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  • #31363

    Shashona
    Member

    Hi everyone…
    I am looking for some good info (internet or books) to implement six sigma in HR management..i am doing my MBA thesis on the attainment of people excellence in my company….currently our performance appraisal system is not working….can Six sigma help me to improve this system….
    Thanks
    shona

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    #82611

    CSSBB
    Participant

    FIrst of all, a few questions:

    What do you mean by, “not working”?  How would you know if it was working?
    Who are the customers of the performance appraisal process?
    What are their KPOVs (key process output variables)?
    Secondly, I would think you could treat prefomance appraisal as you would any other measurement system.  You need to ensure it’s valid (Does it measure what you want it to measure?), unbiased (close to the “true” measure of performance), stable (unchanging over time), linear (accurate across the entire range of measurement), repeatable (does the same appraiser rate the individual the same in repeated trials), and reproducible (do different raters produce the same results).
    From my experience performance appraisal measurements are invalid (measure likeability and political skill, rather than true performance, measure the coaching and leadership skills of the person’s manager, and not the person, measure the cultural barriers to performance), extremely biased, unstable, and lacks reproducibility.  There has been much written in the literature about the problems with perfomance appraisal, (halo effect, etc.), and as Deming aptly pointed out, performance is subject to common and special causes of variation.  Most raters mistake common cause variation with special cause variation, which leads to tampering.
    Much better to have perfomance planning where measureable objectives are set, needed resources to achieve those objectives determined and made available, with periodic coaching to ensure the objecxtives are met.
    If your heart is set on books, I’d recommend Donald Wheeeler’s Evaluating the Measurement Process, AIAG’s MSA Manual, Betsi Harris Ehrlich’s Transactional Six Sigma and Lean Servicing, and of course, Quality Council of Indiana’s CSSBB Primer, still the reigning champ of six sigma references.
    Regards and good luck!

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    #82632

    LMiller
    Participant

    Your question “What do you mean not working?” is the key question. The purpose of performance appaisal is only in a small part to be able to reliably say person A is better then person B. I would argue that 90% of the purpose of performance appraisal is to have an affect on the person appraised. It is a development tool and the important issue is “does it provide the appraisee with feedback, guidance, coaching, encouragement that will improve their performance?”
    Therefore many of the reliability measures are irrelevant. You could have a six sigma reliable appraisal measure that would be useless as a coaching/development tool.
    I agree that measuring performance is a much better way to “judge” the person; while more subjective, qualitative and behavioral observations are more useful as a development tool. I would also argue that frequency and immediacy of feedback are also more critical factors than a reliable annual appraisal.
    LMM
     
     

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    #82656

    MMartin
    Participant

    You may want to consider using the Oregon Productivity Matrix as a filter once you’ve set your metrics in place. It’s very effective and simple to apply. If your interested I can email a PPT file.
     
     

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    #82669

    tim dyson
    Member

    If you use the balanced scorecard for HR rather than Six Sigma, you get a clear outcome which is measurable by any standard.
     
     

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    #82671

    Dr. Ted
    Participant

    But…If you want to understand why HR processes are not working, use 6S to look both inside and outside of HR. HR is generally where I start bringing 6S into an enterprise. Think about it: HR touches everyone in the enterprise. If you want to “empower” the enterprise to change, HR is a great (and dangerous) place to start. Besides you want an well “rounded” (MBA) education before you get thrown to the wolves in the real world!
    :)
    Dr. Ted
     
     

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    #82757

    Shashona
    Member

    Hi Dr Ted
    Thanks for the reply
    Can you please give me an example using HR of how i can apply 6S to it…..I want to focus on the employee performance appraisal system. The employees are very unhappy about the system. I need to determine why its not working. Part of my thesis requires me to do a questionnaire. can you suggest how i can use a questionnaire in this regard….
    Thanks
    shashona
     

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    #82836

    CSSBB
    Participant

    Again, the key issue is validity.  Does a performance appraisal really measure performance?  I’ve never seen one that does.

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    #83034

    torres
    Participant

    Hi Shashona,I’m just completing a 6S project which has been looking at our performance management process. Our CTQs were frequency of review and quality of output. As a previous respondent has said, the customers of this process require timely and appropriate feedback, it’s no good waiting 12 months to deliver an appraisal. CTQ Flowdown Presentation Download [Microsoft PowerPoint, 110 KB]As our process is so “broken”, we’ve taken a 2 stage approach. The first aim is to make sure that review sessions take place on a monthly basis and that the output from these reviews is meaningful. Once this settles down we plan to re-visit to examine the consistency of scoring piece. A recent MSA indicates a signficiant degree of variation within the scoring model.Kind regards, Julia.

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    #85051

    Lilian
    Participant

    Hi all
    Similar to Shashona, we are a bunch of 4 MBA participants exploring 6 Sigma in the arena of HR. We are doing a study on 3M in July, but are now scouting for information that could help us in our dissertation in this area.
    I have found the information shared here helpful and would appreciate any assistance in pointing us in the right direction.
    Thanks!
    Lilian

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    #98769

    narayanan
    Member

    Hi,
    pl send the HR six Sigma ppt file.
    thanks lot,
    rks
     
     
     

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    #98783

    Mike Carnell
    Participant

    Shashona,
    Questionaires need to be designed by people who understand the analysis and validation of the questionaire so either use someone who does know or learn it.
    You obviously have some type of input that says they are “unhappy about the system.” Go ask whoever is unhappy. You could have your answer in the next 5 minutes.
    Stop wasting your time looking for the case study with the answer. It is your problem, in your company, in your culture. Someone elses solution will not necessarily work.
    Good luck.

