Hi all,
Please go through the link and attachment below:
Six Sigma HR
From India, Pune
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73Please go through the link and attachment below:
Six Sigma HR
From India, Pune
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I'm often asked how Six Sigma can be applied to other departments within a company. This prompted me to list a few examples beyond the scope of Manufacturing and Product Quality. A DMAIC or PDCA Project could be executed on any of these as each has a cost and an impact on the company's overall quality performance.
Human Resources
- What is the Quality of Lost Time / Safety?
- What is the Quality of Safety Incidents?
- What is the Quality of our Expertise / Tech. Ability?
- What is the Quality of Employee Attendance?
- What is the Quality of Employee Training / Development?
- What is the Quality of Employee Morale?
- What is the Quality of Employee Retention?
- What is the Quality of Staffing Levels?
Material Control
- What is the Quality of Delivery (On Time / Late)?
- What is the Quality of Normal Freight Costs?
- What is the Quality of Expedited Freight?
- What is the Quality of On-Hand Inventory?
- What is the Quality of Internal Delivery?
- What is the Quality of Customer Response Time?
Manufacturing / Quality
- What is the Quality of the Product being delivered?
- What is the Internal Quality Rating?
- What is the Quality of Overall Efficiency?
- What is the Quality of Productivity?
- What is the Quality of Inspection Costs?
- What is the Cost of Poor Quality?
- What is the Quality of PPAP / Part Submission turnaround time?
- What is the Quality of the C/A System?
- What is the Quality of the CPI System?
Sales / Purchasing / Finance
- What is the Quality of Supplied Material?
- What is the Quality of Material Costs?
- What is the Quality of Supplier Delivery?
- What is the Quality of our Sales?
- What is the Quality of Quotation / Awards?
- What is the Quality of Customer Feedback Participation?
- What is the Quality of Departmental Performance?
- What is the Quality of Company Performance?
Engineering / Maintenance
- What is the Quality of Product Value Streams?
- What is the Quality of Standard Work?
- What is the Quality of Work Station Ergonomic Risks?
- What is the Quality of Utility Costs?
- What is the Quality of Repair costs?
- What is the Quality of Maintenance?
- What is the Quality of Equipment Availability?
- What is the Quality of Engineering Response Time?
- What is the Quality of Project Cost Benefit Analysis?
From India, Pune
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Human Resources
- What is the Quality of Lost Time / Safety?
- What is the Quality of Safety Incidents?
- What is the Quality of our Expertise / Tech. Ability?
- What is the Quality of Employee Attendance?
- What is the Quality of Employee Training / Development?
- What is the Quality of Employee Morale?
- What is the Quality of Employee Retention?
- What is the Quality of Staffing Levels?
Material Control
- What is the Quality of Delivery (On Time / Late)?
- What is the Quality of Normal Freight Costs?
- What is the Quality of Expedited Freight?
- What is the Quality of On-Hand Inventory?
- What is the Quality of Internal Delivery?
- What is the Quality of Customer Response Time?
Manufacturing / Quality
- What is the Quality of the Product being delivered?
- What is the Internal Quality Rating?
- What is the Quality of Overall Efficiency?
- What is the Quality of Productivity?
- What is the Quality of Inspection Costs?
- What is the Cost of Poor Quality?
- What is the Quality of PPAP / Part Submission turnaround time?
- What is the Quality of the C/A System?
- What is the Quality of the CPI System?
Sales / Purchasing / Finance
- What is the Quality of Supplied Material?
- What is the Quality of Material Costs?
- What is the Quality of Supplier Delivery?
- What is the Quality of our Sales?
- What is the Quality of Quotation / Awards?
- What is the Quality of Customer Feedback Participation?
- What is the Quality of Departmental Performance?
- What is the Quality of Company Performance?
Engineering / Maintenance
- What is the Quality of Product Value Streams?
- What is the Quality of Standard Work?
- What is the Quality of Work Station Ergonomic Risks?
- What is the Quality of Utility Costs?
- What is the Quality of Repair costs?
- What is the Quality of Maintenance?
- What is the Quality of Equipment Availability?
- What is the Quality of Engineering Response Time?
- What is the Quality of Project Cost Benefit Analysis?
From India, Pune
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You can use Six Sigma to tackle a variety of strategic human resources projects, such as:
1. Lowering turnover
2. Addressing Lost Time/Safety
3. Reducing workplace injuries
4. Improving recruitment time-to-fill
5. Enhancing the quality of our expertise/technical ability
6. Enhancing the quality of employee attendance
7. Improving the quality of employee training and development
8. Boosting employee morale
9. Improving employee retention
Please let me know if you need further assistance or have any questions.
