Hi Friends,
I am in need of some Six Sigma project examples in the following HR Process Areas:
1. To decrease the Recruitment Cost
2. To decrease the Payroll Errors
3. To increase the Employee Boarding Cycle Time
4. To increase the Recruitment Effectiveness
5. To decrease the Attrition Rate
Since we are working on Six Sigma projects in all these areas, we need guidance throughout the project execution. I need to form a group to debate/brainstorm on these projects, which will help in mutual learning. I invite HR professionals from different industries to join me.
Regards,
Suresh Kumar
Email: info@rtw.co.in
From India
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1I am in need of some Six Sigma project examples in the following HR Process Areas:
1. To decrease the Recruitment Cost
2. To decrease the Payroll Errors
3. To increase the Employee Boarding Cycle Time
4. To increase the Recruitment Effectiveness
5. To decrease the Attrition Rate
Since we are working on Six Sigma projects in all these areas, we need guidance throughout the project execution. I need to form a group to debate/brainstorm on these projects, which will help in mutual learning. I invite HR professionals from different industries to join me.
Regards,
Suresh Kumar
Email: info@rtw.co.in
From India
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Hi Suresh, I am not very much into Six Sigma but when in doubt, I generally refer to the following blog Six Sigma Blogs at the iSixSigma Blogosphere. Hope it sorts out all your queries too. Thanks & Regards, AJ
From India, Thana
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From India, Thana
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Hi Suresh,
Before starting your Six Sigma project, you need to identify the below-mentioned points:
1. To decrease the Recruitment Cost - Identify the areas where your money is involved, analyze, brainstorm with your superiors and coworkers about how you can reduce it.
2. To decrease the Payroll Errors - I am not a payroll guy. Sorry.
3. To increase the Employee Boarding Cycle Time.
4. To increase the Recruitment Effectiveness - Make sure that you have some data collected to understand where your recruitment process is heading. Without data, you cannot undertake any Six Sigma project. Find out the weak and strong points of your recruitment process and you will find the causes which are affecting it badly. Work towards those areas and create an action plan. Give it a deadline.
5. To decrease the Attrition Rate - Motivate your coworkers in such a way that they should feel job satisfaction even if you don't give them monetary benefits. Help and advise them on career prospects and growth opportunities, provide transparency to reach you and discuss any issues. Very important, encourage them to give ideas and accept their suggestions and make them feel that you are working on it and consider them an important part of any project needing their help. People who want to grow in this competitive industry will definitely be impressed and work hand in hand with you. If possible, reward them for small achievements. Make them feel that you value them and are proud to have them on your team. Create a high-performance team with your attitude.
Let me know if you have any further questions.
Devendra Parmar
Co-Recruiter :)
From India, Mumbai
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Before starting your Six Sigma project, you need to identify the below-mentioned points:
1. To decrease the Recruitment Cost - Identify the areas where your money is involved, analyze, brainstorm with your superiors and coworkers about how you can reduce it.
2. To decrease the Payroll Errors - I am not a payroll guy. Sorry.
3. To increase the Employee Boarding Cycle Time.
4. To increase the Recruitment Effectiveness - Make sure that you have some data collected to understand where your recruitment process is heading. Without data, you cannot undertake any Six Sigma project. Find out the weak and strong points of your recruitment process and you will find the causes which are affecting it badly. Work towards those areas and create an action plan. Give it a deadline.
5. To decrease the Attrition Rate - Motivate your coworkers in such a way that they should feel job satisfaction even if you don't give them monetary benefits. Help and advise them on career prospects and growth opportunities, provide transparency to reach you and discuss any issues. Very important, encourage them to give ideas and accept their suggestions and make them feel that you are working on it and consider them an important part of any project needing their help. People who want to grow in this competitive industry will definitely be impressed and work hand in hand with you. If possible, reward them for small achievements. Make them feel that you value them and are proud to have them on your team. Create a high-performance team with your attitude.
Let me know if you have any further questions.
Devendra Parmar
Co-Recruiter :)
From India, Mumbai
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Hi Suresh,
Please study the existing recruitment process that is followed in your organization and create a process flow for the same. Brainstorm with different stakeholders who are involved (process owners) to sort out the critical areas that need attention. For example, to decrease the cycle time of getting candidates in, we have to define an SLA-driven process with some controls and checkpoints at various levels to ensure compliance. This will also help you track the time taken to close every position.
Warm Regards,
Bhavani Krishnamoorthy
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Please study the existing recruitment process that is followed in your organization and create a process flow for the same. Brainstorm with different stakeholders who are involved (process owners) to sort out the critical areas that need attention. For example, to decrease the cycle time of getting candidates in, we have to define an SLA-driven process with some controls and checkpoints at various levels to ensure compliance. This will also help you track the time taken to close every position.
Warm Regards,
Bhavani Krishnamoorthy
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