Although HR is not a big department in most organizations, HR processes have a major impact on the employee's efforts for delivering services or product.
HR people handle the responsibility of retaining the 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 policy, stock options and so on. Six Sigma Projects such as reducing time for the paycheck deposition process, faster performance review systems and eligibility study for ESOPs can be considered for the betterment of these activities of the HR.
There could be a need for Six Sigma projects like improving multiple payroll systems for remote locations and reducing errors in employee information database.
HR personnel have to take care of areas like employee absenteeism, dispute resolution, health and safety issues, union negotiations, interpersonal communication and discrimination and harassment issues. Six Sigma projects can be undertaken to address the discrimination and harassment by way of monitoring and compliance audit, systems for improved communication among employees and executives
Six Sigma projects can aim at overall organizational development with regards to improvements in the career and succession planning, leadership, change management, workplace planning and organization, performance improvement and communication programs.
Staffing, Training and Retention - One basic responsibility of the HR department is staffing, background checks, selection and training and retention of employees. They have to design and schedule training and development programs for new employees, as well as existing ones.
They also have to handle employee contracts for permanent and temporary employees and manage the process of relocation and outsourcing of employees. They have to manage the retrenchment issues and exit interviews. There can be projects like creating self-learning and evaluation modules for the employees.
Projects to improve the hit rate for job postings followed by quick responses to the applicants, reduction in unnecessary security checks and so on can be undertaken by the HR department as Six Sigma projects
From India, Pune
72HR people handle the responsibility of retaining the 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 policy, stock options and so on. Six Sigma Projects such as reducing time for the paycheck deposition process, faster performance review systems and eligibility study for ESOPs can be considered for the betterment of these activities of the HR.
There could be a need for Six Sigma projects like improving multiple payroll systems for remote locations and reducing errors in employee information database.
HR personnel have to take care of areas like employee absenteeism, dispute resolution, health and safety issues, union negotiations, interpersonal communication and discrimination and harassment issues. Six Sigma projects can be undertaken to address the discrimination and harassment by way of monitoring and compliance audit, systems for improved communication among employees and executives
Six Sigma projects can aim at overall organizational development with regards to improvements in the career and succession planning, leadership, change management, workplace planning and organization, performance improvement and communication programs.
Staffing, Training and Retention - One basic responsibility of the HR department is staffing, background checks, selection and training and retention of employees. They have to design and schedule training and development programs for new employees, as well as existing ones.
They also have to handle employee contracts for permanent and temporary employees and manage the process of relocation and outsourcing of employees. They have to manage the retrenchment issues and exit interviews. There can be projects like creating self-learning and evaluation modules for the employees.
Projects to improve the hit rate for job postings followed by quick responses to the applicants, reduction in unnecessary security checks and so on can be undertaken by the HR department as Six Sigma projects
From India, Pune
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 & maintaining high employee motivation & morale which are imperative to arrest most of the employee / personnel related problems like heavy attrition, irregular attendance, etc., few as mentioned by you.
In a Corporate scenario Low employee motivation & morale are a fallout of the following factors, identifying which is essential for necessary corrective action & improved functioning in future :-
1) No job satisfaction, ie job profile doesn't commensurate with the employee's knowledge, capability & skill sets. More often employee finds this after joining the job.
2) Poor pay scale/standards. Employee feeling that he / she's not being adequately compensated for the work done. This may pertain to a specific job/dept or across the entire work force.
3) Stressful work environment. This refers to both the people (boss &/or colleagues) at work & place (work comforts) of work.
4) Improper provision of fringe benefits to employees like health insurance, transport, subsidised food, delayed/no reimbursements, etc.
5) Improper Rewards & Recognition programs. In short not giving credit for the work done by the employee. This is over & above the usual salary paid to them.
6) Inadequate Induction & improper new policy communication (your point) & other training programs leading to poor knowledge of employee about his/her work & the company, leading to poor performance.
7) No Intranet (company web portal for employee & internal purpose(s) only) facility having all employee database (employee MIS, excluding financial & other confidential information) for work related access of regular employees.
8) Last but not the least is the prevalence of Favouritism/Nepotism, Bootlicking & Office politics leading to selection of employees by choice (of the selector) over merit, often being responsible for the company losing its valuable talent/employees.
9) Absence of any other relevant employee welfare program/policy.
