Dear All, pls guide me for fishbone diagram ( cause & effect ) for following effects : attrition , absentism , overtime Regs. Abhay
From India, Mumbai
Learning & Teaching Fellow (retired)
Engineer-aerospace & Marine
Manager - Hr
Hr Executive
Amith R Murthy
Hr Executive
Ramesh Rajagopal
Sr. Manager-business Excellence
Hr Generalist
Executive - Hr

Use factoHR and automate your HR processes

Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.


Dear all,
cause & effect diagram looks like fish so called as fish bone diagram . it is one of the problem solving tool . For data analysis & presentation purpose my top management wants this so pls help me.
is there need to change the forum?

From India, Mumbai


Check out the following:

When should a fishbone diagram be used?

Does the team...

Need to study a problem/issue to determine the root cause?

Want to study all the possible reasons why a process is beginning to have difficulties, problems, or breakdowns?

Need to identify areas for data collection?

Want to study why a process is not performing properly or producing the desired results?

How is a fishbone diagram constructed?

Basic Steps:

Draw the fishbone diagram....

List the problem/issue to be studied in the "head of the fish".

Label each ""bone" of the "fish". The major categories typically utilized are:

The 4 M’s:

Methods, Machines, Materials, Manpower

The 4 P’s:

Place, Procedure, People, Policies

The 4 S’s:

Surroundings, Suppliers, Systems, Skills

Note: You may use one of the four categories suggested, combine them in any fashion or make up your own. The categories are to help you organize your ideas.

Use an idea-generating technique (e.g., brainstorming) to identify the factors within each category that may be affecting the problem/issue and/or effect being studied. The team should ask... "What are the machine issues affecting/causing..."

Repeat this procedure with each factor under the category to produce sub-factors. Continue asking, "Why is this happening?" and put additional segments each factor and subsequently under each sub-factor.

Continue until you no longer get useful information as you ask, "Why is that happening?"

Analyze the results of the fishbone after team members agree that an adequate amount of detail has been provided under each major category. Do this by looking for those items that appear in more than one category. These become the 'most likely causes".

For those items identified as the "most likely causes", the team should reach consensus on listing those items in priority order with the first item being the most probable" cause.

From India

CHk this JSF
From India, Bangalore

Attached Files (Download Requires Membership)
File Type: pdf tocitehr_566.pdf (868.1 KB, 601 views)

Amith R Murthy

Dear Girish,
I have forwarded you that material. Let me know was it of any use for you. If not just send me sample of cause and effect diagram and let me try to do it for the topics that you have mentioned.
Amith R.

From India, Bangalore
Ramesh Rajagopal

Hi Abhay
Below are the steps for Cause and Effect diagram
Let us take example of Attrition
1. Select team members for Brain storming
2. Schedule 30 minutes & ask members to write in a post-it note the reasons for attrition (one post it per reason)
3. Every one should participate & no one should comment or critisize others ideas.
4.You will get approx 60-100 points. Notedown all the points & group them together.Select suitable heading. In attrition case the headings may be Management, Employee, Systems and external environment (it may vary from company to company)
5.Each group becomes one of the branch in your fish bone diagram.
6. For each point ask why -5 times to get the root cause of the problem
7. Highlight the significant rootcauses and act on them using 3 W1H format (What action, How,Who and When)
If you need more guidance, contact
Regards PR

From Singapore, Singapore

Dear PR,
Can u give typical causes for mentioned effects. Brainstorming is possible when the personnel participating in it having that much caliber & interest .
if possible pls help
email :

From India, Mumbai
Ramesh Rajagopal

Dear Girish,

I can help you but the causes are my assumptions and may not be facts in your company.

For Attrition below are some of the causes

No Career growth

No/poor basic facilities

Poor salary (this is the one cause most people like,but it is not the truth!!!)

No/Poor transportation

Leave policy

No employee engagement programs

Poor performance appraisal

No motivation

Poor treatment from superiors (there is a famous saying "People leave because of their bosses,not because of the company)

Poor retention policy

Opportunities outside

Location of the company

and many more .....(Infact when you do a brain storming you will get 100 of such causes)

After collecting them, make 4-5 groups with appropriate headings.In the above case, you can make the following groups

1. Company - Policy ,systems,salary,facility related points

2. Employee - Growth,learning,over qualification etc...

3. External environment - Opportunities , MNC effect et...

4. Internal environment - Boss , peers, motivation etc.......

Now draw Cause and Effect diagram (Hope you know how to draw it)

Then drilldown each of the causes using 5 why analysis


employees not clear about career growth


They are not appraised about it


No system in HR for this

(Note: In most of the cases you will get the root cause in 3rd or 4th WHY)

After getting the root cause , plan counter measures.

In the above case "No System for mapping & communicating the career growth" is the root cause, and action point is "Introduce System"- atleast for key employees.

counter measure is Just opposite to the root cause .............

But remember, this is very subjective.Unless the person doing the analysis is experienced(competative) you end up in wrong root causes!!!!

My suggestion is learn it by experience .Take expert guidance if required.

Again, feel free to contact me if you need more assistance on this



From Singapore, Singapore
Amith R Murthy

Dear Girish,
I think you can go with PR and just think on which of those reasons are applicable for your company also that will help you in a better way and thus you can get your cause and effect diagram done.
More over as mentioned by PR who ever gives your the reasons you are the best person to finalise it since it is only you who can know the problem in your company. I hope it is clear for you now. All the best........
Amith R.

From India, Bangalore

The Cause and Effect Diagram (a.k.a. Fishbone)

By Kerri Simon

When utilizing a team approach to problem solving, there are often many opinions as to the problem's root cause. One way to capture these different ideas and stimulate the team's brainstorming on root causes is the cause and effect diagram, commonly called a fishbone. The fishbone will help to visually display the many potential causes for a specific problem or effect. It is particularly useful in a group setting and for situations in which little quantitative data is available for analysis.

The fishbone has an ancillary benefit as well. Because people by nature often like to get right to determining what to do about a problem, this can help bring out a more thorough exploration of the issues behind the problem - which will lead to a more robust solution.

To construct a fishbone, start with stating the problem in the form of a question, such as 'Why is the help desk's abandon rate so high?' Framing it as a 'why' question will help in brainstorming, as each root cause idea should answer the question. The team should agree on the statement of the problem and then place this question in a box at the 'head' of the fishbone.

The rest of the fishbone then consists of one line drawn across the page, attached to the problem statement, and several lines, or 'bones,' coming out vertically from the main line. These branches are labeled with different categories. The categories you use are up to you to decide. There are a few standard choices:

Table 1: Fishbone Suggested Categories

Service Industries

(The 4 Ps)

________________________________________ Manufacturing Industries

(The 6 Ms)

________________________________________ Process Steps

(for example)


• Policies

• Procedures

• People

• Plant/Technology • Machines

• Methods

• Materials

• Measurements

• Mother Nature


• Manpower

(People) • Determine Customers

• Advertise Product

• Incent Purchase

• Sell Product

• Ship Product

• Provide Upgrade

Once you have the fishbone completed, you are well on your way to understanding the root causes of your problem. It would be advisable to have your team prioritize in some manner the key causes identified on the fishbone. If necessary, you may also want to validate these prioritized few causes with a larger audience.

The enclosed fishbone template can be used.

For more on the same please visit: http://www.isixsigma.com/library/content/t000827.asp

************************************************** ******



From India, Hyderabad

Attached Files (Download Requires Membership)
File Type: doc fishbone_template_194.doc (35.5 KB, 667 views)

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2022 CiteHRฎ

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server