Dear All,
I call upon everybody's guidance/help as I need to complete one HR process improvement project using Six Sigma methodology in the recruitment process in our organization. Your tips and advice will be valuable to me. Need your guidance. I am sure it will benefit not just me but all in our HR network.
Regards, Jagdish V.
From India, Mumbai
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1I call upon everybody's guidance/help as I need to complete one HR process improvement project using Six Sigma methodology in the recruitment process in our organization. Your tips and advice will be valuable to me. Need your guidance. I am sure it will benefit not just me but all in our HR network.
Regards, Jagdish V.
From India, Mumbai
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Hi Jagdish,
Using Six Sigma methodology in the recruitment process in our organization.
Let me introduce myself as Dr. Venkat Rao, having about 12 years of experience in Lean and Six Sigma methodology in the automobile, service, and engineering industry.
I am suggesting the following methodology is useful for your project: There is no need to use Six Sigma tools for all projects. Your project is very simple, and we can significantly improve your existing process with the help of Lean Implementation.
The initial step is to map your existing recruitment process - detailed mapping is essential. While mapping this process, please seek assistance from your senior colleagues. Later, link processes and identify the actual processing time and waiting time for each activity. This is referred to as the As-Is Situation Value Stream Mapping.
Analyze the existing process flow for improvement opportunities.
For example, you may be seeking help from external HR consulting firms to hire people. Do you have a relevant database? Do you possess detailed job descriptions? What are the lead times for searching for a Senior Executive and a Junior Executive?
Please come up with relevant lead times for the above-mapped process.
Try to analyze these steps and come up with solutions to design the future state Value Stream Mapping.
Identify errors - examples are as follows: How many times have candidates refused job offers? How many times have you refused candidates? Sometimes we call candidates for interviews, but the concerned technical department manager may not be available for the interview - determine this frequency.
Recruitment depends on various inter-departments and external HR consulting firms.
Analyze this entire cycle and come up with an optimized process flow.
For further details, feel free to email me at venkatrao.2008@rediffmail.com.
All the best.
From India, Perungudi
Acknowledge(0)Amend(0)
Using Six Sigma methodology in the recruitment process in our organization.
Let me introduce myself as Dr. Venkat Rao, having about 12 years of experience in Lean and Six Sigma methodology in the automobile, service, and engineering industry.
I am suggesting the following methodology is useful for your project: There is no need to use Six Sigma tools for all projects. Your project is very simple, and we can significantly improve your existing process with the help of Lean Implementation.
The initial step is to map your existing recruitment process - detailed mapping is essential. While mapping this process, please seek assistance from your senior colleagues. Later, link processes and identify the actual processing time and waiting time for each activity. This is referred to as the As-Is Situation Value Stream Mapping.
Analyze the existing process flow for improvement opportunities.
For example, you may be seeking help from external HR consulting firms to hire people. Do you have a relevant database? Do you possess detailed job descriptions? What are the lead times for searching for a Senior Executive and a Junior Executive?
Please come up with relevant lead times for the above-mapped process.
Try to analyze these steps and come up with solutions to design the future state Value Stream Mapping.
Identify errors - examples are as follows: How many times have candidates refused job offers? How many times have you refused candidates? Sometimes we call candidates for interviews, but the concerned technical department manager may not be available for the interview - determine this frequency.
Recruitment depends on various inter-departments and external HR consulting firms.
Analyze this entire cycle and come up with an optimized process flow.
For further details, feel free to email me at venkatrao.2008@rediffmail.com.
All the best.
From India, Perungudi
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Lean Process Flow - Recruitment.xls
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