Six Sigma Black Belt Project in HR

take recruitment , it is major issue in all industry .
 
thanks

Hi
The HR landscape is bitten by many an issue. Right from Requisition-Sourcing-Interviewing-Hiring-Offerings-Date of Joining-On Board.It would be best to take up Pre Employment checks which is a must.Recruitment can only be a lever to the entire gauge.
I sugegst, you look at Pre Employment screenings.The experience will help you mature.
Regards
AJ

HR & Six Sigma in the same sentence?  Usually that occurs only when HR is preparing a list of expendable overhead. 
But if you want to think there is a role for 6s in HR, try this:  We as a company hire highly-skilled problem solvers who evolve into 6s roles.  Then, when budgets are cut, since Six Sigma doesn’t actually help get product out the door, they’re the first to go!  So those should be considered to be defects in the process of hiring.  Companies need to identify the characteristics of “highly skilled” and “problem-solvers” as the wrong things to be looking for in candidates and avoid those future hiring defects by learning to avoid seeking candidates with those traits (because you’re going to let them go someday anyway).  So find the traits you really do value (quiet obedience, untiring, never complaining, values having a job over their family, good listening skills, etc.) and really emphasize those in the hiring process to avoid the future defects of having hired thinking, skilled, innovative problem-solvers who make the dolts in charge look like idiots by comparison. 
Just a suggestion.

My company is in the process of doing exactly this.  So far we have uncovered enormous amounts of waste and broken processes.  I think it is good to break the overall process into these sub-steps.  Obviously, each one has a timliness (or lead time) aspect as well as an accuracy/quality component.  Each candiate touched by a part of the system is a unit and there is often a good amount of data readily available for these.
In fact, I am mentoring a Green Belt who is working on the onboarding part of this process and is now implementing her improvement to improve the experience new hires have on their first day here.  She found that while HR viewed that event as a paper-collection exercise, our ‘customers’ (new employees) wanted an orientation to the company and overview of how we are organized and how we do what we do.  Her fix is very straightforward–create a half-hour intro to the company. 
There are a number of projects now underway addressing various parts of the hiring process and several people have already been freed up from waste and are doing real value-added work.
Best Regards,
Gordon

Start with the dollars….The vast majority of 6S projects are assessed, selected, and evaluated based in large part on financial return.  Take a meeting with FIN-HR to identify what is driving the HRM cost structure and see if something doesnt fall out. 
Also, choose a system that is highly repeatable and easily measurable, preferably with continuous data.  It will make your job easier as an investigator.
Good luck.