Apart from the above, there could be more that one could think of & try to find solutions to the same by taking example from model companies/employer in similar industry, periodic interactive session with the employees, getting an external/third party to interact with the employees in an informal session to gauge their mindset through their (third party) feedback, appointing a qualified counsellor to address employee related issues (professional & personal) affecting work, organising skip level meetings every quarter, having an opendoor policy wherein employees are free to report anything wrong they may come across in the company without fear of any senior per the situation, having an ethics hotline telephone no for employees assuring confidentiality about their identity for reporting serious issues transgressing work & professional ethics, coaching & mentoring on professional & work maturity (being above all work related egos) & dealing strictly with any deviations found in subsequent (after the coaching) employee behaviour, etc.
Once you are able to bring reasonable control over the HR functions (through the above & more that you can think of), you would be in a better position to improve it further through the application of Six Sigma, per need.
As sought by you (something on the lines of a SS YB), you can start with VOE (Voice of Employee) program / initiative by seeking responses (through an objective type Questionnaire) from employees on a variety of issues related to their work, which will give you a fair idea of the company's current standing on the HR & related front & to proceed further accordingly.
From India, Pune
In a Corporate scenario Low employee motivation & morale are a fallout of the following factors, identifying which is essential for necessary corrective action & improved functioning in future :-
1) No job satisfaction, ie job profile doesn't commensurate with the employee's knowledge, capability & skill sets. More often employee finds this after joining the job.
2) Poor pay scale/standards. Employee feeling that he / she's not being adequately compensated for the work done. This may pertain to a specific job/dept or across the entire work force.
3) Stressful work environment. This refers to both the people (boss &/or colleagues) at work & place (work comforts) of work.
4) Improper provision of fringe benefits to employees like health insurance, transport, subsidised food, delayed/no reimbursements, etc.
5) Improper Rewards & Recognition programs. In short not giving credit for the work done by the employee. This is over & above the usual salary paid to them.
6) Inadequate Induction & improper new policy communication (your point) & other training programs leading to poor knowledge of employee about his/her work & the company, leading to poor performance.
7) No Intranet (company web portal for employee & internal purpose(s) only) facility having all employee database (employee MIS, excluding financial & other confidential information) for work related access of regular employees.
8) Last but not the least is the prevalence of Favouritism/Nepotism, Bootlicking & Office politics leading to selection of employees by choice (of the selector) over merit, often being responsible for the company losing its valuable talent/employees.
9) Absence of any other relevant employee welfare program/policy.
Apart from the above, there could be more that one could think of & try to find solutions to the same by taking example from model companies/employer in similar industry, periodic interactive session with the employees, getting an external/third party to interact with the employees in an informal session to gauge their mindset through their (third party) feedback, appointing a qualified counsellor to address employee related issues (professional & personal) affecting work, organising skip level meetings every quarter, having an opendoor policy wherein employees are free to report anything wrong they may come across in the company without fear of any senior per the situation, having an ethics hotline telephone no for employees assuring confidentiality about their identity for reporting serious issues transgressing work & professional ethics, coaching & mentoring on professional & work maturity (being above all work related egos) & dealing strictly with any deviations found in subsequent (after the coaching) employee behaviour, etc.
Once you are able to bring reasonable control over the HR functions (through the above & more that you can think of), you would be in a better position to improve it further through the application of Six Sigma, per need.
As sought by you (something on the lines of a SS YB), you can start with VOE (Voice of Employee) program / initiative by seeking responses (through an objective type Questionnaire) from employees on a variety of issues related to their work, which will give you a fair idea of the company's current standing on the HR & related front & to proceed further accordingly.
From India, Pune
Hi Abhishek,
It seems you work for a TS 16949 company. If I may ask you for a favour? can you share internal audit checklist ? I shall be thankful to you for the information. my email id is
Best Wishes
Vishwas H Watwe
From India, Aurangabad
It seems you work for a TS 16949 company. If I may ask you for a favour? can you share internal audit checklist ? I shall be thankful to you for the information. my email id is
Best Wishes
Vishwas H Watwe
From India, Aurangabad
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
From United Arab Emirates, Dubai
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
From India, Bangalore
..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
From India, Delhi
Hi Abhi,
I am planning to do the certification course in Six Sigma, I have 2 yr of exp. in HR. if you could help me, regarding the institutes names who provide the cources, that will be highly appriciated.
From India, Mumbai
I am planning to do the certification course in Six Sigma, I have 2 yr of exp. in HR. if you could help me, regarding the institutes names who provide the cources, that will be highly appriciated.
From India, Mumbai
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
From India, Delhi
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
From India, Mumbai
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