| HR can be called the working capital of the | | | | Labor relations are also important, and the HR |
| organization. But what are the areas where Six Sigma | | | | department has to handle issues such as absenteeism, |
| can be applied? How would it be possible to find the | | | | indiscipline, union negotiations, drug abuse and |
| 3.4 parts? | | | | alcoholism. HR is also responsible for dispute |
| The explanation for this is the implementation of Six | | | | resolutions of various types such as harassment, |
| Sigma in functions that lead to employee satisfaction. | | | | discrimination and so on. DFSS process design can be |
| Selection of Projects | | | | implemented for discipline and other areas for |
| When organizations decide to undertake any Six | | | | improvement. |
| Sigma projects for the HR department, it has to be | | | | A website can be developed with proper study of the |
| ensured that there is good return on investment. The | | | | problem areas of absenteeism and disputes, which |
| financial perspective and customer perspective is | | | | can act as a discreet communication medium for all |
| relevant, as are internal factors to consider and the | | | | employees. Systems can be put into place to |
| goal to achieve organizational objectives. | | | | undertake discrimination and harassment compliance |
| The HR function is not just restricted to trainings and | | | | audits. |
| certification handling for other Six Sigma projects in | | | | There are some legal issues which also need to be |
| other areas of the organization. Six Sigma can help | | | | considered by the HR department regarding matters |
| find ways to satisfy the external customers as well as | | | | such as privacy of personal information, employee |
| internal ones. Six Sigma can be useful to find | | | | handbook publication and FMLA (Family Medical Leave |
| employees with leadership qualities. | | | | Act) and ADA (Americans with Disabilities Act), which |
| Appropriate Six Sigma training categorizes the team | | | | need accurate tracking to keep the details of all the |
| into either Black Belts or Green Belts. However, the | | | | employees updated. |
| HR department should account for all this from their | | | | The handbook can be utilized as an area for |
| own database - and not on the basis of data from | | | | employees to have their questions sorted out, at least |
| other departments. | | | | at an initial level. |
| Data collection may face some resistance, as there | | | | There are also other areas for organizational |
| would be some power-based factors of the project. | | | | development to bring about improvements in |
| Additionally, upper management should assure teams | | | | performance, workplace planning, and career planning |
| of all departments that the data will not be used for | | | | and importantly employee satisfaction. Surveys and |
| any punitive action or to cut costs and jobs. | | | | publication of the results of the ongoing improvements |
| Areas for Improvement Opportunities | | | | can help get good results. |
| From the data collected, the HR department will find | | | | There are other areas, such as staff selection and |
| many areas where Six Sigma projects can be | | | | retentions, undertaking training, employee orientation's |
| undertaken for implementation. | | | | programs, provision for external education that need to |
| Payroll administration systems can be considered. | | | | be taken care of. |
| Faster performance review systems for job | | | | There are many projects possible for improvements in |
| evaluations, setting up systems for automatic | | | | the work system. It is the internal customer, the |
| paycheck deposits, projects to establish criteria and | | | | employees, who should be considered when |
| eligibility systems for employee stock options and so | | | | undertaking Six Sigma projects in the HR department. |
| on could be considered and carried out. | | | | |