Hi, Can anyone share his / her experience by using 6 sigma for improving HR department efficiency? BR, Rebecca
From Hong Kong

Understand the behavioral aspects at individual as well as organizational level →
Promoted: IIM Raipur Executive Development Program In Human Resource Management
Dear All,
6 sigma means least chances to make mistakes so it can be initiated in any dept Also in HR.
Having all the reports in formats, having tracking machenism.
For eg: Training
If at the time of audit u say u made quterly plans for training than the auditor will ask for the calender, feedback form, attendance sheet etc so the complete process should be documented.
I hope this helps...

From India, Mumbai
HI friends
It is a wonderful thought to have Six sigma extended for HR. The Modus operandi itself would be quite intersting. Pl post if any value added information and keep the chain of information strong.
A goodday for all.

From India, Hyderabad
Hi Friends,

Assuming that all of you are conceptually clear what Six Sigma is. Six Sigma is a disciplined, data-driven approach and methodology for eliminating defects (driving towards six standard deviations between the mean and the nearest specification limit) in any process -- from manufacturing to transactional and from product to service. By this definition you can easily say it is a disciplined, data-driven approach for eliminating defects (undesireable step/desireable state against criteria of quality and cost) in any process. To achieve Six Sigma, a process must not produce more than 3.4 defects per million opportunities. You can use these six sigma tool for mapping and rectifying HR process. Other wise you can blend tools of six sigma (Control Chart, Defect Measurement, Pareto Diagram, Process Mapping , Root Cause Analysis , Statistical Process Control and Tree Diagram) with HR Score card to do HR audit. Because six sigma goes after defects per million opportunities (DPMO) It may be hard for some to identify opportunity points in HR without trained eyes. In production it is quite easier.

Arvind Singh


From India, New Delhi
Hi All,

Arvind mentioned 6 Sigma in a very nice way. Thought of adding a bit into this topic so that it benefits our efforts of initiating some new ideas into HR. 6 sigma problem solving approach has the following steps--

1. Identification of customer (internal / external depending on the case) requirements.

2. Identification of a project.

3. Identification of the measures

4. DMAIC / DMADV ( Define, Measure, Analyse.Improve, Control / Define, Measure, Analyse, Design, Verify)

Here, Define means Determine project, objectives, scope..., Measure means process performance parameters, data to quantify,cost to quality in service measures...., Analyse means analayzing the root causes for deviations....,Improve means interventions to improve the processes and restrict deviations.... Control means implementation of a system to control and maintain the performance over time. In the other case Design is to design a new system to change the routine way or to design some new systems, Verify is to verify if the new design and it's review to meet the actual results that the design change intended to have.

With this we can setup a basic 6 sigma structure to monitor various initiatives in HR. There is a lot more to it but this can get the ball rolling for 6 sigma implementation.

Some examples where this can be effectively used today could be related to HRIS ( correct info), correct and timely responses to querries, employee transfers (effective settling of employees and being productive after transfers), training (measure of effectiveness at job performance after training), retention initiatives.



From United States, Houston
while working with HCL we reduced trainings duration both induction/ skills based from a earlier 15-30 days to 1 week by incorporating six sigma techniques. we made extensive use of web based CBTs, knowledgem management "FAQs database" which helps in pushing the learning curve to very steep levels.

From India, Delhi

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