iSixSigma

Six Sigma Black Belt Project in HR

Six Sigma – iSixSigma Forums Old Forums General Six Sigma Black Belt Project in HR

Viewing 10 posts - 1 through 10 (of 10 total)
  • Author
    Posts
  • #48408

    kizhakot
    Participant

    Dear Seniors,
    Pls help me select a good black belt project in HR. My training starts on Monday and though I have a few projects in mind, can do with a bit of help. The projects that I was thinking about were on – 1) Attrition 2) Recruitment. Like I mentioned above, any help on this would be hugely valued. Regards

    0
    #163021

    Chetan
    Participant

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

    0
    #163022

    Six Sigma guy
    Member

    Who is your sponsor/Champion. Any project whether in HR or not if taken without top management would certainly result in failure and specifically things like attrition. Try to do a Big Y exercise with your top management and HR team to identify pain areas and take up a project from thereon.
     

    0
    #163025

    Arthur Gomes
    Participant

    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

    0
    #163029

    w. g. miller
    Member

    Attrition is a good but challenging place for an HR Six Sigma project.  Good, because when someone elects to leave, money and time are lost recruiting and training a replacement.  The challenge is to get people to open up on why they leave.  A common reason for people to leave is that they decided to “fire” their boss, but people have also been trained not to burn bridges and so they won’t tell you what the problems with the boss were.
    Good luck.
     

    0
    #163031

    Mavis Asbury
    Participant

    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.

    0
    #163036

    Brandon
    Participant

    kizhakot, you’ve received some excellent suggestions – I’ll throw mine in as well.
    Recruitment is a high cost area typically so starting there makes sense. However, in itself it is too broad, especially for a training project. I suggest narrowing the scope to the “hiring process” – sourcing, screening, interviewing and offering. I believe its a definable process you can map, set metrics and apply what you are learning. I’m sure you’ll find this process full of non-value add effort and defects. Also, it is highly subjective – perhaps you could create a more data-based process.
    Good luck.

    0
    #163039

    Gordon Paisley
    Participant

    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

    0
    #163040

    qualitycolorado
    Participant

    Gordon,  Good afternoon!
     
    Terrific stuff, thanks for sharing.
     
    Hope that you and your Green Belt consider publishing an article about the project when it is complete (perhaps as one of the weekly features on the iSixSigma main site).
     
    Best regards,
    QualityColorado

    0
    #163048

    annon
    Participant

    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.

    0
Viewing 10 posts - 1 through 10 (of 10 total)

The forum ‘General’ is closed to new topics and replies.