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    #100500

    eu
    Participant

    I am in a process for implementing six sigma in a human resources process, someone has information about books or articles, presentations about the topic
    thanks

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    #100509

    Naga
    Participant

    Hi
    As Mike rightly pointed out, someother organisation’s HR 6 sigma ppt may not be of use, but certainly can give you an idea as to how you can proceed. At the same time as someone stated above, go and approach the people who run the show in the company, have a kind of friendly talk to each and every individual to check what the feel about the company in general and what do they know about performance appraisal system.
    I basically work for a contact center, the main mistake which most of the organisations fail to do is to make the agents understand what are there KRA’s (Key result areas). People talk about “performance appraisal system” only at the 11th hour. Rather it should always be in the mind of an employee to motivate him to work. Constant input and trend analysis should be drawn by the management in helping out the agents in telling them where they stand now and how much further they need to stretch to acheive the expected goal. So performance appraisal system if not done properly may increase the turn over rate/attrition rate of employees. Employee satisfaction forms should be created once atlease in 1 or 2 months, to keep the current system tracked intact.
    So I would rather prefer you to 1st start preparing a PPT which would define what is “performance appraisal system”, and “how is it done”, “who gets benefited by that”, and questions similar to it. Create an awareness by asking the HR team to explain it to all the teams in groups, and invlove the Team Leads and Managaers into this to make it very effective.
    Now that an awareness is created now start your six sigma by starting from the define phase, by defining what should your CTQ be, by using tools like “root cause analysis/fishbone diagram”, “pareto chart”, “affinity diagram” , “process mapping” for performance appraisal system etc, now thatyou’ve your x’s and y’s try to define which is your main CTQ, which needn’t be the same as someother company, it all depends on the data which you’ve 1st collected during the ESAT survey which you conducted before.
    hope this piece of info. would be useful to you.

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    #100689

    Shashona
    Member

    hi
    can you please send my your powerpoint file on the Oregon Productivity Matrix.
     

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    #107044

    Shantam Sharma
    Member

    please send me a ppt on Six Sigma Project on HR (Performance Management / Recruitment)
    I am a Black Belt and HR Professional doing my projects on HR so it is required to make the project more effective

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    #117825

    lin
    Participant

    Help me out.  Whole idea behind 6S is to reduce variation in a process, identify specification limits for the process,identify process variables that can be adjusted etc.
    To be honest, not sure how your performance management process would be a likely target for 6S.  I would think this would lend itself to TQM/continuous improvement methods instead.
    A likely 6S project in HR might be to reduce variability in accuracy/timeliness of payroll process, response time to employee requests for information, etc.  6S lends itself to more of the transactional side of HR.
    Hope this helps.
    Bill

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    #128335

    eric
    Participant

    Why not eliminate them completely? Frequently, it is nothing more than a carrot and stick used by management. If you ask people where you work WHY it is not working, you may find out that many of the things people are valued most for are intangible and not measurable in a performance appraisal anyway. Here are some interesting links:
    http://home.att.net/~nickols/scrap_it.htm
    http://home.att.net/~nickols/now_what.htm
    http://management.about.com/cs/people/a/PerfRvwWaste.htm

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    #130169

    T.Arbindho Baalaji
    Member

    Dear All,
    I am T.Arbindho Baalaji, Pls give some notes about lawour Law.
    1. What are the record have to be maintained in Labour Law?
    2. What are the record need’s, to register a company?
    3. What are the labour law have to be followed in the company?
    4. What are the labour law that Hr should have to know?
    Pls help ASAP.
    Thanking You,
    T.Arbindho Baalaji,
     
     
     

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    #130170

    Sandrine
    Member

    Your  questions  have  nothing  to  do  with  Six  Sigma?

     

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    #130175

    ArrogantToo
    Participant

    Sandrine
    That’s OK. Your answers usually have nothing to do with Six Sigma.
     
     

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    #140829

    sg_honey
    Member

    I would be interested in a copy of your ppt file of the OPM

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    #140831

    Rev 1.4
    Participant

    Since you are responding to a 3 1/2 year old post, you should also assure you have a downward compatible version of PowerPoint. 

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    #175261

    jyotiy singh
    Participant

    six sigma are really very gug way or criateria to apprsal………………..but tell me what is six sigma actually. i dont know

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    #180130

    Jon Wing
    Participant

    I think the reason that you are having trouble finding a lean approach to performance appraisals is that the idea is obsolete.  Performance appraisals should not be necessary in a truly lean organization.

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    #180133

    DR B M HARSHAVARDHAN
    Participant

    DEAR SHONA
    SORRY OURS IS AN ACADEMY AND HENCE SIX SIGMA IS NOT USED HERE. IF YOU NEED ANY OTHER INFORMATION, I WILL BE GLAD TO SHARE.
     
    DR. B M HARSHAVARDHAN
    PROFESSOR

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    #185989

    pankhudi saxena
    Participant

    Hello sir,
    pankhudi saxena fm airtel, how r u doing?As unable to contact u on mail or phone i m writing here. I am apperaring for MBA HR and i wann to include sixsigma qualification simultaneously. Needs ur guidance regarding this. 
    regards
    pankhudi

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