A Systemic Approach to Innovation through
Developing Leaders and Teamwork Culture
in a LEAN organisation
Presentation by:
Mary Collins, Senior HR Director, Europe
Human Resource Department
Company Overview
• Based in Salt Lake City, Utah
• 3,500 Employees Worldwide
• $510M in revenues
MERIT EUROPEAN OPERATIONS (MEO)
GALWAY
MAASTRICHT
MEO
PARIS
VENLO
World Wide Sales and Manufacturing/R&D
MEO
Understand • Innovate • Deliver
MEO MILESTONES
Merit Medical
Galway doubles
size of Building 1
Company
Founded
1987
1996
Set up in Galway
Headcount - 30
2004
Merit Medical
acquires
BioSphere Medical
2007
Merit Medical
Acquires McTec,
now known as
MMC
2010
Headcount
MEO - 840
2012
Opening of Vision
Facility Galway
2015
MEO – R&D / Advanced Engineering
GALWAY
Galway
MEO
Venlo
Paris
R&D / Advanced Engineering Growth
Galway
OEM
Technology
Transfers
Retrieval
Devices
Industrial
Chemistry
Inflation
Devices
Hypotube
Balloon
Catheters
Wires
Haemostasis
Valves
Hydrophilic
Coatings
Neurological
Products
2002
2008
2013
2015
MEO
Venlo
Paris
8
Our Culture
9
Our Team Culture Journey
Galway: 620 Employees
2015
2014
2013
2012
2009
Company
Values
Introduced
Embedded
in
Recruitment
External
coaching of
snr Change
Agents
250
2010/2011
Supervisor
Development
Programme
Piloted
Performance
&
Development
Process (PDP)
340
PDP Launch
Leadership
Development
Programme
(for Middle
Managers)
Feedback
process – PDP
Leadership Team
Development
Programme
Leadership
Team
Development
Programme
cont’d
Link to strategy People
Development
Enabler
HR Upskilling as
Internal Team
Coaches
In-house
Delivery of
Management
training and
Developing
Leaders
Programme
Recognition
Scheme (Values)
425
470
10
530
620
Results to date
Promotions
2014, 9% of
employees
promoted, 62% of
support positions
filled internally
Meeting
our
growth
targets
Corporate
have
confidence
in our ability
to deliver –
attracts
more R&D
projects
Employees
engaged /
morale is high
Employee Relations
Culture is development
rather than disciplinary,
no pending litigation –
our work is proactive,
our focus is employee
development,
Feedback is the norm
11
Tops Tips for Internal Change Agents
5. HR to identify it’s purpose and value to the organisation
4. Develop a Support Network
3. Pilot the initiatives – be open to feedback
2. Influence key stakeholders
1. Define and develop the Culture
Continually Invest in yourself
12
Future
We continue to
grow as an
organisation and
deliver
L&D culture is
critical to support
our growth and
delivery
We develop more
change agents to
support our
growth
13