From India, Pune
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1. Lowering turnover
2. Addressing Lost Time/Safety
3. Reducing workplace injuries
4. Improving recruitment time-to-fill
5. Enhancing the quality of our expertise/technical ability
6. Enhancing the quality of employee attendance
7. Improving the quality of employee training and development
8. Boosting employee morale
9. Improving employee retention
Please let me know if you need further assistance or have any questions.
From India, Pune
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six Sigma can be applied in every profession and thus shall be done in HR as well. Below some of the points that would help in Human Resources..
PLANNING – RECRUITING – SCHEDULING – TRAINING – PIP (PERFORMANCE IMPROVEMENT PROGRAM) and so on..
From India, Pune
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PLANNING – RECRUITING – SCHEDULING – TRAINING – PIP (PERFORMANCE IMPROVEMENT PROGRAM) and so on..
From India, Pune
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HR Department is meant for minimizing employee complaints and increase employee satisfaction. This can be done by implementing Six sigma
From India, Pune
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From India, Pune
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Six Sigma can be implemented for any process improvement in any department.
Six Sigma can help in reducing the issues associated with processes that are not optimized. Better HR processes mean better employee satisfaction.
From India, Pune
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Six Sigma can help in reducing the issues associated with processes that are not optimized. Better HR processes mean better employee satisfaction.
From India, Pune
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Six Sigma can be applied to HR in activities such as recruitment. The problem is to recruit people with niche skills who are experienced.
Define which project needs which skills and what level of experience.
Measure how strong the candidates are in their domain. Do they meet all the selection criteria?
Analyse which candidate can fit into which role.
Improve by conducting another interview with a different set of candidates if the initial ones do not meet the requirements.
Control by selecting the right candidate, training them, and encouraging them to participate in referral programs.
From India, Pune
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Define which project needs which skills and what level of experience.
Measure how strong the candidates are in their domain. Do they meet all the selection criteria?
Analyse which candidate can fit into which role.
Improve by conducting another interview with a different set of candidates if the initial ones do not meet the requirements.
Control by selecting the right candidate, training them, and encouraging them to participate in referral programs.
From India, Pune
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Whether it is HR or any other profile, Six Sigma can be used. In the case of HR, Six Sigma can be very well applied for:
- Planning: determining the kind of resources required.
- Budgeting: managing the costs involved.
- Organizing: defining ways and means to acquire the necessary resources.
- Scheduling: setting up the timeline.
- Recruiting: hiring the right candidate according to the requirements.
- Training: implementing proper training programs.
There are many tasks in HR that can be optimized using Six Sigma.
From India, Pune
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- Planning: determining the kind of resources required.
- Budgeting: managing the costs involved.
- Organizing: defining ways and means to acquire the necessary resources.
- Scheduling: setting up the timeline.
- Recruiting: hiring the right candidate according to the requirements.
- Training: implementing proper training programs.
There are many tasks in HR that can be optimized using Six Sigma.
From India, Pune
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Six Sigma can apply in HR as well. A better HR process will result in greater employee satisfaction, improved productivity, and fewer complaints. It can be applied in goal setting and performance management systems. Additionally, it can help improve interpersonal relationships between employees and the company.
From India, Pune
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From India, Pune
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Example Six Sigma Projects in HR
In HR, the following types of projects are commonly carried out. The list only shows examples and is by no means exhaustive:
- Reduce the time required to hire an employee
- Improve employee onboarding and orientation processes
- Reduce expenditures for recruitment
- Improve timeliness and the value of employee performance reviews
- Reduce absenteeism
- Improve training efficiency
- Improve employee satisfaction
- Identify and correct retention issues
- Reduce incentive compensation errors
- Eliminate overpayments to terminated salaried employees
- Improve grievance handling processes
- Consolidate employee information databases
- Integrate multiple payroll systems for remote locations
- Increase job posting hit rate
- Design job posting templates for recruiters
- Increase retention using exit interview information
Benchmark Six Sigma has had participation in training programs from HR functions of leading organizations.
From India, Pune
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In HR, the following types of projects are commonly carried out. The list only shows examples and is by no means exhaustive:
- Reduce the time required to hire an employee
- Improve employee onboarding and orientation processes
- Reduce expenditures for recruitment
- Improve timeliness and the value of employee performance reviews
- Reduce absenteeism
- Improve training efficiency
- Improve employee satisfaction
- Identify and correct retention issues
- Reduce incentive compensation errors
- Eliminate overpayments to terminated salaried employees
- Improve grievance handling processes
- Consolidate employee information databases
- Integrate multiple payroll systems for remote locations
- Increase job posting hit rate
- Design job posting templates for recruiters
- Increase retention using exit interview information
Benchmark Six Sigma has had participation in training programs from HR functions of leading organizations.
