:icon10: Dear All,
I cal upon everybodys guidance / help as i need to Complete one HR process improvement project using Six Sigma methodology in recruitment process in our Organisation.
Your tips and advise will be valuable to me.
Need your guidance. I am sure it will benefit not just me but all in our HR network.
Regards,
Jagdish V.
:icon1:
From India, Mumbai
1I cal upon everybodys guidance / help as i need to Complete one HR process improvement project using Six Sigma methodology in recruitment process in our Organisation.
Your tips and advise will be valuable to me.
Need your guidance. I am sure it will benefit not just me but all in our HR network.
Regards,
Jagdish V.
:icon1:
From India, Mumbai
Hey 14 views no response........ strange ........ common gys / gals ..... i know its difficult but give it a try. Jagdish V
From India, Mumbai
From India, Mumbai
Hi Jagdish,
using Six Sigma methodology in recruitment process in our Organisation.
let me introduce myself as Dr. Venkat Rao having about 12yrs of exp in lean and six sigma methodology in automobile, service and engg industry.
i am suggesting following methodology is useful for your project: There is no need to fit Six Sigma Tools for all projects. Your project is very simple and we can improve your existing process dramatically with the help of Lean Implementation.
Initial step - map your existing recruitment process - very detailed mapping is essential. While mapping this process - pls take assitance from your sr.colleagues.
Later link processes. Identify, actual processing time and waiting time for each and every activity. This is called As Is Situation Value Stream Mapping.
Analyse existing process flow for improvement opportunities.
eg: you may be taking help from external HR Cosnulting firms to hire people. Whether, you're having relevant database or not. Whether you're having detailed job description with you or not. What is the lead time for searching Sr. Executive and same for Jr. Executive.
Pls come up with relevant Lead Times for above mapped process.
Try anlayse these steps and come up with solutions to design future state Value Stream Mapping.
Identify Errors -- examples are follows-
How many times candidates refused to take offer?
How many times you have refused candidates?
Some times we are calling candidate for interview - but, concern tech dept manager may not avilable to interview the candidate - come up with this frequency
Recruitment is depending on various interdepartments and external HR consulting firms.
So, analyse this entire cycle and come up optimized process flow.
for further details feel free to mail me at
all the best.
From India, Perungudi
using Six Sigma methodology in recruitment process in our Organisation.
let me introduce myself as Dr. Venkat Rao having about 12yrs of exp in lean and six sigma methodology in automobile, service and engg industry.
i am suggesting following methodology is useful for your project: There is no need to fit Six Sigma Tools for all projects. Your project is very simple and we can improve your existing process dramatically with the help of Lean Implementation.
Initial step - map your existing recruitment process - very detailed mapping is essential. While mapping this process - pls take assitance from your sr.colleagues.
Later link processes. Identify, actual processing time and waiting time for each and every activity. This is called As Is Situation Value Stream Mapping.
Analyse existing process flow for improvement opportunities.
eg: you may be taking help from external HR Cosnulting firms to hire people. Whether, you're having relevant database or not. Whether you're having detailed job description with you or not. What is the lead time for searching Sr. Executive and same for Jr. Executive.
Pls come up with relevant Lead Times for above mapped process.
Try anlayse these steps and come up with solutions to design future state Value Stream Mapping.
Identify Errors -- examples are follows-
How many times candidates refused to take offer?
How many times you have refused candidates?
Some times we are calling candidate for interview - but, concern tech dept manager may not avilable to interview the candidate - come up with this frequency
Recruitment is depending on various interdepartments and external HR consulting firms.
So, analyse this entire cycle and come up optimized process flow.
for further details feel free to mail me at
all the best.
From India, Perungudi
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