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