From India, Pune
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Although HR is not a large department in most organizations, HR processes have a significant impact on employees' efforts to deliver services or products.
HR personnel handle the responsibility of retaining employees while balancing the financial needs of the company. Compensation and benefit areas taken care of by the HR department include payroll administration, time and attendance management, leave policies, stock options, and so on. Six Sigma Projects, such as reducing the time for the paycheck deposition process, faster performance review systems, and eligibility studies for ESOPs, can be considered for the improvement of these HR activities.
There could be a need for Six Sigma projects, such as improving multiple payroll systems for remote locations and reducing errors in the employee information database. HR personnel have to address areas like employee absenteeism, dispute resolution, health and safety issues, union negotiations, interpersonal communication, discrimination, and harassment issues. Six Sigma projects can be undertaken to address discrimination and harassment through monitoring and compliance audits, systems for improved communication among employees and executives.
Six Sigma projects can aim at overall organizational development by focusing on improvements in career and succession planning, leadership, change management, workplace planning and organization, performance improvement, and communication programs.
Staffing, Training, and Retention - One fundamental responsibility of the HR department is staffing, background checks, selection, training, and retention of employees. They need to design and schedule training and development programs for new as well as existing employees. They are also responsible for handling employee contracts for permanent and temporary employees, managing the process of relocation and outsourcing of employees, and handling retrenchment issues and exit interviews. Projects like creating self-learning and evaluation modules for employees can be implemented.
Projects to improve the hit rate for job postings, followed by quick responses to applicants, reduction in unnecessary security checks, and more, can be undertaken by the HR department as Six Sigma projects.
From India, Pune
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HR personnel handle the responsibility of retaining employees while balancing the financial needs of the company. Compensation and benefit areas taken care of by the HR department include payroll administration, time and attendance management, leave policies, stock options, and so on. Six Sigma Projects, such as reducing the time for the paycheck deposition process, faster performance review systems, and eligibility studies for ESOPs, can be considered for the improvement of these HR activities.
There could be a need for Six Sigma projects, such as improving multiple payroll systems for remote locations and reducing errors in the employee information database. HR personnel have to address areas like employee absenteeism, dispute resolution, health and safety issues, union negotiations, interpersonal communication, discrimination, and harassment issues. Six Sigma projects can be undertaken to address discrimination and harassment through monitoring and compliance audits, systems for improved communication among employees and executives.
Six Sigma projects can aim at overall organizational development by focusing on improvements in career and succession planning, leadership, change management, workplace planning and organization, performance improvement, and communication programs.
Staffing, Training, and Retention - One fundamental responsibility of the HR department is staffing, background checks, selection, training, and retention of employees. They need to design and schedule training and development programs for new as well as existing employees. They are also responsible for handling employee contracts for permanent and temporary employees, managing the process of relocation and outsourcing of employees, and handling retrenchment issues and exit interviews. Projects like creating self-learning and evaluation modules for employees can be implemented.
Projects to improve the hit rate for job postings, followed by quick responses to applicants, reduction in unnecessary security checks, and more, can be undertaken by the HR department as Six Sigma projects.
From India, Pune
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When you say 'Employee Relations', you essentially are referring to HR's professional relation with the employees of the company. Further drill down into this relation leads you to understanding and maintaining high employee motivation and morale, which are imperative to address most of the employee/personnel-related problems such as heavy attrition, irregular attendance, etc., as mentioned by you.
In a corporate scenario, low employee motivation and morale are a fallout of the following factors. Identifying these is essential for necessary corrective action and improved functioning in the future:
1) Lack of job satisfaction, i.e., job profile not commensurate with the employee's knowledge, capability, and skill sets. Employees often realize this after joining the job.
2) Poor pay scale/standards. Employees feel inadequately compensated for the work done, either within a specific job/department or across the entire workforce.
3) Stressful work environment, including both interpersonal dynamics (with bosses and colleagues) and physical workspace conditions.
4) Inadequate provision of fringe benefits such as health insurance, transportation, subsidized food, delayed/no reimbursements, etc.
5) Insufficient Rewards and Recognition programs, failing to acknowledge the work done by employees beyond their regular salary.
6) Inadequate induction, improper new policy communication (as you pointed out), and other training programs leading to a lack of understanding among employees about their work and the company, resulting in poor performance.
7) Lack of an intranet facility with employee databases (excluding sensitive information) for work-related access by regular employees.
8) Presence of favoritism/nepotism, bootlicking, and office politics affecting fair selection processes and potentially leading to the loss of valuable talent.
