Human Resources · Professional · MBE™
LSSHR
Human ResourcesProfessional level
30 Hours22 Modules
Self-pacedLearn at your own pace
CertificationEarn an MBE™ CredentialHR service is usually judged on how long things take: days to approve a requisition, weeks to onboard, rework on payroll queries. The delays come from processes nobody has mapped, hand-offs nobody owns and variation nobody measures.
Mastering Lean Human Resources brings the discipline of operational excellence into the people function. Participants learn to see HR as a value-delivery process, capture what employees and managers actually need, map and measure the work, remove the eight wastes and apply Six Sigma thinking and DMAIC to the problems that remain.
What you take away
Lean process thinkingVoice of the customer captureSIPOC and value stream mappingHR waste identificationIt belongs with the people who run HR as a service. People operations and shared services teams form the center of the cohort, since they own the transactions where waste builds up. Recruiters and talent acquisition specialists join for the direct effect on time-to-hire, and HR business partners join so they can promise their business units shorter, more reliable service.
Organizational development specialists use the process mapping and DMAIC content when redesigning HR structures. A cohort drawn from one end-to-end process, such as everyone who touches onboarding from offer to first day, shows a result soonest; a wider HR cohort builds a shared improvement language across the function.
Mastering Business ExcellenceCertification terms and policies applyThe 22 modules follow the arc of a Lean Six Sigma deployment in HR. Modules one to four cover origins, the business case, Lean principles and the voice of the customer. Modules five to eight map and measure processes, hunt waste, apply core Lean tools and introduce Six Sigma data basics.
Modules nine to fourteen run the DMAIC cycle, from charters and measurement through root cause analysis and redesign to control plans. Modules fifteen to seventeen apply it to recruiting, onboarding, performance, learning and employee experience, with case studies. Modules eighteen to twenty-two address change management, digital tools and automation, portfolio governance, professional practice and a 90-day action plan.
Complete the course assessments to earn the LSSHR credential
Hiring, onboarding and payroll are the recurring cases. Module six hunts waste in all three, module five uses value stream mapping on the employee journey, and module fifteen applies the full method to recruiting and onboarding, with time-to-fill and quality of hire as metrics. Module seventeen adds case studies on the hire-to-onboard cycle, payroll and benefits defects, and shared-services ticketing. The methods transfer to any process the function owns.
Module eight keeps it at a working level. Participants learn what variation, defects and sigma levels mean, the types of HR data and measurement scales they will meet, descriptive statistics as used in people analytics, and the basics of distributions and process capability. It is enough to read HR data honestly and to take part in a DMAIC project, not a course in advanced statistical analysis.
Module ten is built for that. Participants learn to frame a problem statement, write a project charter, scope with in-frame and out-of-frame boundaries and analyze stakeholders. Modules eleven to fourteen then take the chartered project through measurement and data quality, root cause analysis, redesign and piloting, and control plans, so the team finishes with a method for running a project end to end rather than a list of ideas.
Module four answers that question first, because Lean starts from value as the customer defines it. Employees, line managers and the business itself all receive HR services, and each has different critical-to-quality requirements. Participants learn techniques for capturing that voice, translating it into measurable requirements, and setting service-level agreements and HR tiers so that the service model matches what each group actually needs.
Yes. The 30 hours of content are self-paced on the Blue Ocean learning platform and available on web and mobile, so team members fit modules around queue volumes rather than blocking out days. No sessions are scheduled. The administrator dashboard shows the operations lead each person's enrollment, progress and completion, which makes it simple to stagger the cohort across shifts while keeping everyone on the same material.
No. Completion earns a digital, verifiable MBE credential for Mastering Lean Human Resources, issued by Blue Ocean Corporation as part of the Mastering Business Excellence series. It is a Professional level credential that records capability in applying Lean and Six Sigma methods inside HR; it is not a belt. Module twenty-one does explain the belt system, the roles around a project and the paths a practitioner can take afterwards.
Use the Register Now button on this page. It opens Mastering Lean Human Resources on the Blue Ocean Academy website, where you can enroll and start learning at your own pace.
Self-Paced OnlineStudy at Your Own Pace, AnytimeLive, Instructor-LedNot Offered for This Program
Corporate TrainingTailored Delivery for Your TeamYour MBE credential is issued digitally and can be verified by employers. It carries the Mastering Business Excellence name, so you can add it to your professional profile as soon as you complete the course.
Digital Certificate
Verifiable Credential
Professional Recognition
Credential Holder Profile
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