief (20 mins)

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🎯 KEY LEARNING MOMENTS

Participants will realize:

✔ HR alone cannot reduce defects
✔ Design errors impact shopfloor reality
✔ Metrics must align across departments
✔ Execution fails without ownership
✔ Alignment is more difficult than planning

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💡 POWERFUL DEBRIEF QUESTIONS

• Which department created the biggest bottleneck?
• Where did alignment break?
• Were KPIs conflicting?
• What would fail in real life?

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🚀 OUTCOME

After this exercise, participants will:

• Understand HOW to fill X-Matrix (not just theory)
• Experience real cross-functional conflict
• Learn practical deployment thinking
• Be ready to implement in their own department

Case Study: Maruti Suzuki

“Maruti is disciplined in KPI alignment. HR metrics link directly to plant outcomes.”

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Movie Clip: The Intern

“Shows how observation + feedback loops improve performance — key in reviews.”

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EV Launch Simulation Scenario

“Now we simulate a real-world EV launch. You are the leadership team. Build your strategy and deployment plan.”

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Team Presentations

“As leadership, defend your deployment strategy. Expect tough questioning!”

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Movie Clip: Apollo 13

“Shows the power of alignment under crisis — the essence of Hoshin Kanri.”

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Action Planner

“Now translate everything into personal commitments.”

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Reflection Roundtable

“What is one breakthrough idea you will take back to your plant or region?”

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Thank You

“Thank you for your energy and participation. Policy Deployment is not a tool — it is a leadership discipline.”

Would you like a session to develop the confidence level of your employees?

Reach out at  training@compassclock.in / +917845050100 😊