9) Absence of other relevant employee welfare programs/policies.
There may be additional factors to consider and solutions to explore. This could include benchmarking against model companies in the industry, conducting interactive sessions with employees, engaging third-party feedback, appointing counselors, implementing open-door policies, setting up ethics hotlines for reporting violations, providing coaching and mentoring, and addressing behavioral deviations effectively.
Once you establish reasonable control over HR functions through the mentioned strategies and more, further improvement can be pursued through the application of Six Sigma, as needed.
Regarding your query about something akin to a Six Sigma Yellow Belt, you can initiate a Voice of Employee (VOE) program by collecting responses through an objective questionnaire to gauge employees' perspectives on various work-related aspects. This initiative can offer insights into the current state of HR and related areas within the company and guide future actions effectively.
From India, Pune
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In a corporate scenario, low employee motivation and morale are a fallout of the following factors. Identifying these is essential for necessary corrective action and improved functioning in the future:
1) Lack of job satisfaction, i.e., job profile not commensurate with the employee's knowledge, capability, and skill sets. Employees often realize this after joining the job.
2) Poor pay scale/standards. Employees feel inadequately compensated for the work done, either within a specific job/department or across the entire workforce.
3) Stressful work environment, including both interpersonal dynamics (with bosses and colleagues) and physical workspace conditions.
4) Inadequate provision of fringe benefits such as health insurance, transportation, subsidized food, delayed/no reimbursements, etc.
5) Insufficient Rewards and Recognition programs, failing to acknowledge the work done by employees beyond their regular salary.
6) Inadequate induction, improper new policy communication (as you pointed out), and other training programs leading to a lack of understanding among employees about their work and the company, resulting in poor performance.
7) Lack of an intranet facility with employee databases (excluding sensitive information) for work-related access by regular employees.
8) Presence of favoritism/nepotism, bootlicking, and office politics affecting fair selection processes and potentially leading to the loss of valuable talent.
9) Absence of other relevant employee welfare programs/policies.
There may be additional factors to consider and solutions to explore. This could include benchmarking against model companies in the industry, conducting interactive sessions with employees, engaging third-party feedback, appointing counselors, implementing open-door policies, setting up ethics hotlines for reporting violations, providing coaching and mentoring, and addressing behavioral deviations effectively.
Once you establish reasonable control over HR functions through the mentioned strategies and more, further improvement can be pursued through the application of Six Sigma, as needed.
Regarding your query about something akin to a Six Sigma Yellow Belt, you can initiate a Voice of Employee (VOE) program by collecting responses through an objective questionnaire to gauge employees' perspectives on various work-related aspects. This initiative can offer insights into the current state of HR and related areas within the company and guide future actions effectively.
From India, Pune
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Hi Abhishek,
It seems you work for a TS 16949 company. If I may ask you for a favor, could you share the internal audit checklist? I would be thankful to you for the information. My email ID is vishwaswatwe@gmail.com.
Best wishes,
Vishwas H Watwe
From India, Aurangabad
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It seems you work for a TS 16949 company. If I may ask you for a favor, could you share the internal audit checklist? I would be thankful to you for the information. My email ID is vishwaswatwe@gmail.com.
Best wishes,
Vishwas H Watwe
From India, Aurangabad
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Hi, Anybody knows about the certification body for Six Sigma (HR) in Mumbai and what is the time frame to get the six sigma belt in HR. Shankar
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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hi all, I m a MBA student with specialization in HR. Please help me out by inform me about the Mckinsey’s 7s’s use in the organisation.
From India, Bangalore
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From India, Bangalore
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..very helpful ..quite informative content posted.. it really is worth to go through the points..lost points ,get covered up...if v miss over anyday!.. ,,keep d good post on.. cheers/
From India, Delhi
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From India, Delhi
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Hi Abhi,
I am planning to do the certification course in Six Sigma. I have 2 years of experience in HR. If you could help me regarding the institutes that provide the courses, that would be highly appreciated.
From India, Mumbai
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I am planning to do the certification course in Six Sigma. I have 2 years of experience in HR. If you could help me regarding the institutes that provide the courses, that would be highly appreciated.
From India, Mumbai
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lot of input...thx for this... I am keen on doing a sig sigma...i am a part of Training and Development since 6 years now and want to apply 6sigma to my trainings etc. Rgds
From India, Delhi
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From India, Delhi
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I am currently pursuing my MBA in HR. Wanted to know if there is any institute in Mumbai that offers a 6-Sigma Certification/Workshop especially for HR? Thanks.
From India, Mumbai
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From India, Mumbai
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