Forum Replies Created
Forum Replies Created
February 22, 2010 at 6:27 pm #189596
Can you categorize the info requests in a logical fashion (ie project status, financial info, training status, etc)? If so, you can do a pareto by request volume, another one by mean response time by category and then another by total response time by category (volume * mean response time).
Your question was a little vague, so additional detail would help.0February 22, 2010 at 6:22 pm #189595
I have an informal list in my head of the Top Ten most popular bad LSS projects I’ve ever seen. Reducing hiring cycle time would be in my top 5, easy.
I haven’t seen too many projects go bust because the BB couldn’t do Response Surface Analysis. However, I have seen a bunch go bad because the BB didn’t understand his/her CTQ’s.0February 22, 2010 at 3:44 pm #189590
Talk to your project sponsor. As HACL alluded to, as its scoped right now this is a bad project. You could pick a resume at random, offer that person 20% over market value and you’ll cut recruiting time in half – is that what you’re looking for?
A better goal would be to reduce the CT from the time the job is posted until the hired candidate is meeting minimum performance requirements. You could look at the last XX candidates you’ve hired, plot their performance metrics from hire date to current, find the mean time to hit performance and target a 30% reduction in that time period. You may actually end up INCREASING your recruiting time (but I doubt it), but you’ll make your recruiting process more effective (by identifying better recruiting channels, candidate traits &/or skillsets, interviewers & methodologies, etc).
I would guess that you may also find out that you really don’t currently have an effective method for measuring the performance of the new-hires once they’re brought in.
Look at the current performance ratings of the last xx candidates you’ve hired.0February 17, 2010 at 12:51 pm #189461
There are no required certifications to facilitate/train.0February 8, 2010 at 8:49 pm #189186
So if people think that Toyota has safety/quality problems substantially worse than the rest of the field as a result of the apocalyptic media reports and despite all data to the contrary, how is that NOT a perception problem?
I can’t think a single manufacturing company on the planet (let alone an auto manufacturer) that has shut down its entire production line AND initiated recalls of such a comprehensive scope to correct a problem of ANY magnitude, let alone one that seems to be as limited as this one. The number of actual complaints and incidents is miniscule compared to the number of vehicles being recalled. I doubt there’s a top ten auto manufacturer that doesn’t currently have an outstanding safety issue on par with Toyota’s. But we don’t see them shutting down lines.
For some reason (cough cough Government Motors cough ahem cough), this issue got real big real fast. But Toyota will come out better for it.
For the record, I don’t have a dog in the fight – I don’t currently nor have I ever owned a Toyota and I’ve never worked for Toyota (though I did work for a Tier II supplier). But after some initial foot-dragging, Toyota stepped up bigger than anybody else would have. And that’s something to be applauded.0February 8, 2010 at 8:37 pm #189184
We provide yellow belt training (aka white belt / LSS awareness / Skippity-dee-doo, etc) to 100% of our non-managers, but we use it more for change management purposes more so than just getting everybody speaking the same language.
Our organization has gone through multiple cost-cutting initiatives that were created almost solely to reduce headcount under the guise of process improvement. So naturally, people were extremely weary and skeptical when we began the LSS deployment. So we use the yellow belt training to demonstrate our commitment to their professional development and reinforce the value they can contribute to the organization’s success. We’re very direct when talking about the previous initiatives and how we’re focused on shifting resources away from NVA activities and towards VA activities – not reducing headcount. We highlight how we use LSS tools to create organic growth to ensure that we all have jobs a year from now.
So for us, providing them with the basic skillsets they need to contribute to improvement projects is secondary to minimizing resistance to what we’re trying to accomplish. It’s been very successful at taking people who were actively hostile to our deployment and getting them involved in the processes.
0February 6, 2010 at 2:32 pm #189113
The number of verified gas pedal issues is than less the number of incidents listed in the links above. After initially handling the issue as GM, Ford or Chrysler would have done, Toyota took the drastic and almost unprecedented step to do themassive recall. It would be akin to stopping their entire production line because a worker found a couple loose bolts in the drive train of one car.
I’m nottrying to minimize the seriousness of the issue or the tragedies involved, but the gas pedal issue reflects Toyota’s commitment to quality rather than their lack of it.0February 5, 2010 at 5:15 pm #189096
Toyota has a quality perception problem rather than a quality problem.
Here are some recent safety issues identified by the NHTSA;
Ford F-150 pickups (2004-2006): 225 reports of random airbag deployments while vehicle is in motion
Chevy Cobalt (2005-2009): 1,132 complaints of power steering failures
BMW 325 (2006): Master cylinder seal leakage potentially causing brake failure.
For some reason, probably the horrific details behing the state trooper crash, the Toyota issues gained media traction.0February 3, 2010 at 8:32 pm #189030
That may be true, but usually there’s a precipitous tipping point between “intellectual curiosity” and “tinfoil hat”.
0February 3, 2010 at 8:17 pm #189028
Do you listen to Art Bell?
Are you Jim Garrison?0February 3, 2010 at 5:27 pm #189014
Chennai is wayyyy better. Bangalore stole my girlfriend, got me fired from my job & stabbed my dad0January 25, 2010 at 6:39 pm #188656
Personally, I prefer to think of iSixSigma’s newb unfriendliness more as a rite of passage. I’m of the opinion that American culture’s lack of a single traditional rite of passage into manhood (or womanhood) is to blame for much of society’s ills. There’s a lot to be said for being made to run a gauntlet to gain acceptance versus just having some presumed entitlement to respect and/or maturity. Rumspringa for the Amish, ingestion rituals for the Etoro tribes or berserkergang for the Vikings – all demanding yet valuable periods for any ascendence to manhood.
I still consider myself relatively new to the forum and I think that respect needs to be earned with every post. And if I retreated at the first sign of any assault on my opinions or intellect, then I really wouldn’t merit any respect in the first place. If someone can’t take rudimentary disparagement for their initial lack of insight, research or brainpower, then I don’t think this forum would be the worse for their absence. But it they take the “feedback” as its intended, they’ll be better for it and well-prepared for what faces them in the future.0January 18, 2010 at 8:14 pm #188488
I don’t think that’s an apples-to-apples comparison. Even if it was so, a 5 second google search found this;
Why doesn’t Villanova have the same thing specific to it’s LSS training program (all it does is reference isixsigma’s salary survey)? If there is hard data supporting the hypothesis that some “prestigious” online LSS training provider’s certification is worth more on the job market than some certification mill’s, I’d love to see it.
0January 18, 2010 at 8:02 pm #188487
I completely agree with the need to differentiate corporate training deployments from individual training providers. But the original post in this thread is far from being the first to ask this question. I would guess that it (or its close brethren) is the single most popular question in this forum. Right or wrong, people are looking for shortcuts to LSS certification. So we can continue poo-pooing their character and moral turpitude or we can demonstrate the error of their thought process. If someone knew that the likelihood of scoring an $85k/year job after completing Villanova’s BB program was practically nil, I think we’d have far fewer people following that path. And if MoreSteam / BMG / Air Academy / Watsamatawit U can show a quantifiable ROI on their open enrollment training, then they should do it.0