iSixSigma

Samir Talwar

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  • #94197

    Samir Talwar
    Member

    Hi Indresh,
    apart from the process metrics mentioned the following will be of some improtance.
    1. Feedback from exit interviews – This can actually throw a lot of data on our recruitment and employees stay during the course of his stay in the organization. This is like churn analysis which can help in improving rest of HR processes.
    2. In recruitment process – there could be a detailed requirement sheet and compare scores by an evaluating function (and not the line manager) and see suitability of candidate. This is the single most critical process which can make or mar any organization.
    3. Training effectiveness scores – everbody talks a lot about it but rarely gets deployed effectively to link with c-sat or e-sat.
    4. No of job enrichments and enlargements.
    payroll process though critical has become a basic requirement I don’t think it has any significant impact on e-sat.
    I hope it will give some direction to your thought process.
    Regards
    Samir
     
     

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    #93975

    Samir Talwar
    Member

    Hi Brij, taking fix is part of the structure methodology ( as fix stops bleeding) but it is important that after taking a fix we ensure that a control plan is there for permanent actions. This (taking fix) will not only help in getting the buy-in of stakeholders but their involvement in working for permanenet solutions wherein one can use FMEA and other tools.
    Anyway fix is to immediately correct if any thing is going wrong. Also a great deal (upto 1 sigma, if you are below 90% performance yield) improvement can happen by using fix for  low hanging fruits.

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