Dinesh Divekar
Business Mentor, Consultant And Trainer
Sharmavk05
Consultant
Tapash Dey
Service

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Hello everyone, I'm working in Human Resources department at a manufacturing industry and want to fully utilise Failure mode effect analysis (FMEA)
can you please help me to start with some example points of failure modes in HR department process includes HRM, Industrial Relations(IR), welfare, security, Occupational health sections. Reply with some failure modes in this department.(specially IR)

Dear Jitendra,
Failure Mode Effect Analysis (FMEA) is a powerful tool used in the production. An FMEA is often the first step of a system reliability study. It involves reviewing as many components, assemblies, and subsystems as possible to identify failure modes, and their causes and effects. For each component, the failure modes and their resulting effects on the rest of the system are recorded in a specific FMEA worksheet. There are numerous variations of such worksheets. An FMEA can be a qualitative analysis, but may be put on a quantitative basis when mathematical failure rate models are combined with a statistical failure mode ratio database. For further information click the following link to refer article on FMEA on Wikipedia:
https://en.wikipedia.org/wiki/Failur...fects_analysis
HR department does not produce any product as such. Most of the HR processes are repetitive. Therefore, what you need to check is whether the HR processes like recruitment, training, payroll processing are standardised. Secondly, you may develop a checklist for each process or sub-process.
Probably by introducing FMEA, you would like to make HR work as error-proof as possible. Yes, your intention is laudable but then FMEA is bit misplaced in the HR department. Your focus will remain on keeping the HR department efficient. But then what about effectiveness of the HR department?
As a HR professional, you may focus on improve the effectiveness. To do this, you may start measuring ROI of various HR processes like recruitment, training etc. If you do that, it will help you strengthening your image.
Thanks,
Dinesh Divekar

Yes Of course, you can FMEA. For all the HR Processes like training & compliance you can use the FMEA tool for process risk assessment & improve the process accordingly. It is not compulsory that you can use this tool in production only. By FMEA you can make your HR system error proof. After that you can check effectiveness also. Suppose a case where you try to check the effectiveness of training & after checking effectiveness you find out that training is not effective due to poor training system , by doing FMEA your process will be more strong & reduction in error will be noted.
Its depends on skills of the HR persons to understand about the FMEA in a proper manner.
Yes, Of course. It will increase "Analytical Ability" and capability building of HR/ IR team.
Definitely FMEA is possible to be used in Strategic HT initiatives -Like TPM , SGA and 5S also can be used in office atmosphere .
If somebody is in retail outlets can actually calculate how much time does the outlet takes from the time customer enters to his exit and close the sale or not close the sale , similarly for healthcare Rgds Prof Tapash Dey

Kindly read as Strategic HR Initiatives -
This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™